As a business owner, you should constantly be seeking ways to improve workflow, efficiency, and returns on your investments. Thus, it is critical for employers to constantly monitor and maintain the performance level of their employees. But what happens when an employee is falling short of the mark? It is not always the best idea to simply fire and rehire. A great way to maintain and guide the performance level of employees is through a performance improvement plan! Performance improvement plans are a customized and detailed guide that is tailored to an employee. Performance improvement plans consider the causes of underperformance, and highlight short, medium, and long-term goals that an employee should meet to stay on track in terms of their performance. Performance improvement plans may sound like bad news to an employee, as it may make them think they are on the verge of termination. However, many employers use performance improvement plans to proactively correct mistakes and underperformance to give employees a fair chance to improve. A well-structured and thoughtful performance improvement plan is great for company morale and efficiency, as it keeps performance up and shows your employees you care about them and their improvement within your company. This article will discuss everything you need to know about crafting the perfect performance improvement plan for any occasion and will provide tips, samples, and much more to take your PIP to the next level! Table of Contents:What Is a Performance Improvement Plan?How to Create a Performance Improvement PlanHow to Write a Performance Improvement PlanPerformance Improvement Plan ExamplesPerformance Improvement Plans FAQs What Is a Performance Improvement Plan? A performance improvement plan is an official document that provides a comprehensive and detailed explanation of changes an employee needs to make to their workflow to avoid getting fired. Performance improvement plans typically delineate milestones that an employee should reach within 30, 60, and 90 days after the meeting. Performance improvement plans and performance reviews are sometimes conflated with each other but are slightly different. Whereas performance reviews are great at tracking the performance of an employee, it does not offer recommendations and ways that an employee can improve. A performance improvement plan will incorporate features of a performance review to set a foundation upon which improvements can be made. Therefore, it can be argued that a performance improvement plan is a more effective way to not only track the performance of an employee but to ensure that they are staying on track! Performance improvement plans are beneficial in several ways; here are a few. 1. Creates a healthier company culture Sometimes, employees need goals to work towards to motivate higher performance levels. A strong performance improvement plan is a great way to relay these target goals! Instead of cultivating a workplace culture of fear of underperformance, performance improvement plans create a healthy company culture where employees understand that they are not alone and that they will not be arbitrarily fired if they are unknowingly underperforming. 2. Saves the company resources (time, money, etc.) The termination and hiring of new employees is a lengthy and expensive process. Not only will you need to pay a severance package to a terminated employee per their contract, but time and money will need to be spent scouting, interviewing, and onboarding a new employee. A performance improvement plan takes your current workforce and sets them on the right track, mitigating the need to fire and hire when an employee underperforms. 3. Effective Oftentimes, an employee is unaware they are underperforming. Falling into routine is easy, and bad habits are those that often go unnoticed. Instead of reprimanding and taking aggressive action against an underperforming employee, a performance improvement plan can be used to notify an employee about their underperformance. In many cases, receiving a performance improvement plan is enough of a wake-up call for that employee to make changes to their work style and perform at the level you want them to!How to Create a Performance Improvement Plan Creating a strong performance improvement plan is a multi-step process that considers many factors. Here are the most important steps to creating a well-structured and comprehensive performance improvement plan. Identify the problems with the manager employee The first step to drafting a performance improvement plan is to recognize the need for one. Sit down and consult with the manager or supervisor of the employee in question and single in on the areas in which they are underperforming. Set measurable achievable goals Once you have narrowed down the issue, begin to find solutions or ways that the employee can improve. Make goals for several time markers; a typical performance improvement plan will have target goals for 30, 60, and 90 days. This will form the meat and potatoes of your performance improvement plan. These goals will largely depend on the position of the employee, but here are some examples of goals that could be considered for the following positions.PIP for sales: Reaching X amount of sales in a week, month, and quarter.PIP for customer service: Improve customer satisfaction by X% in 1, 2, and 3 months.PIP for behavior/attitude: report to HR for remedial courses on office culture and workplace behavior, receiving less than 2 complaints in the second month, receiving 0 complaints in the third month.PIP for managers: take a management course in the first month, manage a small team under supervision, and resume the previous management position in the third month.PIP for poor leadership: take a leadership course in the first month, submit a project outline in the second month, and execute the project in the third month.PIP for attendance: maintain a 90% attendance rate in the first month, 95% in the second month, and 100% in the third month. Define the support resources that the employee will receive A large part of a performance improvement plan is making sure that the employee knows that they are not alone. Ensure that you provide and clearly outline the support that an employee will receive throughout executing their performance improvement plan. Some common examples of resources provided for employees under a performance improvement plan include CoursesSeminars/Training1-on-1 mentoring/supervision Create a timeframe or schedule to track progress Determine the timeline you wish your performance improvement plan to follow. This varies on a case-by-case basis, but general performance improvement plans are set over a 2-3 month period. For instance, if an employee is underperforming in their duties, their performance improvement plan can detail a 3-month process to get them back to speed. This may include lightening their workload and progressively adding more as they grow accustomed to it. Define the actions that will be taken for different outcomes Finally, figure out what consequences and measures are in place should the employee not improve during their performance improvement place or if they revert to their previous ways following the conclusion of the plan. For instance, if an employee is set on a performance improvement plan to correct bad behavior and they do not improve, make it clear that failure to comply will result in immediate termination or a demotion.How to Write a Performance Improvement Plan This section will provide a breakdown of the different components of a performance improvement plan. Be sure to include these sections in yours to ensure that your plan addresses everything it needs to! The employee’s information Ensure that your employee performance plan contains the employee’s information, including their full name, job title, and department they work under. Date For the sake of record keeping, as well as to accurately track the performance of the employee, ensure you include the date on an employee performance plan. Metrics that need to be improved Identify the areas that require improvement. A good way to structure this section of the performance improvement plan is through a list or a table! Activities planned to improve performance Map out the activities/events that are in place to assist the employee in improving their performance. Similar to the metrics of improvements, this section of your performance improvement plan should be listed or tabulated to mitigate any confusion that could arise. Targets/goals deadlines Create a timeline for the employee to follow your performance improvement plan. Set target goals for your time intervals and make sure that you clearly describe the nature of each goal and how you would like to see them achieved. Final date for completing the PIP Your performance improvement plan should have a projected date of completion. This places a physical deadline on the employee and, in many cases, is effective in triggering a rapid change! Results Every performance improvement plan should indicate the metrics of success. This helps employees greatly in determining whether they are following the plan correctly. Progress review meeting schedules Comprehensive performance improvement plans will state pre-scheduled progress review meetings with the employee to ensure that they are on the right track or if the plan needs further adjustments to better align with the employee’s needs. Fields for outcomes of progress review meetings Employee improvement plans should also state when the results of the aforementioned progress review meetings will be shared with the employee. This feedback is essential for the employee to fully understand if what they are doing aligns with their employer's expectations. Final review results Finally, the performance improvement plan should indicate when a final meeting will be held to discuss the results of the plan and the steps to be taken moving forward. Ensure that the employee understands the gravity of the situation and that they should work hard towards performing at the level you require them to.Performance Improvement Plan Examples Here are some examples of performance improvement plans for different layouts. Performance Improvement Plan for Attitude Sample Sample of Performance Improvement Plan for Attitude Performance Improvement Plan for Sales Sample Performance Improvement Plan for Sales HR Improvement PlanExample of HRImprovement Plan Performance Improvement Plans FAQs These are some commonly asked questions about performance improvement plans. We hope that the answers to these questions will shed some more light and clarify the functions and benefits of a well-structured performance improvement plan. 1. When should a performance improvement plan be used? A performance improvement plan should be used in cases where an employee is underperforming or misbehaving in the workplace (this, of course, excludes more severe issues such as abuse, violence, and harassment). More importantly, performance improvement plans should only be used when you, as the employer, believe that the problem can be fixed and that the employee is capable of change. Performance improvement plans should be carefully thought out and should be delivered to the employee as soon as possible to limit underperformance as quickly as possible. 2. How to ensure a PIP is effective? A PIP’s effectiveness can best be judged through regular meetings with the employee in question. Performance improvement plans can also be directly supervised during working hours, which gives an employer a closer look at the employee’s actions and allows for immediate corrections when necessary. 3. How long should a performance improvement plan last? While the length of a performance improvement plan varies on the position of the employee, general time frames of 1, 2, or 3 months are most commonly utilized. 4. What are the advantages of a PIP? The primary advantage of a performance improvement plan lies in the efficiency in employee behavior turnover, the time saved from having to scout and hire a new employee, and the financial savings from not having to pay a severance package for a terminated employee and a new compensation package for an incoming hire. 5. What are the disadvantages of a PIP? A performance improvement plan can be disadvantageous because, in some cases, employees sometimes do not take criticism well. This results in little to no improvement and makes the formulation of a performance improvement plan a waste of company time and resources. Want to read more HR blogs and recruitment news? Follow our blog for more! Cake is one of the best resume websites in the market. We also offer other HR-related services like Job Search, Job Posting, Talent Search, Recruitment Services, and Employer Branding. --- Originally written by Alexander Coye ---

Created by CakeIn this article, you will learn:Sales Manager Interview TipsGeneral Sales Manager Interview QuestionsBehavioral Sales Manager Interview QuestionsQuestions to ask in a Sales Manager Interview A sales manager is responsible for motivating their sales team to meet targets, objectives and cultivating new ways to improve sales of a business or department. Sales Managers report to their sales director or executive who lead recruitment, drive expansion of the business, and set annual goals. As these roles involve responsibilities which have different impacts on business, sales manager interview questions will differ from sales representative ones. Below we have listed our best sales manager interview tips and questions to help you prepare:Sales Manager Interview TipsInterview questions for a sales manager will mainly focus on your experience, skills and management style. Prepare your answers using our tips below, in order to stand out when interviewing for sales manager: ✨ Be prepared to talk about your sales experience As a sales manager is a step up from a sales representative, experience is the most likely question to be asked to a sales manager applicant. Brainstorm and compile your most relevant sales experiences to highlight your suitability for the role. Instead of just recounting your previous roles and responsibilities in your sales manager interview, try to include the skills you have gained as well. This will bolster your experience and give you an opportunity to showcase your transferable skills in your sales manager interview. ​✨​ Use the STAR method The STAR method is a well-known method for answering open-ended questions, and can help you ace your sales manager interview. Not only does it provide a well-detailed answer, but it also crams in all of the essential information the interviewer is really asking for. To use the STAR method to answer sales manager interview questions, follow these steps: Situation – briefly provide context for the situation at work you will be using as an example. Keep it to the point but with enough information so that the interviewer can follow along easily.Task – next explain the task you handled during this situation. To highlight the magnitude of the task, use figures and percentages:“I was given the task of implementing a 12-week promotional campaign of 35 emails to an audience of 30,000 newsletter subscribers.”Action – explain exactly what you implemented in order to work towards or achieve the goal. Make sure you use an active voice and speak in the first person, such as “I delegated tasks to the team”. This is a very subtle way to highlight your impact and competence.Result – finally provide the result of your actions. Make sure you share an example of success, and provide context to the interviewer to demonstrate its impact – such as “we exceeded the goal by 20%” or “expanded the reach of our product to four new locations”. Recruiters are looking for experience in handling professional interactions with success, which is an essential criterion for hiring a sales manager. Most Interview questions can be answered with the STAR technique; to prepare for your sales manager interview, brainstorm a couple of situations which can apply to common interview questions (we will go through interview questions for sales managers later!). ✨ Have well-rounded responses Whilst sales experience will be the feature of your sales manager interview, do not be afraid to include other relevant experiences or skills in your answer. When interviewing for a sales manager, recruiters want to see a well-rounded personality who can liaise with their team and clients with ease. Likewise, as there are many components to being a sales manager, interview questions can vary greatly in detail. Have confidence in your skills and previous experiences, and highlight your potential and suitability for the company by preparing well-rounded responses for your sales manager interview.📚 Further reading:15 Tips on How to Answer Interview Questions Confidently General Sales Manager Interview QuestionsIt's important to have well prepared responses to typical questions recruiters will ask potential sales managers. Below we have compiled some common sales manager interview questions and answers to help you prepare: Q: How would you describe your leadership style? No matter if you are interviewing for a sales manager or sales director, interview questions for management positions will always ask about leadership. Likewise, sales managers liaise with higher-level positions; interviewers want to know how you will advocate for your team. Sample Answer:“My leadership style mainly involves collaboration and advocacy. I want my team to feel their manager is in the loop, and can raise questions and concerns without fear. I believe collaborating with my team allows me to understand their challenges and together we can overcome them without delay. I also want the best for my team, will advocate for the best interests of the team and our goals to directors and executives. Collaboration builds the trust which employees need with their manager and allows myself as a leader to focus on motivating and strengthening my team.” Q: What motivates you? Companies are looking for motivated sales managers; therefore, interview questions will ask about your internal and external motivators. Regardless if you’re a sales manager or sales director, interview questions enquiring about your motivations are there to test if you really are passionate about the role. Showcase your motivation in your sales manager interview with a diverse answer which shows how you inspire yourself and your team. Sample Answer:“I am motivated by other passionate people. I thrive in an environment where the team dynamic is seamless and positive, as it allows me to focus on my goals. The satisfaction of meeting or exceeding a goal, or the confidence of gaining new skills encourages me to keep going to better myself. Therefore, when motivating others, I provide encouragement and assistance with positive feedback to build confidence in my team members so we can all achieve our goals.” Q: Describe your experience with sales management If you have prior experience as a regional, retail store or area sales manager, this interview question is straightforward. If this is your first time interviewing for a sales manager role, you can use this opportunity to highlight your experience which is directly related to the role. Rather than restating your resume, emphasize your achievements and skills to the interviewer. Make sure you read the job description carefully, as it will outline their ideal candidate for sales manager, and interview questions will relate to this. Sample Answer:“My current role involves leading a team of 10 sales representatives as a regional sales manager. This role encompasses monitoring my teams’ performance in relation to sales quotas and targets set by our regional sales director. As I have over five years experience as a sales representative myself, I am well adept at understanding my team's dynamics and understanding areas for improvement. I additionally onboard new sales representatives and provide training for both new and existing staff. Our team is responsible for over 200 products, and through sales techniques I have taught my team, we have exceeded all of our quarterly targets by at least 15%.” Q: What is a successful sales representative training program? Questions asked in your sales manager interview will address all aspects of the role. Training new and existing staff is a key component of a sales manager's duties; questions like these are an opportunity to highlight and explain your understanding of a successful sales team. Sample Answer:“I think there are a few main concepts which contribute to successfully training a team of sales representatives. First, I think focusing on understanding the client is a crucial part of training. I implement this by focusing on listening skills and encouraging open conversation between sales representatives and clients to build rapport. Understanding the product is essential; if our sales representatives have confidence in the products, they can instill this in our clients. Understanding how strategies can impact targets aims the team in the right direction, allowing them to strive for greatness.” Q: What makes a good manager? This interview question allows you to showcase your understanding of a sales manager’s responsibility, and also tests your understanding of the company as well. When answering this question in your sales manager interview, include words from the job description to show your understanding of the role. Sample Answer:“I believe a successful sales manager will motivate, train and advocate for their team in order to achieve targets, through interacting with the team regularly to understand their challenges and help form solutions to improve current techniques. Additionally, a successful sales manager will represent and advocate their team by liaising with the sales director and executive, by highlighting ways to utilize the team's strengths to innovate new techniques to achieve targets.” Behavioral Sales Manager Interview Questions Differing from typical experience-related topics, behavioral questions for sales manager interviews allow recruiters to understand how you work as a professional. Behavioral questions for sales managers will explore your reasoning and response in workplace situations. Recruiters place importance on your answers to behavioral interview questions; as sales managers are responsible for a team. When preparing for the behavioral section of the sales manager interview, reflect on your reasoning towards solving challenges in a professional environment. Q: What data analysis tools did you use in the past and are you familiar with? A sales manager interview will always involve discussing hard skills. List off the most relevant programs and tools and only include others if you can highlight their usefulness. This is one of the most common questions asked in a sales manager interview, so make sure you prepare a response which also reflects the job postings’ requirements: Sample Answer:“I am skilled in Salesforce and HubSpot from my previous roles. Additionally, I have advanced proficiency in Microsoft Excel, and I am capable of utilizing software such as R and Python to assist in data analysis and visualization.” Q: What qualities did you look for when you hired past sales representatives? When looking for a sales manager, questions like these will be asked to highlight your understanding of a successful sales representative and team. Many sales manager interview questions will focus on your methods to success; therefore, brainstorm the skills which you think are most valuable and use them in your answer. Sample Answer:“ When I hired new sales, I always looked for flexible, motivated people. Being a quick learner and team player is also important Successful sales teams are made of strong individuals who can work together to reach team goals. Great interpersonal skills and ability to adapt to changing situations are also highly valued. However I am willing to accept candidates with potential and work with them to improve these areas further.” Q: What did you do when a sales representative missed their goals for an extended period of time? This question tests your response to challenges as a sales manager; answers to this question detailing the responsible use of leadership will display your suitability for the role. When interviewing for sales manager roles, recruiters want to see how you would respond to negativity or stress. Provide a level-headed answer like this one: Sample Answer:“The first thing I’d do, when I notice someone in my team has been underperforming, is to ask how they are doing and make sure they are ok outside of work. After listening to their perspective, together we would narrow down the issue, whether it is from the client side, from sales techniques or other skills and come up with a plan to move back on track to reach their goals. Potentially, I would alter goals in the short-term to test the effectiveness of our new strategy.” Q: Tell me about a time you failed to meet your sales goals and how you handled it. During your interview for sales manager, questions will explore how you handle both success and failure. Use the STAR method to highlight qualities such as initiative, teamwork and critical thinking to display your resilience. Sample Answer:“Our manager set a rather ambitious goal for us during the busy season last year, but we were confident that we could pull it off. However, we did not reach the target; instead, our performance was very average. Although we were disappointed, the team reflected on our strategy and listened to the advice of our sales manager. We worked together to share our strongest techniques, and came up with a more uniform strategy for the next quarter, where we exceeded our goal.” Q: What is your greatest success as a sales representative? This is another opportunity to use the STAR technique if you’d like. When recruiters are interviewing sales managers, questions like these test your attitude towards success. Sample Answer:“My greatest success as a sales representative would be receiving the “best newcomer” award in my first year. Seeing the outcomes of my hard work is a gratifying and motivating part of achieving success. Additionally, I am proud of the experiences and skills I have gained in my sales career; I consider them personal milestones which also contribute to my success.” Questions to ask in a Sales Manager InterviewNow we’ve gone over questions you’ll be asked in a sales manager interview, it's time to think about questions to ask in a sales manager interview. Asking the right questions in your sales manager interview can help seal the deal and get you hired. Choose questions about the sales manager role or company objectives; see below for examples for questions to ask in your sales manager interview. What qualities make your best-performing sales managers stand out?What does the upward/lateral career progression look like?What are the current dynamics of the sales team?Can you share a long term goal the sales executives/directors have for the team?What does the onboarding process look like? Having questions to ask for your sales manager interview will showcase your preparedness and eagerness towards the role. Asking the above questions in your sales manager interview shows your personality and interest in the role as well as giving you valuable information about the company you are applying to. Asking about the sales director or sales executives in your interview questions will highlight your understanding of the sales manager position. Make sure you adjust the phrasing to suit the position – these interview questions can also apply to business development managers, retail store managers and regional sales managers. And these are our best sales manager interview tips, questions and answers. Preparation is key to nailing your sales manager interview – practice the STAR technique, reflect on our example questions and be ready to ace your interview. Good luck!With Cake’s resume builder tool, resume templates and resume examples, you could showcase your best qualifications to land your dream job. Try making a resume online (free download) now!Create CV--- Originally written by Bronte McNamara---

Almost all companies rely on the production engineer (sometimes known as the manufacturing engineer; however, there's a slight difference between the two roles) to ensure the production process meets set standards. Therefore, recruiters expect a resume for this position to illustrate that. Now, it’s a turn for Cake to discuss what you need to know about Production Engineer resumes in the article. We also provide the template for a Production Engineer CV that you can use immediately!Table of Contents Who Are Production Engineers? What Are Their Scope of Work, Salary, and Skill Set? Types of Production Engineer How to Craft a Winning Production Engineer Resume 3 Production Engineer Resume Examples 4 Job Search Techniques to Land Your Dream Job Who Are Production Engineers? What Are Their Scope of Work, Salary, and Skill Set? A production engineer is responsible for designing, implementing, and optimizing manufacturing processes to ensure efficient production operations. They focus on improving productivity, maintaining quality standards, minimizing costs, and ensuring the safety and sustainability of production environments. Production engineers work closely with other engineering teams, quality control, and operations staff to troubleshoot issues, streamline workflows, and implement technology or automation to enhance performance in the manufacturing process. Whether you are a recent graduate or not, the career path for you in the production engineering field is wide open. You can later become Process Production Engineers, Quality Production Engineers, Automation Production Engineers, Manufacturing Systems Engineers, and Sustainability Production Engineers. Here is a breakdown detail of their scope of work a) Process optimization A Production Engineer must be able to identify problems that hinder the manufacturing process. Fixing problems quickly means cost savings. There are at least 4 things that emphasize the importance of production engineers in developing efficient production processes: Through root cause analysis, production engineers improve the company's production efficiency.They find the causes of potential production bottlenecks that could lead to losses.Solutions and innovative technologies are developed and can positively impact the business.Production data is used to maximize the effective use of resources. b) Designing New Processes Designing new processes can increase efficiency. A production engineer is responsible for identifying which parts need improvement. The data is used to gain a complete understanding of the production process. Production uses this data to design a new process or modify the old one. They also work in a cross-functional team to create new designs, implement quality standards, and manage them. Once all designs are implemented, the next step is testing. The test results are used for performance analysis, feedback, necessary adjustments, documentation, and more. c) Quality Control System The International Organization for Standardization (ISO) is used in more than 160 countries in various manufacturing settings. Manufacturing engineers use ISO to ensure proper quality assurance and control. Product quality assurance is monitored through inspection, testing, and protocol development. According to several sources, using ISO in the industry benefits the company. Besides making products competitive internationally, ISO is a tool for gaining consumer confidence in the company's quality management. Thus, the product quality will not disappoint the target market. d) Production Costs Reduction The Production Engineer's next job is to find loopholes to cut costs. That’s why a Production Engineer must have a comprehensive understanding of resource management and supply chain logistics to meet production goals while achieving cost savings. e) Production Environment Sustainability In recent years, the public has become increasingly aware of the environment and the state of the planet. Companies are under pressure to make their production processes more environmentally friendly, and production engineers are also being asked to begin implementing safety and environmental regulations.How Much ProductionEngineers Get Paid?According to the U.S. Bureau of Labor, employment of production engineers is expected to grow by 8% between 2020 and 2030. In the United States, the salary offered for a Production Engineer is $83,000 per year. The wages can be higher if the product engineer works in an aerospace company ($95,000/year), semiconductor and electronics ($92,000/year), or pharmaceutical and medical manufacturing ($89,000/year). Types of Production Engineer 1) Process Production Engineers Process engineering is responsible for creating efficient, cost-effective systems that meet safety standards. Production engineers focusing on this area come from chemistry, mechanical systems, quality control, industrial safety, and process automation. Many process engineers come from chemical plants, automotive plants, pharmaceutical companies, oil and gas companies, power generation companies, aerospace companies, and food processing companies. 2) Quality Production Engineers A Quality Production Engineer has a different focus. His or her main concern is to ensure that the products produced meet standards and quality assurance. To achieve this, a Product Quality Engineer will conduct product quality development, monitoring during production, and testing. Some skills you will need to master if you want to pursue this field include lean manufacturing, quality management, process improvement, root cause analysis, auditing, and quality management systems. Communication, problem-solving, dependability, and leadership skills are also critical. 3) Automation Production Engineers The Automation Engineer is responsible for designing and developing all automation systems and processes using hardware and software. Responsibilities range from identifying new sensing opportunities, proposing automation tools, overseeing the quality assurance process, troubleshooting automation issues, and more. To become an Automation Engineer, you must be proficient in programming languages like JavaScript, C#, PHP, and Python. You must also be able to use automated testing software to monitor defects. These technologies make the systems more resistant to errors and defects that hinder productivity. 4) Manufacturing Systems Engineers As the person responsible for designing, evaluating, and installing all manufacturing equipment, this engineer is familiar with computer-aided design (CAD) systems. Some of the day-to-day responsibilities of a Manufacturing Systems Engineer include: Perform computer setup and troubleshootingEnsuring the maintenance schedule of all manufacturing equipment to prevent time inefficienciesEnsuring that workers follow safety regulations, especially when using manufacturing equipment. You will need a strong science, math, and information technology background to pursue a career in this field. In addition, hiring managers will look for your problem-solving skills, logical thinking, ability to work in a team, and ability to take on new challenges. 5) Sustainability Production Engineers A Sustainability Production Engineer’s work involves minimizing production waste, disposing of waste following applicable regulations, using renewable energy sources, and creating a manufacturing system that does not harm nature. A Sustainability Production Engineer will create new systems that support all efforts to reduce manufacturing's environmental impact. To support the plan, Sustainability Production Engineers will work with many parties, including policymakers, urban planners, and other professionals. How to Craft a Winning Production Engineer Resume1) Include your contact information, including name, address, email address, and social media links. First, write your personal information on the left side of your resume, in the resume header. This information helps recruiters identify your application and contact you quickly. In addition to the information listed above, there are a few things that are better avoided when writing personal information: Avoid writing your full address; just write down your city.Avoid writing information that could bias the hiring manager's judgment, such as race, gender, age, marital status, and sexual orientation.If your social media account contains more personal content, it is better not to include it in the personal information section. This keeps your personal life separate from your professional life.Never write information about identity, bank, and other sensitive numbers. Here's an example:Production Engineer Resume Example - Resume Header Jane Doe Mobile: (+62)11-74-89977 Email: [email protected] Address: Jakarta, Indonesia Linkedin: linkedin.com/in/janedoe 2) Resume summary or objective statement Choose which one you want to use: resume summary or resume objective. The former is mainly used by mid-level and senior-level candidates, while the latter is more common in resumes for recent graduates and junior-level candidates. A resume summary summarizes all the essential information listed in the job application. Since professionals mostly use it, it emphasizes measurable accomplishments. On the other hand, the objective resume emphasizes the list of skills the candidate possesses to support the production engineer position. Because it is objective, this type also explains the candidate's career goals.Production Engineer Resume Example - Resume ObjectivesProactive engineering graduate from Gadjah Mada University with a 3.9 GPA and a keen interest in manufacturing systems and process optimization. Proficient in technical skills such as computer-aided design (CAD) and data analysis. Seeking to join XYZ Company as a Manufacturing Systems Engineer to utilize my skills in analyzing and modifying product designs.Production Engineer Resume Example - Resume Summary #1A manufacturing systems engineer with 3 years of experience in quality improvement and automation integration. Contributed to a 25% reduction in defects by developing and implementing a quality control program that improved product reliability and customer satisfaction. Seeking a new position as a Senior Manufacturing Systems Engineer to contribute to process optimization.Production Engineer Resume Example - Resume Summary #2Sustainability Production Engineer with 3 years of experience focused on developing sustainable production systems. Contributed to regular savings of up to $40,000 annually and reduced plastic waste by 35% through environmentally friendly systems. With extensive experience, I am seeking a Senior Sustainability Production Engineer position with ABC Company. 3) Highlight technical skills The next step is to highlight your technical skills. For example, you can list your expertise in Java, SolidWorks, CAD, and various other programs. There are two ways to highlight technical skills in a manufacturing engineer's CV. First, include them in the resume summary/objectives, cover letter, and work experience sections. These are the sections of the resume that recruiters typically read first. Second, you can list your skills at the end of your resume. You can explain, include supporting credentials, and so on to support your skill claims. Although technical skills are specifically sought, don't forget to list non-technical skills. Convince recruiters that you have mastered both soft skills and hard skills. 4) The experience section should include the most recent experience and impressive achievements. Work experience is the most important part of a resume. Here are some things to keep in mind when writing a solid work experience section: Always use bullet points to keep your sentences organized and easy to read.Use action verbs to make your work experience powerful.Use keywords carefully so you don't overdo it.When writing about work experience, the BIG RED FLAG is to include only the job description, while this section should focus more on measurable work accomplishments. Ensure each sentence is concise, to the point, and straightforward. Remember, hiring managers only take a few seconds to read your work experience before deciding whether or not to move you to the next level.Production Engineer Resume Example - Work Experience #1Sustainability Production Engineers, ABC Company, Jan 2021 - 2024 Contributed to conducting life cycle assessments for new products, compiling data that influenced overall product design, and contributed to a 35% reduction in carbon footprint and factory activity. Monitored manufacturing process for energy usage, saving up to $20,000 in energy costs per six months. Actively participated in the training program of more than 20 new production team members to implement sustainable practices in the factory production process. Production Engineer Resume Example - Work Experience #2Sustainability Production Engineer, General Motors, Aug 2022 - Present Managed over 5 research and development projects to convert renewable feedstocks into sustainable fuels. Monitored manufacturing process for energy usage, saving up to $20,000 in energy costs per six months. Actively participated in the training program of more than 20 new production team members to implement sustainable practices in the factory production process. 5) Include relevant education Production Engineer is a position that requires a specialized educational background for candidates. So, listing the education history in the resume is very important. To strengthen your skills, you can also list some certificates.Production Engineer Resume Example - EducationBachelor of Science in EngineeringGadjah Mada University, Yogyakarta, Indonesia Aug 2020 - Aug 2024 Summa Cum LaudeCertifications Certified Lean Practitioner, 2024 Lean Leader Certification, 2024 Certified Six Sigma Master Black Belt, 2024 Lean Six Sigma Black Belt, 2023 Lean Six Sigma Green Belt, 2023 Six Sigma Yellow Belt, 2023 Six Sigma Process Improvement Certification, 2022 Lean Manufacturing Certification (from organizations like ASQ or SME), 2022 6) Use a clear and concise format to make your resume easy to read and understand Finally, make sure you use the correct resume format. Cake suggests using a chronological resume with the following considerations: Production engineering is a career that involves a linear career.A chronological resume highlights the most recent and relevant experience.This type of resume is the most common, which makes it easier for recruiters to evaluate. 3 Production Engineer Resume Examples 1) Production Engineer Resume Example - Fresh Graduate JANE DOE Mobile: (+62)11-74-89977 Email: [email protected] Address: Jakarta, Indonesia Linkedin: linkedin.com/in/janedoe CAREER OBJECTIVES An enthusiastic fresh graduate with a bachelor's degree in Mechanical Engineering Technology from Gadjah Mada University. Have experience as a Production Engineer Intern with main responsibility in helping to design the production process, performing daily monitoring of the production process, and assisting Senior Production Engineer in calculating the production capacity. Seeking a position as a Production Engineer to apply my theories and practices. EDUCATION Bachelor of Science in Mechanical Engineering Technology Gadjah Mada University, Yogyakarta, Indonesia, Aug 2020 - Aug 2024 GPA 3.9/4.0 INTERN EXPERIENCE Production Engineer, United Tractors, Jan 2022 - Jan 2023 Actively participated with the team in the design of the production process, starting from the process sequence, process capability, and use of tools and equipment following standards. Performed daily monitoring of the production process following the process design sheet, ensuring that all work was performed according to procedures. Performed production reviews based on the design concept to ensure standardization of the production process. Assisted Sr. Production Engineer in calculating production capacity and tooling and equipment requirements. ORGANIZATION EXPERIENCE Asian Student Association, Jan 2021 - Jan 2024 Helped organize the annual Asian Food and Cultures Festival at Gadjah Mada University in 2021, 2022, 2023. Successfully attracted a total of 2500 visitors Organized monthly discussions with international speakers focusing on Asian culture and identity. Assisted in the preparation of fundraising plans and reports for scholarships and research funding in the field of Asian culture. SKILLS Process Analysis Lean Manufacturing Six Sigma Data Analysis Project Management Communication Skills Problem-solving skills Teamwork Collaboration Active learner Attention to detail CERTIFICATES Lean Six Sigma Yellow Belt, 2024 Lean Fundamentals Certification, 2024 Six Sigma Green Belt (Entry-Level), 2023 LANGUAGES Indonesia (native) English (professional) Japanese (professional) 2) Production Engineer Resume Example - Mid-level JANE DOE - PRODUCTION ENGINEER RESUMEMobile: (+62)11-74-89977Email: [email protected]Address: Jakarta, IndonesiaLinkedin: linkedin.com/in/janedoeSustainability Production Engineer with 3 years of experience focused on developing sustainable production systems. Contributed to regular savings of up to $40,000 annually and reduced plastic waste by 35% through environmentally friendly systems. With extensive experience, seeking a Senior Sustainability Production Engineer position with ABC Company.WORK EXPERIENCESustainability Production Engineer, General Motors, Aug 2022 - Present Managed over 5 research and development projects to convert renewable feedstocks into sustainable fuels. Contributed to successfully developing a renewable and recyclable feedstock conversion process that saved up to $40,000 in energy costs in one year and reduced production plastic waste by 35%. Mentored 15 technical staff in implementing sustainable and environmentally friendly concepts in all production processes. Established effective collaborations with more than 10 external entities related to sustainability in the use of industrial fuels. Sustainability Production Engineer, Tractors United, Sept 2021 - Jun 2022 By conducting an energy usage audit and then implementing conservation measures, the company reduced energy consumption for the manufacturing process by 50%. The total reduction in operating costs due to the savings was $10,000 annually.Worked with suppliers to switch to green fuel, increasing the use of recycled products by 65%.Contributed to the company's ISO 140001 certification as part of its commitment to greener manufacturing. EDUCATIONBachelor of Engineering (B. Eng.)in Sustainable Resources, Engineering and Management (StREaM)Gadjah Mada University, Yogyakarta, Indonesia, Aug 2015 - Aug 2021Cum LaudeCERTIFICATES LEED (Leadership in Energy and Environmental Design) Certification ISO 14001: Environmental Management Systems ISO 50001: Energy Management Systems Certified Sustainability Professional (CSP) Six Sigma Green Belt Sustainability Excellence Associate (SEA) Carbon Management Professional (CMP)SKILLSLifecycle Assessment (LCA) Energy Management Waste Management Techniques Environmental Regulations Data Analysis and Reporting Process Optimization Renewable Energy Technologies Communication skills Leadership skills Critical thinking Time management Cultural awarenessLANGUAGESIndonesia (native)English (professional)Japanese (professional)Germany (professional)Mandarin (professional)Arabic (intermediate) 3) Production Engineer Resume Example - Senior-levelJANE DOE Senior Quality Production EngineerMobile: (+62) 11-74-89977Email:[email protected]: Jakarta, IndonesiaLinkedIn: linkedin.com/in/janedoe Resume Summary A Quality Production Engineer who successfully contributed to cost savings of up to $150,000 through a quality improvement system. Primarily responsible for the ISO 9001 certification process, which increased the company's credibility by 80%. Actively involved as a mentor to new production employees. With this leadership experience, interested in filling the position of Quality Assurance Director at IOI Corp. Work Experience Quality Production Engineer,XYZ Corp.,Aug 2020 – Aug 2024 Led the company’s successful ISO 9001 certification process for production quality, enhancing company credibility by 80%.Developed a quality improvement system that reduced product defects by 25%, saving $150,000 in one year.Mentored new production employees, fostering high-quality standards across all production processes. Quality Production Engineer,ABC Corp.,June 2017 – June 2020 Implemented a process control system, reducing product defects by 40% and saving $100,000 annually.Reduced rework rates by 50% through root cause analysis, significantly improving production efficiency.Collaborated with suppliers to improve material quality by 90%, elevating overall product quality. Education Bachelor of Science in EngineeringGadjah Mada University, Yogyakarta, IndonesiaAug 2020 – Aug 2024 Honors: Summa Cum Laude Certifications Certified Lean Practitioner (2024)Lean Leader Certification (2024)Certified Six Sigma Master Black Belt (2024)Lean Six Sigma Black Belt (2023)Lean Six Sigma Green Belt (2023)Six Sigma Yellow Belt (2023)Six Sigma Process Improvement Certification (2022)Lean Manufacturing Certification (2022) Skills Quality Control and AssuranceStatistical AnalysisRoot Cause AnalysisProcess ImprovementInspection TechniquesCAD and Design ToolsFailure Mode and Effects Analysis (FMEA)Communication SkillsAttention to DetailTeamwork and Collaboration Languages Indonesian: NativeEnglish: ProfessionalJapanese: ProfessionalGerman: Professional 4 Job Search Techniques to Land Your Dream Job 1) Use Job Search Tools to Find Production Engineer Jobs That Match Your Skills and Experience Job search tools help you find companies that need your services quickly and easily. One application you can use for free is Cake! Cake offers job search, company search, and themed job options. The three categories even have filters to help you find the right jobs. For example, available filters in the Job Search section include location, employment type, salary, category, seniority level, and remote. In the Company Search section, filters include location, company industry, company size, and company tech stack. 2) Customize Your Resume With Production Engineer Resume Templates to Showcase Your Skills and Experience Many people find this tip inconvenient, but it is actually very useful. Globalization has broken down the barriers that prevent candidates from various industries from getting jobs overseas. Depending on your needs, a position may have different requirements from one company to another. For example, the position of a production engineer in an aerospace factory may differ from that in an electronics factory. What you should do is nothing less than customize your Production Engineer resume. Yes, customize the content of your resume with the requirements and job description listed in the job posting. So, having more than 2 versions of a Production Engineer resume is a good move. Compare the two job postings below. Both companies seek a Production Engineer, but the skills and job descriptions differ.Company A Production Engineer Responsibilities:- Control in daily operations to achieve the target based on quality and quantity - Control improvement activity - Production reporting activityCompany BProduction Engineer Responsibilities:-Lead and be responsible for the work activities of the Production Engineer.-Create manufacturing instructions for shop floor production.-Manage production schedules-Generate production reports for analysis-Coordinate with Sales, Production and Field Supervisors 3) Get Noticed by Hiring Managers With a Well-crafted Production Engineer Resume That Highlights Your Achievements Tut tut! This is the most essential part of a Production Engineer resume. Trust me, if you think you can get away with just listing the job description, it will only set you back further. The most crucial thing in a resume is to highlight your accomplishments. In the summary section of the production engineer CV, include a list of measurable accomplishments you have achieved. Use numbers, statistics, and percentages to support your claims. Don't forget to do the same in the work experience and cover letter sections. Also, use action verbs to highlight your impact, such as improved production efficiency, streamlined manufacturing processes, implemented lean manufacturing principles, etc. If you are a recent graduate or have no work experience, do not worry. You can replace this section with accomplishments in other forms. Just make sure the information you write down is well articulated. 4) Boost Your Job Search With a Production Engineer Resume That is Optimized for Applicant Tracking Systems (Ats) and Search Engine Optimization (SEO) The final tip is to ensure that the Production Engineer resume you create meets the standards of the Applicant Tracking System. Here are a few things to keep in mind: Choose a standard font with a size between 12-13.Use keywords that you can get from the requirements and job description in the job posting.Consider the file type before applying. Docx and PDF are safe choices for ATS-friendly resumes.Make sure the job you are applying for matches your qualifications.Always proofread to ensure all writing is clean, including margins, right-left alignment, etc.Key TakeawaysA well-crafted production engineer resume is essential for standing out from the competition.Highlighting technical skills, experience, and achievements can increase your chances of landing a production engineer role.Remember to tailor your resume to the job description and use relevant keywords to optimize for ATS and SEO.Want more job advice in the manufacturing field? Follow Cake for more insights!Cake also offers a free online resume builder with many resume templates and examples for you to refer to. Sign up for free!

As creativity merges with strategy, the role of marketers is essential to any business's success. This could involve diving deep into the complexities of digital marketing, embodying a brand as a brand ambassador, or navigating the continuously evolving landscape of social media marketing. If you're someone looking for a career in marketing, knowing how to write a well-crafted resume is your first step. In this article, we'll show you how to write all essential resume sections through 20+ marketing resume examples and some resume samples to get you started. Table of Contents How to Write an Outstanding Marketing Resume Marketing Resume Samples and Examples Marketing Resume Design Tips for Format a Resume for Marketing Key Takeaways How to Write an Outstanding Marketing Resume Your resume is more than a job application; it's your ticket to the challenged marketing world. By following this guide, you can build your resume to attract employers in the marketing field. Resume Header A resume header is the first thing hiring managers see in your resume. In this section, you should include your: Full name: Remember to use the largest font for your name. You have the option to include the International Phonetic Alphabet (IPA) pronunciation for your name if it's uncommon or difficult to pronounce. If your name is not in English, you can include an English one in parenthesis.Job title: The job title in your resume header should be in a large font. You have two options: use the same font size as your name or use a slightly smaller font. Make sure the title matches the job title you are applying for.Address: You don't need to provide your full home address; the city and country information are enough.Phone Number: Make sure to include your phone number so that hiring managers can reach you easily.Email Address: It's advised to use your professional email address. Avoid using one with unprofessional words or characters. If you haven't had your professional email address yet and are still in uni, you can use it to apply for your internship. But we recommend you to create a new one. Optionally, you can include a link to your online portfolio, personal website (that contains all of your work), or professional social media accounts like Cake or LinkedIn. This way, you can highlight your skills and achievements and enhance your competitive advantage. Resume Summary/ Career Goal You can add a resume summary or career objective to your marketing resume to showcase your unique qualities. Make sure to customize your summary or career objectives for different marketing jobs because not all marketing positions are the same. You can do this by thoroughly reviewing the job description, identifying relevant keywords, and then creating a tailored resume summary or career goal. This way, you can pass the applicant tracking systems and grab the hiring managers' attention. Here are some examples:Marketing Resume Summary for Fresh Grad"Highly motivated marketing graduate with a strong foundation in digital marketing, content creation, and social media engagement. Eager to apply academic knowledge to real-world marketing challenges. Known for creative problem-solving, strong communication skills, and a passion for innovative marketing strategies"Marketing Resume Summary for Junior-Level Marketer"Proactive marketing professional with 2 years of experience in executing digital marketing campaigns, conducting market research, and managing social media platforms. Dedicated to driving brand awareness and growth through data-driven strategies and creative marketing solutions."Marketing Resume Summary for Social Media Marketer"Creative social media marketer with a knack for crafting engaging content and executing successful social media campaigns across different social media platforms such as YouTube, Twitter, Facebook, and TikTok. Experienced in using multiple marketing tools, growing brand presence, increasing follower engagement, and utilizing analytics to optimize social media strategies."Career Goal for Mid-Level Digital Marketer"To leverage my 7 years of experience in digital marketing to develop and execute comprehensive strategies that drive business growth, increase website traffic, and manage marketing projects successfully. I aim to utilize my skills in search engine optimization, PPC, content marketing, data analysis, and email marketing to align marketing initiatives with evolving digital trends."Career Goal for Senior-Level Digital Marketer"To utilize my 15+ years of experience in driving successful marketing campaigns and leading cross-functional teams to achieve business goals within the marketing industry. My goal is to enhance marketing effectiveness through strategic use of data analytics, lead generation, and efficient project management, thereby contributing to brand management and overall market success."Career Goal for Marketing Director"To apply my 12+ years of marketing experience in leading high-performance teams and executing data-driven strategies to increase market share and drive revenue growth. My objective is to align marketing efforts with overall business objectives through innovative campaign design, strategic partnerships, and integrated marketing communications, ensuring sustained success for the organization." Looking for a marketing coordinator role? Check out our resume guideline on how to write a marketing coordinator resume!Work Experience This is the most important section in your whole marketing resume as it helps highlight what you've done so far. You can enhance your work experience by combining it with action words. Here are 10 action words to include at the beginning of sentences: InnovateCatalyzePioneer SpearheadMaximizeCultivate AugmentOptimizeAllocate CollaborateAssign Here are some marketing resume examples for you to refer to: Work Experience in a Fresh Grad's Marketing Resume Marketing Intern, XYZ Agency June 2023 - August 2023 Assisted in the creation and implementation of social media campaigns, resulting in a 15% increase in engagement across platforms.Conducted market research to support the development of targeted marketing strategies, identifying key consumer trends and insights.Collaborated with the content team to produce engaging blog posts and newsletters, enhancing the company's content marketing efforts. Marketing Assistant, ABC Nonprofit September 2022 - May 2023 Supported event planning and promotion for fundraising activities, helping to raise over $10,000 in donations.Managed the organization's social media accounts, increasing follower count by 20% through consistent posting and interaction.Designed marketing materials such as flyers and brochures, contributing to the overall branding and outreach efforts. Digital Marketing Intern, DEF Startup June 2022 - August 2022 Assisted in the execution of email marketing, achieving an open rate of 25% and a click-through rate of 5%.Analyzed website traffic using Ahrefs, providing actionable insights to improve user experience and conversion rates.Participated in brainstorming sessions for new marketing initiatives, contributing creative ideas to the team. Work Experience in a Marketing Resume of a Mid-Level Marketer Performance Marketing Specialist, GHI Corporation January 2020 - Present Developed and executed PPC campaigns across Google Ads and social media platforms, resulting in a 30% increase in lead generation and a 25% reduction in cost per acquisition (CPA).Implemented A/B testing for landing pages and social media advertising creatives, improving conversion rates by 20%.Utilized data analytics tools to monitor campaign performance, providing regular reports and insights to senior management. Digital Marketing Manager, JKL Enterprises March 2017 - December 2019 Managed the marketing team execute comprehensive SEO and SEM strategies, boosting organic traffic by 40% and paid search ROI by 35%.Led the development and launch of a new e-commerce website, enhancing user experience and increasing online sales by 50%.Coordinated with the content team to create high-quality, optimized content for blogs, social media, and email campaigns. Marketing Analyst, MNO Tech July 2015 - February 2017 Conducted in-depth analysis of marketing data to identify trends and opportunities, contributing to strategic decision-making.Assisted in the management of paid media campaigns, ensuring budget adherence and performance optimization.Collaborated with the product team to align marketing efforts with product launches, achieving successful market entries. Work Experience Example in a Marketing Resume of a Senior Marketer Senior Growth Marketing Manager, PQR Innovations April 2015 - Present Designed and implemented growth hacking strategies that increased user acquisition by 50% and boosted customer retention by 35%.Leveraged data-driven insights to identify and capitalize on new growth opportunities, resulting in a 40% increase in revenue.Led cross-functional teams in the execution of viral campaigns, significantly enhancing brand awareness and engagement. Head of Growth, STU Technologies January 2011 - March 2015 Spearheaded growth initiatives that expanded the customer base by 60% and improved lifetime value (LTV) by 25%.Developed and optimized referral programs and partnerships, contributing to a 45% increase in user referrals.Utilized advanced analytics and experimentation to refine marketing tactics, achieving a 30% improvement in campaign ROI. Marketing Director, VWX Solutions June 2006 - December 2010 Directed comprehensive growth marketing strategies, driving a 70% increase in market share over four years.Implemented innovative growth hacking techniques, including viral loops and influencer partnerships, resulting in rapid user base expansion.Oversaw the development and execution of multi-channel campaigns, ensuring alignment with overall business objectives and KPIs. Skills The skill section is another essential section in your marketing resume. A successful marketer must possess a diverse skill set to navigate the dynamic landscape of modern marketing. Here are some important marketing skills marketing professionals should have: Search Engine Optimization (SEO)Pay-Per-Click (PPC) AdvertisingSocial Media ManagementContent Creation and MarketingData Analysis and InterpretationEmail MarketingCustomer Relationship Management (CRM)Market Research and AnalysisBrand ManagementCampaign ManagementProject ManagementDigital Marketing Strategy DevelopmentGraphic Design and Visual Content CreationCopywriting and EditingInfluencer MarketingPublic RelationsVideo MarketingWeb Analytics Tools (e.g., Google Analytics)Marketing Automation Tools (e.g., HubSpot, Marketo)A/B Testing and Conversion Rate Optimization (CRO)Event Planning and MarketingBudget Management and AllocationSales Funnel ManagementNetworking and Relationship BuildingAdaptability and Continuous Learning Depending on the job description and the marketing job that you're applying for, make sure to shortlist and highlight only the most important qualifications.📚 Further reading: 8 Technical Marketing Skills to Master in 2024 (+ Examples Resources) Besides technical skills, you should also include soft skills and language skills on your marketing resume. 6 Marketing Resume Examples Below are some marketing resume samples for you to copy and paste (make sure to do some tailoring accordingly). We also include the design at the end.Marketing Resume Samples for Fresh Graduate LAM NGUYEN | JUNIOR DIGITAL MARKETING EXECUTIVEDynamic and results-oriented Digital Marketing Junior with 2 years of experience in creating and executing impactful online campaigns across various industries. Proficient in SEO, SEM, social media management, email marketing, and content strategy. Certified in Google Analytics and Google Ads. Seeking to leverage proven skills in digital marketing to contribute to the growth and success of Your Company as a Digital Marketing Specialist. EDUCATION Marketing University Bachelor of Business Administration in Marketing, 2021GPA: 3.7/4.0WORK EXPERIENCE Digital Marketing Assistant, D. CompanyJune 2021 - Present Plan and execute online marketing campaigns utilizing SEO, SEM, social media, email marketing, and content marketing strategies.Conduct keyword research, competitor analysis, and market research using tools like Google Keyword Planner, Moz, and SEMrush.Create and optimize landing pages, web content, blog posts, and social media posts using WordPress, Mailchimp, and Hootsuite.Monitor campaign performance and analyze data using Google Analytics, Google Ads, and Facebook Ads Manager.Prepare detailed reports on campaign results, insights, and recommendations using PowerPoint, Excel, and Google Data Studio. Achievements: Increased organic traffic by 40%, conversions by 30%, and revenue by 25% for an e-commerce client within 6 months.Generated over 10,000 leads and 5,000 subscribers for an education sector client within 3 months.Awarded Best Digital Marketing Campaign for a travel industry client in 2021. Digital Marketing Intern, G. CompanyJanuary 2021 - May 2021 Assisted in creating and executing online marketing campaigns using SEO, SEM, social media, email marketing, and content strategies.Supported in creating and editing web content, blog posts, social media posts, and email newsletters using WordPress, Mailchimp, and Canva.Contributed to keyword research, competitor analysis, and market research using tools such as Google Keyword Planner, Moz, and SEMrush.Assisted in monitoring campaign performance using Google Ads and Facebook Ads Manager. Achievements: Contributed to increasing organic traffic by 20%, conversions by 15%, and revenue by 10% for a health industry client within 4 months.Generated over 5,000 leads and 2,000 subscribers for a fashion industry client within 2 months. SKILLS Digital MarketingSEO, SEM, Social Media Management, Email Marketing, Content MarketingGoogle Analytics, Google Ads, Facebook AdsWordPress, Mailchimp, Hootsuite, CanvaPowerPoint, Excel, Google Data StudioCommunication, Creativity, Teamwork, Problem-solving, Time Management REFERENCE Ms. Thu VuDigital Marketing ExecutiveD. CompanyPhone: 0909 123 456 Marketing Resume Samples for Growth-Hacker SARAH PATEL — GROWTH-HACKER www.sample.com | [email protected] | 0909 XXX XXX | Address, City Ambitious Junior Growth Hacker with a passion for implementing innovative strategies to drive user acquisition and retention. Proficient in rapid experimentation, A/B testing, and data-driven decision-making. Eager to contribute to disruptive growth initiatives and expand skills in a dynamic startup environment at NextGen Tech Solutions. WORK EXPERIENCE Growth Hacking Intern, Startup Innovations LtdJune 2023 - August 2023 Assisted in developing and executing growth experiments to optimize user acquisition channels and improve conversion rates.Conducted A/B tests on landing pages and email campaigns, resulting in a 20% increase in conversion rates.Analyzed user behavior data using Google Analytics and Mixpanel to identify growth opportunities and improve user journey.Collaborated with cross-functional teams to implement product features and marketing strategies that drive growth and engagement. Achievements: Implemented a referral program that doubled user sign-ups within the first month of launch.Contributed to improving user retention by 15% through targeted email marketing campaigns and personalized onboarding experiences. SKILLS Growth Hacking TechniquesA/B Testing and ExperimentationData Analysis and InsightsUser Acquisition and Retention StrategiesAgile MethodologyProduct OptimizationDigital Marketing ToolsProblem-solving Marketing Resume Samples for Someone Who Wants to Transition into a Marketing Career ANNA JONES — SOCIAL MEDIA MARKETING EDUCATION A. University Bachelor of Commerce, Major in Sales and Marketing, 2021 CERTIFICATES Social Media Marketing Course, Coursera, 2021Facebook Blueprint Certification, Facebook, 2021Google Analytics Certification, Google, 2021 PROFILE SUMMARY Motivated Social Media Marketing Fresher with a strong interest in creating and managing online marketing campaigns across various platforms and audiences. Skilled in content writing, editing, and researching topics related to sports, entertainment, and lifestyle. Completed comprehensive training in Social Media Marketing, proficient in leveraging Facebook, Instagram, Twitter, YouTube, and TikTok to create engaging content. Seeking to apply my skills and knowledge in a Social Media Marketing role at Your Company. WORK EXPERIENCE Sales Associate, D Company June 2021 - Present Promoted and sold various products and services, exceeding sales targets and quotas by 20% and enhancing customer retention by 15%.Provided exceptional customer service, resolving issues promptly and professionally to maintain high customer satisfaction.Collaborated with sales and marketing teams to optimize sales strategies and enhance customer engagement. Achievements: Recognized as top sales performer for three consecutive months, achieving a 30% increase in sales and driving 25% more customer referrals.Received accolades from customers and managers for service quality and efficiency. Sales Intern, E Company Feb 2021 - May 2021 Assisted sales team in achieving sales targets and improving customer retention through effective sales techniques and customer service.Contributed to a successful new product launch campaign, increasing sales by 15% and enhancing customer retention by 10%. Achievements: Received positive feedback from customers and managers for service excellence. SKILLS Hard Skills: Social Media Platforms: Facebook, Instagram, Twitter, YouTube, TikTokContent Management Systems (CMS): WordPressEmail Marketing Platforms: MailchimpDesign Tools: CanvaAnalytics Tools: Google Analytics, Google Search ConsoleContent Discovery and Analysis: BuzzSumoSearch Engine Optimization (SEO) Soft Skills: SalesMarketing CommunicationCustomer ServiceContent Writing and EditingContent MarketingTeamworkProblem-solvingTime Management Marketing Resume Samples for Mid-Level Marketing Specialist EMILY CHANG — DIGITAL MARKETING SPECIALIST CAREER SUMMARY Dynamic Content Marketing Manager with 5 years of experience in developing and executing content strategies that drive engagement and conversions. Proven track record in creating compelling content across multiple channels, including blogs, social media, and email campaigns. Skilled in SEO and content analytics, with a focus on enhancing brand visibility and customer retention. Seeking to leverage expertise in content strategy and management to lead impactful campaigns at Your Company. WORK EXPERIENCE Content Marketing Manager, XYZ Digital Agency March 2018 - Present Developed and executed content strategies for diverse clients, increasing organic traffic by 50% and engagement rates by 30%.Managed a team of content creators and editors, overseeing content production schedules and ensuring quality and consistency.Implemented SEO best practices to improve search engine rankings and drive targeted traffic to client websites.Utilized data analytics tools to measure content performance and optimize strategies based on key insights. Achievements: Led successful content campaigns resulting in a 40% increase in lead generation for a B2B client within 6 months.Won industry awards for Best Content Marketing Campaign in 2020 and 2022. SKILLS: Content StrategySEO and Content OptimizationTeam Leadership and ManagementData Analysis and ReportingProject ManagementCreative Writing and EditingDigital Marketing Tools: Google Analytics, SEMrush, Hootsuite Marketing Resume Samples for Content Marketing Manager (Senior Level) MICHAEL ROBERTS — CONTENT MARKETING MANAGER Experienced Content Marketing Manager with 12 years of expertise in developing and executing content strategies to drive engagement and brand awareness. Skilled in SEO, content optimization, and team leadership. Proven ability to create compelling content across various platforms. Seeking a senior leadership role to drive content excellence and strategic growth at Innovative Solutions Inc. WORK EXPERIENCE Content Marketing Manager, Global Insights GroupJanuary 2014 - Present Directed content strategy for multinational clients, overseeing content creation, distribution, and performance analysis.Implemented SEO best practices, increasing organic traffic by 60% and improving search engine rankings.Managed a team of content writers and editors, ensuring quality and consistency across all content initiatives.Developed and executed integrated marketing campaigns that aligned with business objectives and target audience needs. Achievements Spearheaded a thought leadership campaign that generated over 100K views and 50K downloads within 6 months.Recognized with the Content Excellence Award for outstanding contribution to brand storytelling and audience engagement. SKILLS Content StrategySEO and Content OptimizationTeam Leadership and ManagementDigital MarketingCampaign ManagementAnalytics and ReportingCreative WritingProject Planning and Execution Marketing Resume Samples for Performance Marketing Specialist (Senior Level) JOHN DOE — SENIOR PERFORMANCE MARKETING SPECIALIST Results-driven Performance Marketing Specialist with 10+ years of experience in designing and managing ROI-focused digital marketing campaigns. Seeking a senior leadership role to drive innovation and achieve measurable results. WORK EXPERIENCE Senior Performance Marketing Specialist, ABC TechJanuary 2015 - Present Led PPC campaigns with a budget exceeding $1M annually, achieving a 25% increase in conversion rates and a 30% reduction in CPA.Implemented advanced A/B testing strategies to optimize landing pages and ad creatives, improving campaign performance and ROI.Collaborated cross-functionally with sales and product teams to align marketing efforts with business goals and product launches.Utilized marketing automation tools to streamline campaign management and enhance lead nurturing processes. Achievements: Generated $5M in revenue through targeted PPC campaigns for new product launches in the tech sector.Optimized customer acquisition costs by 40% through CRO initiatives and data-driven optimizations. SKILLS PPC AdvertisingConversion Rate Optimization (CRO)Marketing AutomationData Analysis and ROI TrackingStrategic Planning and ExecutionBudget ManagementCross-functional CollaborationLeadership and Mentorship Marketing Resume DesignMarketing Resume Samples for Junior Growth-HackerMarketing Resume Samples for Mid-Level Marketing Specialist Generated via CakeResume. Marketing Resume Samples for Performance Marketing Specialist (Senior Level)Marketing Resume Samples for Content Marketing Manager (Senior Level) Senior Marketer resume example. Marketing Resume Samples for Fresh GraduateMarketing Resume Samples for Someone Who Wants to Transition into a Marketing Career 4 Extra Tips for Writing a Job-Winning Marketing Resume 1) For Fresh Grad: Write With Intention and Clear Purpose Crafting an impactful marketing resume, especially as a fresher or career changer, requires strategic formatting to catch employers' attention. Here are essential tips to enhance your resume: Highlight Concrete Achievements: Even with limited experience, you can demonstrate your work efficiency and effectiveness. Consider your internship achievements or your uni projects.Quantify Digitally: Quantify your achievements by using numbers to showcase the results and impact.List Relevant Marketing Skills and Tools: Clearly outline your marketing skills and proficiency with relevant tools and CRM systems used in previous roles, if applicable.Seek Feedback from Leaders: Before finalizing your resume, consult with mentors or former supervisors to provide feedback and act as references in your application. 2) Focus on Transferrable Skills For those transitioning into marketing roles without prior experience, consider these additional steps: Clearly define the marketing role and company you want to work for and align your resume content accordingly.Highlight skills and achievements from previous roles relevant to marketing using a functional or combination resume format.Incorporate a concise summary or objective statement communicating your career aspirations and what you bring to the role. 3) Selecting the Right Resume Format Choosing the right resume format based on the position you are applying for and your working experience is highly recommended when creating a marketing resume. Three common formats — chronological, functional, and combination—each offer a distinct stroke: Chronological: Ideal for those with a linear career progression, showcasing experience in chronological order. Recommended for mid-level to senior professionals.Functional: Focuses on skills rather than work history. Nowadays, this type of resume is suitable for an independent specialist working as a consultant or freelancer.Combination: Strikes a balance between showcasing skills and presenting a chronological work history. Recommended for those with diverse skills and experiences. 4) Other Formatting Tips Your chosen format should align with the position and effectively emphasize your strengths. Pay attention to these key elements to enhance your resume's visual appeal: Professional Font: Opt for fonts like Arial, Calibri, or Times New Roman — simple yet elegant.Proper Margins: Frame your content with consistent margins, maintaining a clean and organized layout.Headers and Bullet Points: Create a visual hierarchy with clear headers and use bullet points for concise impact.Length: Brevity is key. Keep your resume under 2 pages, ensuring each section of the resume is streamlined and balanced but focused. Formatting your marketing resume effectively can transform it into a compelling narrative that resonates with employers, enhancing your chances of securing opportunities in the competitive marketing field. Key Takeaways Crafting a standout marketing resume requires a strategic approach emphasizing concrete achievements, quantifiable results, and relevant skills. Tailoring the format to highlight your strengths—whether through a chronological, functional, or combination style—ensures clarity and impact. By presenting a concise summary of your career objectives and aligning your experience with the employer's needs, you can effectively showcase your value and enhance your chances of landing your desired marketing role.Want to write resume for specific marketing role? Check out our collections of different marketing resume examples: marketing executive, digital marketing specialist resume, social media manager resume, marketing director resumeCake is the best free resume builder and portfolio builder that provides you with hundreds of resume templates and various job resume examples that help showcase the best you. Landing your dream job will be a piece of cake!Create my free resume

Highest Paying Job in MalaysiaThe highest-paying jobs in Malaysia are emerging in alignment with the country’s skyrocketing economy. This year, research shows that Malaysia is leading in terms of positive growth in job opportunities compared to the Philippines and Singapore, with an increase reaching 1% month-over-month (MoM) and 7% year-over-year (YoY). Various job sectors in Malaysia, especially digital economics, will require skilled workers. We provide a guide to look deeply into this not-to-be-missed opportunity. Fresh graduates and all job seekers out there, please stay tuned! TABLEOFCONTENTSEmerging Trends in the Malaysia Job MarketTop 10 Highest Paying Jobs in MalaysiaTop 5 Highest-Paying Jobs in Malaysia for Fresh GraduatesHow to Prepare for Getting High-Paying Jobs in Malaysia? Emerging Trends in the Malaysia Job Market The digital economy is set to emerge as one of the most potentially highest-paying job sectors in Malaysia for several years to come. The study predicts that over 500,000 new digital jobs will be created by 2025. In 2022, Randstad stated that the digital technology industry is expected to contribute 22.6% of Malaysia’s GDP by the same year. On the other hand, the abundance of digital jobs has a positive impact on the workplace, with a significant number of tech workers earning double-digit salaries. According to the Total Remuneration Survey 2023, Malaysia's median salary is projected to rise by 5.1% in 2024. Not only that, but other sectors have also seen the requirement of more workers as their business growth becomes increasingly steady and robust. The retail sector has increased by 63%, the logistics sector has reached 25%, the hospitality and travel sector is up by 133%, and the sales-business development has experienced a YoY increase of 34%. Job seekers from overseas can also seize this opportunity. Flexible work environments, including hybrid or work-from-home, have become a strategy for companies to attract new talents. Right now, 60% of workers in Malaysia agree that WFH helps them to have a balanced life. So, as written by The Edge Malaysia, the future of remote working looks bright right now. From the company’s perspective, offering remote work provides them with a broader opportunity to recruit exceptional talent from other countries. As mentioned above, acceptance of overseas workers will increase in Malaysia. That’s why job seekers should be aware of the essential skills they need to highlight in order to meet the expectations of the company. One such skill is agility. These skills make job seekers adaptable, innovative, productive, creative, decisive, and reliable individuals. Having an agile personality can also help candidates to be more engaged in their work, which is what the companies are looking for. 📚Further reading: Living and Working in Malaysia Guide for Expats | 2024 Guide Top 10 Highest Paying Jobs in Malaysia What are 10 promising sectors that will provide the highest-paying jobs in the future? To learn more about these job prospects, read the detailed explanation below (please note that the annual salary currency is in Ringgit): 1. Chief Risk Officer (Banking and Financial Services Sector) Annual Salary: RM800,000 Job Responsibilities: The Chief Risk Officer (CRO) is responsible for managing, identifying, evaluating, reporting, and monitoring all internal and external risks. Additionally, the CRO will collaborate and coordinate with the Chief Financial Officer, the Chief Human Resources Officer, the Chief Internal Audit Officer, and the Chief Compliance Officer. 2. Chief Executive Officer (Banking and Financial Services Sector) Annual Salary: RM720,000 Job Responsibilities: The CEO, as the leader of the company, acts as the key decision-maker, oversees operations, manages important meetings, establishes communication with the board of directors, sets the company’s strategies and evaluates its performance. 3. Chief Technology Officer (Technology Sector) Annual Salary: RM660,000 Job Responsibilities: The CTO is responsible for overseeing and implementing the technology infrastructures within the company. 4. Managing Director (Fast Moving Consumer Goods Sector) Annual Salary: RM600,000 Job Responsibilities: The managing director is a representation of the CEO in carrying out daily tasks. The responsibilities lie in leading each work division and ensuring each target is achieved. 5. Head of Legal (Banking and Financial Services Sector) Annual Salary: RM540,000 Job Responsibilities: The Head of Legal leads a team of lawyers responsible for handling all legal issues faced by the company. They supervise the legality of the company’s actions, including drafting, negotiating, and drawing up various commercial agreements. 6. Head of Regional Sales (Healthcare Sector) Annual Salary: RM500,000 Job Responsibilities: The Head of Regional Sales is responsible for area sales productivity, evaluating and developing sales performance, and establishing and maintaining excellent business relationships with partners and customers. 7. Chief Procurement Officer (Business Services Sector) Annual Salary: RM480,000 Job Responsibilities: The CPO is responsible for managing all purchases of supplies, equipment and materials. They also ensure that all goods and services are delivered, manage prompt vendor payments, and establish good relationships with distributors. 8. General Manager Sales (Fast Moving Consumer Goods Sector) Annual Salary: RM480,000 Job Responsibilities: The Sales General Manager performs market analysis, oversees distribution, pricing, promotional plans, and develops sales strategies. They are required to possess strong presentation, interpersonal, and negotiation skills. Additionally, as a GM, problem-solving skills are essential. 9. Senior Insurance Manager (Finance and Accounting Sector) Annual Salary: RM390,000 Job Responsibilities: Managing general administration, especially regarding provisions insurance claims. Then they also create mechanisms to provide insurance (both employees and valuable assets), develop insurance plans, monitor insurance-related activities to maximize performance. 10. Head of Marketing (Fast Moving Consumer Goods Sector) Annual Salary: RM360,000 Job Responsibilities: Develop and implement a marketing strategy that aligns with the company's business goals and targets, manage and optimize the marketing budget, oversee the planning, development, and execution of all marketing programs, monitor industry trends, analyze and track the performance of the marketing department. These positions require a high level of experience (maybe 5-10 years). Most of the jobs cannot be performed remotely at this time. However, the future is unpredictable, they may change under special circumstances. So, no need to worry!Top 5 Highest-Paying Jobs in Malaysia for Fresh Graduates Best-Paying Jobs in Malaysia for New Graduates Fresh graduates are very welcomed in Malaysia. There are at least five job prospects for young job seekers with high salaries and remote working systems. Most of them are digital jobs. Check this out! 1. Cyber Security Engineer Annual Salary: RM50,000 Job Responsibilities: Analyzing and developing the company’s security system.Monitoring the network system periodically to prevent cyber attacks.Assessing the effectiveness of the security system. 2. Cyber Security Analyst Annual Salary: RM42,500 Job Responsibilities: Collaborate with other departments to plan and implement corporate security systems.Analyze the level of system security.Monitor the potential risks of cyber-attack.Create and disseminate standard operating procedures (SOPs) for the company. 3. Data Analyst Annual Salary: RM38,000 Job Responsibilities: Develop and maintain the company’s database.Extract primary and secondary data using various tools.Analyze trends that can significantly impact company or client projects.Prepare analytical reports. 📚Further reading: Data Analyst Cover Letter: Samples and Writing Tips 4. Junior Software Engineer Annual Salary: RM36,000 Job Responsibilities: Fulfill user requests for required software.Design, build, and test systems or applications based on user specifications.Foster collaboration with the developer.Manage periodically created applications or software. 📚Further reading: Software Engineer Cover Letter Guide: Unlock Your Journey w/ Examples Templates 5. UX Designer Annual Salary: RM35,000 Job Responsibilities: Conduct extensive research on the design that will be used in the applicationCreate an initial design that includes the layout, information, fonts, pages, and other features needed to support the application's utility. The usually collaborate with UI designerTesting of applications created using the A/B method, usability testing, and exploratory research. 📚Further reading: UX Designer Portfolio: 10 Best Portfolio Examples and Why They Work How to Prepare for Getting High-Paying Jobs in Malaysia? Not sure where to start? Cake is here to help you discover your full potential. Let's go through each step together. 1. Understanding the Importance of Education To secure the highest paying jobs, fresh graduates should be aware of the types of positions for which they are applying based on their educational degrees. There are times when companies set criteria for certain study majors to be able to fill available positions. However, several jobs are open to graduates of various majors. In such cases, new graduates must have a qualified portfolio, which may include internships, volunteer activities, or work experience, only then will their submitted resume stand out compared to others. 2. Pursuing Advanced Degrees and Certifications Continuing to study for a master's degree can also enhance your credibility. Take advantage of this opportunity to build connections by networking with as many people as possible. Another alternative, consider taking specialized courses or training to refine skills further. It is important to choose reputable and trustworthy institutions for such endeavors. 3. Developing Skill There are two types of skills: hard skills which focus more on your ability to master tools and soft skills which show your agility in working. These abilities are the primary criterion used by HR to assess your suitability for recruitment. Don’t try to limit yourself. YouTube, social media, free courses, and online workshops are the access points you can use to develop these skills. However, it is crucial to ensure that the content you use as a learning guide can be trusted and is supported by credible data. 📚Further reading: What Skills Should I Enhance for A Successful Career? 4. Networking and Seeking Internships Why is networking important? The data show that a majority of recruiters discover their top exceptional candidates through referrals. Applicants who have connections are more likely to be hired.How can we build a strong network?Ask your professor about the internship program. Don’t forget to show your capability. If you are lucky, they may assist you in connecting with reputable institutions.If you feel uncomfortable in face-to-face meetings, consider building your network online. Use social media platforms such as LinkedIn, Medium, Instagram, Twitter, or even TikTok to find communities that align with your interests. You can read this article which provides step-by-step guidance on building a strong network easily. Networking is a long-term investment, as these relationships can offer more assistance than just providing referrals. 5. Staying Updated with Industry Changes The job industry is in constant change every time. As a candidate, it is important to adapt and stay updated with the latest trends. Your ability to adapt can contribute to earning a higher salary than before. For example, let’s imagine a scenario: You apply for a job as a content writer in a media company. Over time, you realize that being a content writer alone is no longer sufficient. Eager to develop your skill sets, you decide to learn more about SEOand how to use analytics tools. By developing these additional skills the HR department recognized your effort. They decided to give you a higher position as an SEOspecialist. 6. Demonstrating Eager to Learn Eagerness to learn is the main key. Opening yourself up to opinions, input, and suggestions from other people can help to increase your capacity for growth. Stay humble, regardless of your current position. 📚Further reading: What Is Personal Development? 3 Simple Steps to Self Improvement Conclusion In 2024, Malaysian companies are increasingly open to offering employees hybrid or remote work options. This also allows them to attract exceptional talent from other countries. So the doors of opportunity are wide open for overseas candidates to earn one of the highest paying jobs in Malaysia. Digital jobs, retail sectors, logistics sectors, hospitality, and travel sectors are predicted to do well. Moreover, the average salary in Malaysia is also expected to increase by 5.1% next year, with digital workers reported receiving double-digit salaries. Cyber security engineering, cyber security analysis, data analysis, junior software engineering, and UX designing are the hottest fields for fresh graduates. On top of that, education, networking, and adaptability are essential skill sets that candidates should possess in order to increase their earning salary. It is important to develop these skills early on, so as a student, make sure to utilize the facilities and opportunities provided by the campus! Cake is afree resume makerandportfolio builderthat provides hundreds ofresume templates (free download)and variousjob resume examplesto help showcase the best you. Landing your dream job will be a piece of cake!Create Resume — Originally Written by Erika Rizqi Rachmani —

Created by CakeYou'll learn: Step 1: Adopt a well-organized layout for your event manager resume.Step 2: Pick the right event manager resume format.Step 3: Start with basic personal details and contact information.Step 4: Add an intriguing title to your event manager resume.Step 5: Craft a winning event manager resume summary.Step 6: Feature key skills for an event manager.Step 7: Highlight relevant work experience and accomplishments.Step 8: List education on your event manager resume.Step 9: Round out your event manager resume with an extra section.Step 10: Craft an event manager cover letter that gets you noticed.Event manager resume sampleEvents play an important part in the success of every organization by building relationships and creating business opportunities. As an event manager, you will need to work with your team to plan, organize, and manage a wide range of events, including promotional, business, and social goals. You're responsible for the whole process from the planning phase to the running stage, as well as the post-event evaluation.📝Job duties for an event manager include:Producing detailed proposals in terms of event timelines, venues, suppliers, staffing, and budgets.Sourcing high-quality hosts and entertainers.Defining sales, revenue targets, and performance objectives.Managing positive relationships with clients.Running research to identify potential opportunities for events. According to the U.S. Bureau of Labor Statistics, the employment of event planning and management is projected to grow 8% from 2019 to 2029, much faster compared to other occupations. Crafting a job-winning resume for the event manager job is like organizing a perfect party - you need to place all the pieces in the right places and get noticed by potential attendants. Hence, to be considered for top jobs in this field, it’s necessary to have a comprehensive event manager resume.Step 1: Adopt a well-organized layout for your event manager resume.Do you know the guidelines concerning a professional layout for your event manager resume? Let's check out the following points!👍 Don’t exceed 2 pages. Normally, a one-page resume is ideal for most job applicants, especially entry-level individuals, new college graduates, and career changers. However, since you're writing a resume for the event manager position, you may be further along with considerable experience in the field. The extra page is necessary to fully convey your qualifications and work history. 👍 Keep your event manager resume consistent. It's recommended that you stick to standard fonts such as Arial, Calibri, Cambria, Times New Roman, Georgia, or Helvetica. Regarding the font size, it’s ideal to set it at 10-12pt for normal text, and 14-16pt for your name, resume title, and section headings. 👍 Make the line spacing and margin size perfect. It’s recommended to use 1-1.5” on all sides for resume margins and 1.0-1.15 for line spacing. Based on the content you put in your event manager resume, feel free to adjust accordingly to balance white space and text. 👍 Choose the right file format for your event manager resume.So, here comes the question: Word or PDF?If there is no specific request in the job ad, it’s better to go for an event manager resume pdf file. This way, the formatting won’t get messed up when the employer opens your file with different devices. Step 2: Pick the right event manager resume format.Three common types of resume format are chronological, functional, hybrid (combination), and targeted. Your choice for your event manager resume format can determine how effectively the resume content reaches the recruiter. 🏷️Chronological resume format:Employment history is listed in a timely-reversed order, with the most recent job at the top and the first job at the end.This is the most common resume format used by most job seekers.Unsuitable for those with limited work experiences, such as fresh graduates, entry-level applicants, or career changers. 🏷️ Functional resume format:Another name for this format type is “skill-based” as it prioritizes the skills section. The skills are elaborated with both work and life experiences.The writer can focus on professional skills rather than work history and career progression.A great choice for freshers and career changers possessing transferable skill sets. 🏷️ Hybrid resume format:The combination of chronological and functional format.It allows the job applicant to highlight both work experience and relevant skills to impress the employer better. When writing a resume for the event manager position, you may consider the hybrid resume format - as it allows you to showcase both your intensive work experience and key skills needed for the job. 💡Tip:If your work experience shines brighter than anything else, pick the chronological format instead. Step 3: Start with basic personal details and contact information.It's very important to list sufficient and accurate personal details and contact information so that the recruiters can reach you.The first section in an event manager resume is the resume profile (or personal information) that provides essential information about you, including:Full nameEmail addressLocationPhone numberLinkedIn or personal website (optional) 👍Learn more about 10 Personal Details NOT to be Included in a Resume. Step 4: Add an intriguing title to your event manager resume.Regrettably, resume headlines (also known as “resume title") often go unattended. But you should know that an impressive resume headline can attract the employer right away as it demonstrates your competencies on the job application. That can be your professional expertise, personal traits, or achievements in the event management field. Resume headline examples:Professional Event Manager trusted as a “go-to" event specialist by universities, business startups, and local municipalitiesEvent Manager with a proven track record for event and project management, analytical, and problem-solving abilitiesPassionate Event Manager showcasing 10+ years of experience in large advertising agencies Cake provides the rightevent managerresume templates formats for you to showcase your skills and experiences. Sign up to create and download the bestevent managerresume now for FREE!Free DownloadStep 5: Craft a winning event manager resume summary.Like the Master of Ceremonies (MC) at an event, you need to catch the employer's attention from the very beginning. That's where a resume summary comes into play. The summary statement is a brief paragraph at the top of your event manager resume which showcases a snapshot of your experience and skills and highlights your wins in previous event planning roles.How to compile a strong event manager resume summary:Adopt positive adjectives (passionate, dynamic, enthusiastic, performance-focused, etc.)Include the job title you're targetingAdd years of experience and your core expertiseFeature some key skills you possess to be qualified for the event manager position Example summaries for event manager resumes:Event director resume:Highly motivated Event Director with 15+ years of experience producing premium-quality functions for intimate gatherings and large crowds, including music film festivals, media events, and sales rallies. Demonstrated attention to detail, strong negotiation skills, and flexible cost-cutting strategies to deliver events that exceed client expectations and gain organization reputation. Freelance event planner resume:Freelance Event Planner who coordinated 40+ events with up to 300 attendees and budgets over $55,000. Certified Meeting Professional (CMP) certification and expert in all elements of event planning, including vendor management, contract negotiation, timeline development, and budget administration. Strong rapport with clients based on comprehensive knowledge, high responsibility, and great professionalism. ✅Note: A resume summary is different from a resume objective. A resume objective, or a career objective, tends to focus on your career goals, making it suitable for junior-level professionals or career changers.Example of an event manager resume objective:To secure a position in Big Hit Entertainment to apply my skills in liaising with clients to ascertain their exact event requirements whilst achieving company goals.” 💡Check out 20+ Summary Examples for Resume for a variety of jobs and positions.Step 6: Feature key skills for an event manager.Keep in mind that what you list in the skills section should match the requirements of the opening position.Hit the following points to write event manager skills on your resume effectively and impressively:Include both soft and hard skills and keep them balanced - 5 skills for each category are ideal. Identify skills needed for the position by studying the job descriptions.Add those event management skills to your resume.Don’t list basic skills as “Microsoft Office'' or “Outlook/Email”—that will lower your level and make your event manager resume slate. Check the table below for key event planning skills: Soft skills- Communication skills- Time management- Problem-solving- Research and analytical skills- Remain calm and professional under pressure- Self-motivated- Leadership- Teamwork- Decision-makingHard skills- Customer service skills- Event production management- Process improvement- Budgeting cost controls- Venue travel coordination- Account management- Brand strategy alignment- Vendor negotiations- Strategic contingency planning- Social media marketingStep 7: Highlight relevant work experience and accomplishments.The work experience section in your event manager resume is just like the spotlight of an event. This is where you position and promote yourself by showing the employer what you have done and achieved in previous jobs.The standard format for this part is as follows:Job titleCompany name and locationEmployment datesJob responsibilities and achievements Work Experience xample a senior event manager resume:Senior Event ManagerHTIC Entertainment, NYC06/2015 - 10/2019 Led and directed the Kenzo Melbourne fashion festival that received $850K in PR coverage and attracted up to 1200 attendees.Managed a team of 15 in-house members in a high volume and fast-paced environment.Step 8: List education on your event manager resume.Though you don't need a specific degree to become an event manager, it's still important to write the education section properly. How to get it right? Just simply follow the standard format as below:College/University name and locationDegree typeMajor and minorsGraduate year 👍Note:If you have more than one degree, start with the highest first. Example of education in anevent manager resume:University of Southern California, CAM.A. in Social Media2015-2017Pierce College, CAB.S. in Computer Science2005-2009 Step 9: Round out your event manager resume with an extra section.In addition to the key sections, employers wish to see more convincing data that helps them understand your competencies. Here are some additional information categories you might include on your event manager resume:Certifications/LicensesLanguagesReferences/Job performance reviews from previous employersTestimonials from clients (especially for freelance event manager resume) Example of references on a special events manager resume:Harry Martinez | Chief Executive Officer |[email protected]Dentsu Aegis Network USA, Austin "Harry was my direct manager while I worked as an event manager for the regional sales manager at Dentsu Aegis Network USA from 2014 to 2019." Step 10: Craft an event manager cover letter that gets you noticed.Even if the job ad shows “Cover Letter: optional’’, it's highly recommended to include an event manager cover letter. A good cover letter can spark the employer's interest, let them know you better, and get them to dive into your resume.Within one page, you need to include the following information:Contact detailsIntroductionMotivation (Intention to apply)QualificationClosing 🔎Check out this cover letter guide for comprehensive instructions on writing a professional cover letter! Writing a resume might be intimidating at first, but you can refer to many great event manager resume examples on the Internet. The key tips are tailoring your resume to the job descriptions of the opening and adding quantifiable accomplishments. This way, you can position yourself in the best way to win the competition.Event manager resume sampleHenry PullmanDynamic Event Manager with 8+ years of experience in innovative and revenue-generating events Chicago, ILlinkedin.com/henrypullman[email protected] Professional Summary Enthusiastic Event Manager taking the lead in organizing all aspects of weddings, corporate events, and fundraisers for 130+ medium- and large-sized corporate clients. Highly organized, competent and passionate to make sure customer expectations are exceeded in every aspect of an event. Work ExperienceEvent ManagerRevel Global Events, IL9/2017 - 4/2021 Organized and managed all aspects of 50+ events, including multi-day conferences, trade shows, shareholder meetings, sales rallies, and product launches.Transformed client visions into crowd-pleasing events that were executed flawlessly within budget and promoted the business brand.Led product launch events for KYMCO Motorcycle for 3 straight years, with up to 1200 people in attendance.Initiated the idea on online trade shows and virtual expos, attracting 15 new potential clients in 3 months. Event CoordinatorCA Media Group, TX10/2009 - 2/2013 Planned events to make sure all elements meet the client's requirements in terms of venues, vendors, budget, and sponsorship.Supervised the fundraisers for the Children’s Defense Fund, generating up to $1.8M (35% above goal).Cooperated with the Marketing team to promote the event on social media channels.Assisted the logistics team during the event to ensure a successful event. Education M.A. in Communication MBADePaul University, Chicago2014 - 2016 B.A. in Mass CommunicationTexas AM, TX2004 - 2008 Skills Soft skillsCommunication skillsDetail-orientedNegotiation skillsTime managementMultitaskingHard skillsBudgeting cost controlsPost-event evaluationEvent cateringCustomer insightRelationship managementAreas of expertiseWeddingKickoffsTrade showsGrand-opening eventsFundraisers --- Originally written by May Luong ---

Created by CakeIn this article, we'll cover:How to Answer Interview Questions for ManagersCommon Interview Questions for Managers and Sample AnswersQuestions to Ask in an Interview for Managers Skillful managers play a crucial role within a company. They are in charge of making sure employees are completing tasks to the expected standard and projects are running and delivering on time. Some of the core characteristics of the best managers include interpersonal, leadership and communication skills. It is also important for a great manager to have qualities such as building a culture based on mutual trust, being assertive while empathetic and diplomatic, being open to new ideas, and acting as a role model. Finding a competent manager is key to ensuring the success of a business and its team and interview questions for managers are thus specifically designed for companies to assess those qualities in a candidate; they are especially interested in your management style. The interviewer often asks various behavioral questions and situational questions in an interview for managers depending on the particular values the company is fostering. Other qualities like carrying an inclusive DEI mindset and motivation in contributing towards CSR goals might come into consideration in an interview for a managerial position and questions asked in it. To clearly and coherently display those characteristics might seem a daunting task, but we’ve got you covered with our guide and sample manager interview questions and answers. Let us help you to nail your next management role interviews and prepare for the questions.How to Answer Interview Questions for ManagersPreparing for a management interview might be different than preparing for questions asked in a non-managerial level interview. Below are some guidelines on how to answer interview questions for managers.Examine the job description.Research the company culture.Highlight the required skills and qualities.Use the STAR method.Prepare stories to tell in the interview.Think about diversity, equity, and inclusion. 🎯 Examine the job description. The very first step to take when preparing for a management interview is to look at the job description. Check clearly what the expected responsibilities for this role are and make sure you understand what kind of tasks you will need to perform if successful in securing this role. This will not only help convince the interviewer when you answer questions for a managerial interview, but it also allows you to assess whether this is the right job for you. 🎯 Research the company culture. There has been an increasing emphasis on a candidate’s match with a company’s business culture, as more companies begin to realize the importance of finding an employee that believes in the company’s vision and mission, as well as sharing a similar outlook and attitude as his or her potential colleagues. This is especially true for managers. This is called hiring for “cultural fit,” which is the concept of screening the alignment of values, beliefs and behavior between a potential employee and an employer, to determine the kind of cultural impact they would likely have on the company through interview questions, for both employees and managers. It is therefore crucial to make sure you read and understand the culture of the company you are preparing a management interview for, while linking to examples that show you truly share the same views. You can do this when asked questions about your management style in the interview. For example, if the employees at the company enjoy freedom at work, don’t give the impression that you tend to micromanage your team. 🎯 Highlight the required skills and qualities. Another thing to look out for when you prepare for a management interview is to scan through the required skills and qualities for the role, which are usually included in the job description. You should match the skills and qualities mentioned to those of your own, and see whether you are able to link them to any of your past experiences and professional capabilities. This is important as highlighting that you possess the skills and qualities required for this role in your answers to managerial interview questions indicates to the recruiter that you are a strong and attractive candidate. 🎯 Use the STAR method. It is not surprising that the STAR method is the go-to model for answering interview questions, especially ones for a manager position. It has been proven to be one of the most effective methods to communicate your responses and ideas. Using the STAR framework helps you provide the interviewer with evidence of your management skills and style when answering questions in an interview for a manager role. The STAR method is used by discussing a specific situation, task, action and result of the situation you are describing, typically in relation to a particular competency or behavior asked when interviewing for a manager position.Further reading:STAR Interview Method 🎯 Prepare stories to tell in the interview. Story-telling is key to answering interview questions for a manager role. You should treat each time you respond to a question as an opportunity to convince the interviewer that you are the right person for this role. Instead of simply listing instances from your past experiences, structure them into a story and narrate it as your answer. When articulating a past experience or story to a managerial interview question, describe it with as much detail and clarity as possible to help the interviewer visualize it in their head. This will not only emphasize your exceptional communication skills, but also leave a stronger impression on the interviewer as a desirable candidate. 🎯 Think about diversity, equity, and inclusion. Nowadays, diversity, equity, and inclusion are increasingly important in the workplace. Managers should be familiar with DEI principles and prepare answers for diversity questions in an interview for a manager role. Common Interview Questions for Managers and Sample AnswersBelow are some examples of the most common interview questions and sample answers for supervisor positions to help you prepare for your next managerial interview. 💭 General Manager Interview Questions Q: What do you do to build a positive team culture? Sample Answer: For me, building a positive team culture is about talking openly to each other, creating an inclusive environment, and taking care of our wellbeing. There are plenty of methods to achieve this which can vary for different teams. At my last company, I helped organize a large team breakfast every month, where we rotated between catered and potluck-style gatherings, sometimes inviting other teams and guest speakers. I knew the team members enjoyed this, as it allowed us to forget about work for a short while and have the opportunity to connect with each other. This proved to be valuable in our daily job as the team began to socialize more, which contributed towards better communication and cohesiveness. Some other common general manager interview questions: Describe a tough decision you had to make.How do you deliver negative feedback?How do you translate the company’s goals into your team’s goals and strategies?How do you establish priorities for your team? 💭 Senior Manager Interview Questions Q: Can you describe a situation where you had to let an employee go? Sample Answer: There was one time when a fresh graduate joined my team as a customer support specialist. As with every other team member, he had weekly one-to-one meetings with me to align objectives and set goals for the forthcoming weeks or even months, and induction training and monthly performance reviews during the probation period. After some time, I noticed he seemed to be struggling with completing his work on time and to a high standard, and the rest of the team had not been asked for help. Hence I decided to set up a meeting with the fresh graduate. I reassured him that he can always come to me or the team with questions, made sure he understood the consequences of unfinished tasks, and agreed on ways to help improve his performance. Unfortunately, not much changed in the following month and I decided to let him go. A final meeting was arranged with HR, where I explained why I’d taken such a decision and thanked him for his contribution towards building a positive team culture. Some other common interview questions for senior managers: What’s your approach to managing diverse teams and being sensitive and inclusive?How do you help an employee who is struggling?What’s your plan for your team’s professional development?What is your favorite part of being a manager? 💭 First-Time Manager Interview Questions Q: How would you describe your management style? Sample Answer: I believe the best management style is a flexible yet assertive one. It’s important to adjust methods to what’s necessary at that instance, like team-building activities, stepping in and taking over, or letting the experienced team run on its own and report progress. There was a cross-functional team that I led in the past where they began to underdeliver after a period of time. I discovered it was down to differences in communication styles that led to negative feelings towards some project team members. I then designed some relaxed communication-based exercises over tea and coffee for the team to mingle with each other and strengthen their teamworking skills. It took a couple more sessions to see a more visible improvement, but eventually a more suitable communication style was discovered for the team and we managed to beat the sales target by 15%! Some other common interview questions for first-time managers: How do you define success?What would be the biggest challenge for you as a new manager?What kind of managers did you look up to in the past?How do you help your co-workers to learn and grow in your current position? 💭 Team Management Interview Questions Q: How do you delegate responsibilities within the team? Sample Answer: The first thing I do is to identify my team members’ personal strengths. Once I understand the group as a network of individuals, I can then delegate the tasks in order to build an efficient team. In my previous role, I had a monthly meeting with each member of my department to review their progress, issues they might have been experiencing and any opportunities they wanted to pursue. One employee felt that her strengths were not being fully utilized, so I found some more challenging responsibilities for her, where she went on to lead a new project launch in another department as a secondment. She thoroughly enjoyed it and thanked me for the opportunity. Our entire department’s productivity had also increased as a result, helping us win the top-performing team title in the department. Some other common team management interview questions: What would you do when there’s a drop in motivation in your team?How do you build trust with your team?Tell me about a time you had your team’s back.What do you do to build a positive team culture? 💭 Conflict Management Interview Questions Q: How do you handle conflict between team members? Sample Answer:In my previous role where I led the customer support team, two employees had a miscommunication about which parts of the project they needed to complete, leaving a large gap in our project close to the deadline. This led to a disagreement between the two team members, as both of them insisted they had done their part. I reviewed the correspondence between the two employees and found that they had both misunderstood their roles in this project. I reassigned the remaining tasks to both employees and a supporting member from the team based on their availability, and we eventually still managed to deliver the project on time for our client. Shortly after, the three of us worked on a new task delegation process so the issue would not happen again in the future. Some other common interview questions about conflict management: How do you tell employees that they are underperforming?How do you handle stress among your team members?Have you ever had a difficult team member, for example, someone who constantly raised objections to your ideas? How did you or would you manage them?How would you advise a team member that is unhappy with a coworker and always complaining about their behavior?Questions to Ask in an Interview for ManagersAt the end of each interview, there is typically time for any questions the interviewee may have, with the same for managerial interviews. This is the chance to ‘interview’ your recruiter and dig deeper into anything that you want to know but hasn’t been discussed. Examples of good questions you can ask in an interview for managerial roles:Could you perhaps describe the team I’d likely be working with in this role?What would you expect the person in this role to accomplish in their first three months?What’s unique about working for this company compared to other places you’ve worked for in the past?Could you describe some current or upcoming projects and initiatives that I could help address in this role?Do people on this team spend time socializing outside of work? Are there events organized focusing on team-building? Cake provides the best resume making tools templates to help you create the perfect resume for your job hunt. Take your career journeyto new heights - create a resume online (free download) now!Create CV--- Originally written by Wayne Chang---

How to Effectively Give Constructive FeedbackFor professionals who hold supervisory or administrative positions, there will come a time when you need to give your employees feedback on their performance or behavior within the company. In these situations, phrasing and tone play big roles in how your message is received and acted on. It is human nature to make mistakes, and the best supervisors and administrators understand this fact. Supervisors understand that while feedback can technically be given in any form and through any medium, constructive feedback is the best way to ensure that your ideas are received in the manner that you intend and provides your employees with the support they need to improve in the future. In this article, we will cover everything you need to know about giving the best form of constructive feedback - from delivery techniques to many examples to draw inspiration from! TABLE OF CONTENTWhat is Constructive Feedback?How to Give Constructive Feedback?72 Constructive Feedback ExamplesConclusion What is Constructive Feedback? Constructive feedback refers to the thoughtful and specific comments on performance and behavior that supervisors and administrators give to their employees. Constructive feedback should always be explicitly clear, adopt a positive tone, and should provide clear and actionable steps that can be implemented by the recipient. Constructive feedback is critical in fostering a positive work environment and professional growth, as it provides support to employees who are not performing at the expected level and recognizes those who perform above and beyond their station. Constructive feedback differs clearly from destructive feedback. As the latter’s name implies, destructive feedback admonishes negatively and does not facilitate implementation on behalf of the recipient. This is because the employee is likely to feel attacked and uncomfortable in the situation and may even be confused about what exactly to do. On the other hand, constructive feedback provides positive reinforcement and corrections and is easily acted on by the recipient. Constructive feedback can be given in many scenarios within the workplace. Some of the most common times that feedback can be given is in the days following performance reviews, observation assessments, and complaints filed by other employees or clients.How to Give Constructive Feedback? Moving past the general understanding of constructive feedback, we will now investigate how to effectively administer it. In this section, we will take a deep dive into techniques for delivering constructive feedback and things to keep in mind when giving constructive feedback to your managers, supervisors, employees, or colleagues. 1. Prepare and Choose the Right Time Depending on the severity of the action in need of feedback, some constructive feedback may need to be given sooner rather than later. For instance, if some employees filed complaints that their supervisor was falsely accusing them of slacking off on the job, a more immediate intervention would be necessary. On the other hand, a request for professional development seminars to be held in the office may be something that more time can be allowed before feedback is required. Choosing the right time to give constructive feedback may mean the difference between having the situation addressed and an offending action occurring again. As constructive feedback should almost always be accompanied by an invitation for a future lengthy discussion, ensure that you select a time when the recipient can focus and engage proactively with you. The purpose of meetings like those is to follow up on your constructive feedback, fully understand the other party’s situation, and come to an amenable and agreeable resolution. Ensure that you have prepared all materials and paraphernalia you may need for the follow-up meeting beforehand so that there are as few interruptions as can be. Doing so will make the entire experience run smoother and show the other party the level of thought and attention you are giving to their feedback. 2. Be Specific and Actionable Constructive feedback, while featuring non-confrontational and aggressive language, more formal tones, and professional vernacular, must always explicitly relay some idea, point, or suggestion, and should never be a generalized statement that may leave ambiguous thoughts with the recipient. At the end of giving constructive feedback, the recipient should never be uncertain of the actions you have brought to their attention and the steps they must take to address it. At its core, the purpose of constructive feedback is to identify a pattern of behavior and to provide comments and suggestions on how to improve it. To do this, ensure that your feedback first pinpoints specific behavioral patterns or incidents so that your point can be made more clearly. The recipient of your feedback, by the end of the exchange, should be aware of the exact behavior that you are speaking about. Taking record of the date, time, and nature of the incident(s) before approaching the person you wish to speak to will help you be more prepared in the event that the recipient is unaware of, or does not remember, the incident(s) you are speaking about. Once you have set the stage for your constructive feedback by informing the recipient of their actions, you must now suggest actionable steps that you would like them to take to implement the changes you wish to see. Constructive feedback, as the name implies, provides information that the recipient can “build on” to change or improve themselves. 💡Pro tips: One of the best ways to ensure that your feedback is followed in a manner you are pleased with is to end the conversation by inviting the recipient for a follow-up or secondary meeting at a later time or date. This will give both parties the necessary time to prepare and will allow you to sit together at length to discuss your feedback in a manner that is not feasible in a one-off conversation. 3. Maintain a Positive and Constructive Tone Constructive feedback can be given for positive and negative behavior. In either scenario, always maintain a proactive and positive tone and avoid phrasing your comments in a manner that can be seen as offensive. This may pose quite a challenge, especially if you are unaccustomed to delivering constructive feedback, but it is something that gets easier with time. 💡Pro tips: If you are struggling to set the tone of your constructive feedback, try to begin your comments with something positive. Mention an achievement or feature of the recipient’s personality that you find beneficial to the company or team, and make it clear that they are a valuable addition to the team. You can then more easily segue into the behavior or actions that you wish to be the subject of your feedback. One of the difficulties that many people face is figuring out how to deliver criticism of behavior without sounding unmotivating or discouraging. Try to avoid language that may discourage or demotivate. The overarching purpose of constructive feedback is not to aggressively reprimand or criticize, but rather to bring patterns of behavior or past actions to the attention of the recipient and to suggest ways that they can go about correcting it. 4. Promote Two-Way Communication We previously mentioned that follow-up meetings to track the progress of the implementation of your constructive feedback is a great way to ensure that the recipient stays accountable. During these meetings, it is always a good idea to open channels of communication between you and the recipient and to invite them to share their perspective on their actions. Nobody is perfect, and it may even be the case that your feedback was given based on an incomplete assessment of the recipient’s actions. Engaging in an active discussion with the recipient of your feedback allows both parties to be on the same level of understanding as you both work together to improve the identified behavior. In the discussion of your constructive feedback, always ensure that the recipient is an active part of the conversation and that you are not monologuing the entire time. Demonstrate a genuine interest in the recipient's viewpoint and always ensure the recipient feels involved in the improvement process. Listen more than you speak, and use the recipient’s insights to craft an actionable plan that is clear for them to follow. Doing this will create a situation where the recipient feels heard and understood, and also understands exactly what the issue is and the steps they need to follow in order to improve. 📚Further reading: Active Listening: Why Is It Important and How to Improve It 72 Constructive Feedback Examples Created by CakeIn this section, we will present 36 scenarios where constructive feedback is most commonly given. To illustrate the best practices to keep in mind, we will show an appropriate and inappropriate instance of constructive feedback for each scenario! 1. Constructive feedback on a colleague's recent teamwork struggles and communication issues. AppropriateI appreciate and value your effort on the project. However, I noticed some challenges in your communication techniques that impacted overall collaboration within the team. Moving forward, I believe that it would be helpful if we could have more regular discussions to ensure everyone is on the same page. Let's work together on enhancing your communication for better teamwork!InappropriateYour communication sucked on this project and it’s completely your fault that we didn’t hit our target goal. Do better next time.2. Constructive feedback for a colleague's missed deadlines affecting team productivity. AppropriateHello [Colleague], over the past month I have observed that deadlines are frequently missed - this has affected our team's productivity and has led to pushbacks in deadlines several times already. I would like to sit down with you to discuss strategies that can be employed to improve time management. Maybe setting smaller milestones or utilizing project management tools could help ensure the timely delivery of tasks. Please update me on your schedule so that we can arrange a time to sit down for this meeting!InappropriateWhy are you always so late in submitting your work? We’re all falling behind because of you and it’s making us look bad in front of the administration. Get your act together or quit. 3. Constructive feedback for a colleague whose presentation lacked clarity and engagement during a meeting. AppropriateGood morning [Colleague], I noticed some areas in your presentation yesterday where the message wasn't clear, and engagement seemed low amongst your audience. Perhaps incorporating visuals or practicing the delivery before the presentation could make a significant difference. Let's arrange some time to collaborate on enhancing your presentation skills for future meetings.InappropriateI don’t think I’ve heard such a boring presentation in a long time. You’re speaking too quietly and your voice is putting everyone to sleep. You have to do better or your future at this company seems grim. 4. Constructive feedback for a colleague on poorly handled disagreement affecting team dynamics. AppropriateHi [Colleague A], how are you doing? I have noticed that you and [Colleague B] have run into some disagreements recently. I understand disagreements happen, but the recent conflict has seemed to affect team dynamics. It would be helpful if we could find a constructive way to resolve conflicts in the future. I suggest considering a more open conversation or involving a mediator if needed. I would be more than happy to assume that role if you so choose.InappropriateWhat is going on with you and [Colleague B]? Can you two keep your disagreements to yourself and stop holding the team back? You’re wasting everyone’s time. 5. Constructive feedback to a colleague with consistently conservative ideas in brainstorming sessions. Appropriate[Colleague], I appreciate your input in our brainstorming sessions. However, I've noticed that your ideas lately have been rather conservative. While these ideas are still always welcome, it would be great if we could explore more innovative approaches in line with our company model. Your unique perspective has always brought valuable insights to the team and I am positive it can continue to do so!InappropriateYour ideas lately have really sucked. What is the matter? Our company needs forward-thinking people, not people that are stuck in the past. 6. Constructive feedback to a manager about unclear communication causing team uncertainty. AppropriateHello [Manager], how are you? Thank you for all the support that you have given and continue to give our team. Your leadership has helped us through many tough times. That said, recently the team and I have felt that your guidance has lacked some transparency which has brought some uncertainty to decisions made for the team. We do hope that you can consider what we’ve told you today and can provide a little more transparency in your decision-making process moving forward.InappropriateHi [Manager], lately we’ve noticed that you have been hiding many things from us. We’re not stupid - just tell us everything we need to know so we can do our jobs properly. 📚Further reading: How to be a Good Leader: Guide to Mastering Leadership! 7. Constructive feedback to a manager who seldom recognizes or appreciates team efforts. AppropriateHello [Manager], I believe expressing a little more appreciation for the team's efforts would boost morale. While I understand over-praise can lead to some swelled heads, recognition of a job well done can go a long way in motivating everyone. The team and I ask that you consider acknowledging individual and collective achievements to foster a more positive work environment. Thank you for your attention and consideration.InappropriateWe work for you all day, every day, and you never thank or congratulate us when we finish a job. Do better or find someone who will. 8. Constructive feedback on a manager's perceived micromanagement AppropriateHello [Manager], how are you? I have noticed that over the past few months, your leadership, at times, has come across as overly controlling and micromanaging situations unnecessarily. While we appreciate your guidance, this pattern of behavior may impede individual creativity and morale. In the future, we ask that you kindly consider giving us more leeway in individual decision-making processes.InappropriateHi [Manager], please stop micromanaging us all the time. Your ideas make no sense and it makes the team not want to work for you. 9. Constructive feedback to a critical manager lacking in constructive solutions. AppropriateHello [Manager], we have noticed that your feedback, while greatly appreciated, at times is too critical and does not provide the needed guidance to implement the changes you wish to see in our performance. We ask that you try to build more constructive feedback around the ideas you have in mind for us to actively improve our workflows.InappropriatePlease keep overly critical comments to yourself if you can’t even explain what you want us to change. If you have so many problems with the way we do things, feel free to do it yourself. 10. Constructive feedback for a manager lacking support in the team's professional growth. AppropriateHello [Manager], the team and I believe there's room for more support in terms of professional development. We believe that regular training sessions or professional development opportunities for skill-building could substantially contribute to the growth and value of the team. Let's discuss how we can integrate more development initiatives into our workflow.InappropriateYou’re not doing anything to help the team develop. This is not what a leader does; step up or step out. 11. Constructive feedback for employee underperforming consistently AppropriateHello [Employee], I've noticed that you've been recently regularly falling short of performance expectations. Let's find some time this week to discuss specific areas that need improvement and work together to set achievable goals. It's essential for your success and the success of the team that we address these concerns promptly, and I am willing and able to help you get there.InappropriateLately, I’ve noticed you have been slacking off. You either pick up the pace or you’re fired. 12. Constructive feedback to an employee seeking skill advancement without clear guidance. AppropriateHi [Employee], I’ve noticed that you have been consistently performing at a high level, and I have taken note of your interest in professional development. I would be glad to arrange professional development training sessions for the team so that you can all benefit from and grow together.InappropriateI know you want to learn more, but I’m not here to send you to school. You’re on your own. 13. Constructive feedback on employee's communication skills for improvement. AppropriateHello [Employee], how are you doing? I have noticed that your communication style is not very clear at times and has left me and others confused by your meaning. Let’s take some time this week to discuss effective communication techniques and get you up to speed!InappropriateNone of us here understand what you’re saying half of the time. This is unacceptable. Do better or we’ll find someone who will. 14. Constructive feedback on employee's task management and deadline struggles AppropriateManagement and I have noticed that your last four projects that have been submitted were all past the deadline. Let’s meet this week to discuss the guidance we can give and the steps we can take to help you meet your deadlines more consistentlyInappropriateI’ve noticed you’ve been falling behind recently. This is unacceptable. If you cannot finish work when you’re in the office, you should take it home. 15. Constructive feedback for an employee resistant to project or process changes. AppropriateI've observed some resistance to changes in projects or processes implemented to streamline workflows between teams. It's essential for our team's success that we continue to adapt to new approaches. Let's discuss your concerns and find ways to make the transition smoother. Embracing these changes will contribute to our overall efficiency and will reflect well on your future performance reviews.InappropriateWe’re a forward-thinking company. If you can’t keep up with progress, find a new job. 16. Constructive feedback to an employee consistently missing goals. AppropriateHello [Employee], It seems you've been struggling to meet the set goals consistently. Let's arrange some time today to review these goals together, identify challenges, and work on a plan to overcome them. I am here for you at every step to ensure that we can all progress for the benefit of the team.InappropriateYou’re consistently missing the mark on deadlines. If you can't keep up with the rest of the team, we are going to find someone who can. 17. Constructive feedback to an employee who reacts defensively when receiving feedback. AppropriateHello [Employee], I’ve noticed that you are consistently defensive when receiving feedback from your colleagues and supervisors. Constructive feedback is an integral part of every professional’s career; it is one of the drivers of professional growth. Let’s arrange some time this week for us to discuss how constructive feedback creates a welcoming environment for personal and professional growth.InappropriateThere is no need to be so defensive, [Employee]. Learn to take criticism or find a new job. 18. Constructive feedback for skill gaps in a role. AppropriateWe have noticed that you are finding it difficult to complete assigned tasks, as it appears that you do not yet have the technical knowledge to complete them. Let’s sit today and figure out how we can provide the support and training that will allow you to learn and perform with the full potential we see in you.InappropriateIt is clear you don’t know what you’re doing. If you can’t do your job soon, we’ll find someone who can. 19. Constructive feedback for inconsistent performance over time. AppropriateHello [Colleague], the team and I have noticed some inconsistencies in your performance over the last two weeks. Let’s sit down with the rest of the team and discuss how we can move forward with a higher level of cohesion between us. We’re here to help you every step of the way.InappropriateYou’re dragging everyone down with your slow and inconsistent work. Please pay more attention to the things you do as we do not have time to continuously fix your mistakes.20. Constructive feedback for those who rely on instructions instead of taking initiative. AppropriateHello [Employee], I have taken note of a pattern of behavior showing that you tend to wait for instructions for every task rather than taking initiative. Taking on tasks independently would be of great help to everyone in the team. I’d suggest starting by independently choosing tasks you are comfortable with, and progressing from there. Please let me know if you need any further help!InappropriateIt is exhausting having to always tell you what and when to do things. Please pick up the pace. 21. Constructive feedback for someone unsure about strengths and weaknesses but seeking career growth. AppropriateHello [Employee], I have heard the expression of your interest in taking on higher positions within the company, and your doubts on whether you are up for the task. I do believe you have what it takes for vertical progression in our company. Let’s sit down for a meeting this week to discuss your strengths and weaknesses in length and evaluate where you would be best suited to the company.InappropriateYou have the potential but lack the confidence. You might be qualified but you won’t get promoted until you have the confidence in yourself to realize your strengths. 22. Constructive feedback on expanding professional networks. AppropriateI’ve heard your interest in expanding your professional network to include more people from our company. This is an excellent idea that I believe all our employees should be a part of. Let’s arrange a mixer this month to kick start building the professional rapport between you and all of our employees.InappropriateWe come to work to do a job and not to make friends.23. Constructive feedback on cross-training opportunities for skill diversification AppropriateWe have received notice of your interest in diversifying your skill set to prepare for a vertical advancement within the company. I am highly pleased with your performance during your time with us and am more than happy to facilitate a period of cross-training with your supervisor so that you can acquire the skills and inside scoop on the day-to-day responsibilities of a position in the administration.InappropriateWe have received your request for cross-training, but we are unable to afford you if you are promoted. If you would like a higher position, I suggest you find a new job somewhere else. 24. Constructive feedback for being late to work. AppropriateLooking through your attendance records, I have noticed that you are arriving late to work more times than not. While a couple of minutes here and there is acceptable, I’d like to take some time to sit down with you and discuss how we can accommodate your commute to work so that you can begin to consistently comply with our punctuality policy.InappropriateWhy are you always late? This is unacceptable behavior. If the commute takes too long, leave earlier! 25. Constructive feedback on confrontational communication tone. AppropriateHello [Employee], I have received comments and have personally been on the receiving end of communication exchanges with you that are easily interpreted as standoffish and confrontational. Clear and professional channels of communication are always encouraged in our company, both for the sake of professionalism and to maintain a positive working environment. Let’s take some time today to discuss how we can improve the tone of your interactions with your coworkers to smooth out any conflicts that may otherwise arise.InappropriateYou are being rude and you cannot speak to your colleagues this way. If we do not see immediate improvement, you’ll be out of a job soon. 26. Constructive feedback for a team consistently missing quarterly targets. AppropriateBased on the results of the last two quarterly reviews, a trend is emerging that shows your team is consistently behind on goals that you have set for yourselves. We are here to help you; let’s take some time this week to meet and discuss how we can adjust your workflows to more consistently meet deadlines and quarterly targets.InappropriateUnderperforming in my company is the fastest way out of it. Figure out what needs fixing and do so before it’s too late. 27. Constructive feedback between teams on inefficient processes impacting output. AppropriateWe've noticed some inefficiencies in your team's workflow, which have impacted your overall output. Let's schedule a meeting to discuss potential improvements and ensure a smoother workflow between our teams. Collaboration on refining these processes will benefit all parties and will ensure smoother workflows in the future.InappropriateI’m tired of dealing with your mess. You’re not working cohesively as a team. Fix it, and fix it fast.28. Constructive feedback between teams when company products/services don't connect with the target market. AppropriateBased on data from our latest market analysis, we have determined that our company’s products are not effectively resonating with our target market. Let’s get together this afternoon and brainstorm ways to change this for the better. Doing so will give us a stronger direction to reorient ourselves in.InappropriateWe’re not making sales because our target market doesn’t like it. We need to fix it or we’re going out of business soon! 29. Constructive feedback on low customer satisfaction scores, aiming to address and improve performance with team members." AppropriateI've noticed our customer satisfaction scores are coming back below our anticipated expectations. This is a concern for all of us, and I want to work together to address it. Let's meet this week to discuss potential improvements and strategies to enhance our service. Your input and commitment are crucial to turning this around, and we value every opinion that you have.InappropriateWe are underperforming and it’s all your fault. Find a way to turn this disaster around ASAP! 30. Constructive feedback on siloed work hindering goal achievement. AppropriateI’ve noticed that we have recently been rather isolated from the workflows of other teams. This may result in impeded inter-team projects whose deadlines are coming up. Let’s start by arranging regular check-ins with me to monitor our progress so that I can better coordinate our deadlines with other teams working with us.InappropriateIf working in silos was a good thing, there wouldn’t be a special name for it. Start talking to each other so we can all do our jobs! 31. Constructive feedback for improved team communication and collaboration. AppropriateHello team, over the last week I have observed a distinct lack of communication between everyone. I’d like to take the necessary steps to change that. Let’s start by sitting down for a team meeting this afternoon to update everyone on the progress that has been made. We can also discuss team-building methods that we can employ to ensure that everyone is on good terms with each other and that our workflows are synchronized.InappropriateWhy is no one talking to each other? We’re double-working and no one is producing anything of value! Start talking to each other or everyone’s fired! 32. Constructive feedback on policy or procedure violations. AppropriateHello [Employee], I would like to bring to your attention the incident that occurred on [date] involving [description of the incident]. This behavior goes against our company’s policies on [name of the policy]. As such, please meet with me tomorrow morning, where we will discuss the incident at length and talk about ways that similar situations can be avoided in the future.InappropriateWhat you did was unacceptable and you have brought shame and disgrace to yourself and the company. Don’t bother coming in tomorrow. 33. Constructive feedback for a lack of proactive problem-solving in the team. AppropriateGood afternoon team, over the past month I have observed that our team has been falling behind in terms of solving problems and challenges that arise throughout the day. Proactive problem-solving is a great way to build team spirit and foster greater levels of collaboration within the team. I suggest that we get together and perform some team-building exercises to boost our morale so we can get back to doing what needs to be done!InappropriateTeam, I don’t pay you for silence, I pay for results. If you can’t give them to me, then start looking for a new job. 34. Constructive feedback for violating the company's dress code policy AppropriateHello [Employee], I would like to bring to your attention our company dress code policy. Unfortunately, your attire today appears to go against this. Our dress code exists to maintain a level of professionalism within the office, and I would appreciate it if you would avoid wearing this and clothing similar to this in the future. If you would like further clarification on this matter, I am always available to meet and discuss it with you.InappropriateWhat are you wearing? You’re not allowed to wear this in my office. Go home and change or leave and don’t come back. 35. Constructive feedback for employees displaying a negative attitude during customer interactions. AppropriateHi [Employee], I have noticed that your interactions with the last couple of clients do not align with the standards that we hold our sales representatives to in this company. I would like to schedule some time with you today to discuss how we can provide the help or training you need to reach the standard to which we hold all of our employees. Doing so will help you advance in your professional career while maintaining and representing the reputation of our company.InappropriateIf you’re rude to one more client, your days at this company are over. Fix up or get out.36. Constructive feedback on disrespectful behavior toward colleagues. Appropriate[Employee], I have observed that the interactions that you have been having with your colleagues are below the expectations of our company. Swearing at work, and spreading rumors and gossiping about your coworkers violates our company’s code of ethics. Please find the time to meet with me this afternoon so that we can discuss precisely how our company would like professional exchanges at the workplace to proceed.InappropriateTalking about people behind their backs is the fastest way to lose respect here. It’d be best to find another job because your future with us isn’t looking too great. Conclusion The ability to give and receive constructive feedback should be part of every professional’s skillset. Constructive feedback is one of the best ways to relay information that can positively benefit business operations, employee morale, and teamwork results. When delivering constructive feedback, there are many things to keep in mind including the time and place you choose to deliver it, the tone you adopt, the level of formality in your speech, and how actionable your comments are, to name but a few. At its core, constructive feedback should never overtly reprimand or harshly criticize, but rather identify areas of needed improvement and suggest actionable steps that can be clearly followed. Finally, constructive feedback should not end at its deliverance - follow-up interactions and meetings are an essential part of ensuring that your feedback is both fully understood and implemented satisfactorily! We hope that you found this article and the information within useful and applicable to your daily life. If you’d like to find out more articles, tips, and tricks related to human resources, the job application process, and employee well-being management, consider checking out Cake! Want to read more HR blogs and recruitment news? Follow our blog for more! Cake is one of the best professional resume-builders in the market. We also offer other HR-related services like Job Search, Job Posting, Talent Search, Recruitment Services, and Employer Branding. Talk to our consultants for more! Create Resume --- Originally Written by Alexander Coye ---

What Is an Employee Training Program?Training for new employees is a key part of being a manager or supervisor, and when done right, can allow employees to effortlessly assimilate into a new team. Alongside training new employees, providing ongoing training and development for current employees is key to performance improvements and company growth. Although it is so important for company success, did you know that in 2023, 59% of employees had no formal employee training? Making sure your company offers substantial employee training can ensure your new employees feel welcomed and confident, so we’re going to go over ways you can plan and implement employee training. Table of ContentsWhat Is an Employee Training and Development Program?Why Is Employee Training Important?Examples of Effective Employee Training ProgramsHow to Build a Successful Employee Training Program?Best Practices for Training EmployeesKey Takeaways What Is an Employee Training and Development Program?Employee training and development programs involve online or in-person training for both new and current employees to learn new skills needed in their role. These programs are made of two parts: a) Employee Training Employee training programs involve learning new skills or information for the first time. Employee training is often for new hires, who are new to the company and need to become familiar with company policies, practices, software and day-to-day tasks. Employee training is often mandatory, and can take place over a few weeks to a few months, depending on the role. By passing a training period, an employee is now able to work with minimal supervision. b) Employee Development Employee development programs involve training for current staff to improve their hard or soft skills. Employee development can range from improving leadership skills to closing skill gaps, or learning in demand skills. Employee development is often implemented to provide opportunities for career development or career progression for employees, for the purpose of promoting internal mobility. As we can see, employee training is for learning new skills and equipping employees with information they can use every day; whereas employee development programs aim to improve the skill set of current staff, by offering them opportunities to improve on their technical skills, and improve overall employee performance. There are many different types of employee training and development. Some forms of employee training you might be familiar with include: Workshops Workshops are a form of hands-on employee training of a specific skill, where employees learn a new skill by practicing it with an instructor. Workshops are often for developing employees’ soft skills such as inclusion training, diversity training, business strategy, human resource management and team training. A manager or guest speaker is brought in to teach employees during the workshop, and is run as a whole-day learning experience. Seminar A seminar is a form of instructor-led training, and is similar to a lecture. In seminars, employees can learn and ask questions to the expert leading the session. Seminars often teach one specific skill, and encourage discussion among attendees. Some topics for seminars are building communication skills, leadership development, safety training or business strategy. After a seminar, employees can immediately use what was learnt in the session, as seminars often teach soft skills. Online Courses Online courses can be used to update employees on new practices, policies or be used as refreshers for mandatory skills needed for their role. Many online courses are hosted on a company’s online learning platform, but can also be run by an external training organization. Some topics for online training include compliance training and sales training, and are favored by many companies for employee training as employees can learn and complete the training materials or lessons at their own pace. On-the-Job Training This is a form of employee training which is very hands-on and encourages active participation from the employees. Usually for training hard skills, on-the-job training can involve technical training sessions, onboarding training or job shadowing, for employees to learn the specifics of their role. Workplace training which is on-the-job is usually for roles which are very hands-on or client focused, such as in manufacturing, sales and management. Simulations A simulation is a type of employee training where employees practice their skills in a ‘fake’ environment. Simulations are a very effective training method for hard and soft skills training, as employees develop their understanding and confidence in their role. Simulations are an effective way of teaching employees skills in a low-stakes environment; some examples of simulations include training programs for recruiters, salespersons and consultants, as they are expected to adhere to rules, communicate according to guidelines, and follow company practices. Peer Learning This is a type of employee training and development which is led by employees, instead of managers or external organizations. Experienced and successful employees can be utilized as teachers for their new colleagues, or provide advice and insight for professional development. Some topics or skills which can be taught through peer learning include customer service training, leadership training or employee orientation for new hires. An effective employee training program should have some form of peer learning, as experienced staff will be able to effectively describe roles and responsibilities, and answer any questions related to the role. Cross Training This is a form of employee training which aims to improve and expand the skill set of current employees. Cross-training allows employees to learn skills which are not necessarily relevant to, or mandatory for a specific role, but by gaining new skills, they become more well-rounded. Cross-training can be related to hard or soft skills, and can improve employee performance and productivity. To encourage cross-training, any training and development opportunities should be available to all employees to try or attend, so that employees’ learning can be led by their own interests and goals.Why Is Employee Training Important? Employee training is a key part of ensuring organizational success. Employees should always be kept up-to-date on company policies and practices, and traditionally, this is what employee training is for. However by implementing and offering ongoing training for your employees, you can actually improve your company as a whole. Here are the benefits of employee training, in case you aren’t convinced: Benefits of Employee Training For Employees: Employee training can provide more than just information and understanding company policy for employees. Some benefits of employee training for individuals include: Skill Development:By providing opportunities for skill development, your employees become more well-rounded, more productive and more satisfied. By encouraging skill development, you can increase creativity, flexibility and innovation in your teams.Career Advancement:By providing ongoing employee training and development, you can increase internal mobility and also encourage outstanding employees to move up within the company. This is very attractive to employees, and also benefits recruitment and HR, who can easily transition employees between roles within the company. As 39% of workers believe opportunities for growth are important to their overall job satisfaction, offering employee training can ensure employee satisfaction.Personal Growth:Professional development is an important part of job satisfaction, and training can be a great way to allow your employees to grow according to their own personal goals. Training and development opportunities such as leadership training, professional development courses and learning programs related to career advancement are very attractive to employees at all levels across the company. In fact, 93% of workers would stay at a company if they believe it invested in their careers, so providing opportunities for growth is essential. Benefits of Employee Training For Organizations Organizations also benefit from providing employee training and development programs, such as: Increased Productivity:Employees who are highly skilled, ambitious and motivated to grow and develop professionally can increase productivity in your company. Offering training and development programs can increase employee engagement, improve output and lead to greater quality of work and customer satisfaction. For instance, if you were to train your sales team on cross-cultural communication, you could see increases in sales from overseas clients. Even small sessions on skill development can greatly benefit your business.Employee Retention:A company’s training and development efforts can benefit you in the long term, as employees feel incentivised to stay. A training process which is well organized and interesting retains new hires, and opportunities for professional development and growth keep current employees invested in their work. Did you know that 59% of workers believe opportunities for growth are an important consideration in their job hunt? By promoting and highlighting opportunities for growth, you can attract and retain talent for the long-term.Innovation and Adaptability:Employees who are given the opportunity to improve their skills, learn from experts and explore their professional growth become innovative and adaptable. By widening a team's skillset, you can encourage more collaboration and creativity, and utilize skills which are not commonly used in your industry. Over time, this becomes a huge advantage to your company, as you can become even more competitive and adapt to market changes. The Win-Win Situation of Employee TrainingAs you can see, both the employer and employee benefit from implementing employee training and development programs. Allowing your employees to explore interests and learn new skills can allow them to thrive at work, and become more innovative and productive. Over time, your teams can become highly skilled, dedicated and satisfied, leading to better retention and improved company culture. Approximately 40% of Fortune 500 companies are investing into their employee training programs to maintain an edge over their competitors, so it makes sense to follow suit.Examples of Effective Employee Training Programs We’ve gone through some examples of employee training and development, but to turn these into a program requires planning. Employee training programs differ based on their goals and target employees. Some examples of employee training programs include: Onboarding Training This is the training new employees will complete in the first weeks of their job. The purpose of employee onboarding training is to introduce a new employee to their roles and responsibilities, and train them on using company machinery or software. Usually onboarding involves a company introduction, team introduction, and going over the basics of their main role. Onboarding is often supervised and is mandatory. Team Training Team training sessions aim to improve teamwork and collaboration between employees in a department. Team training can include seminars or workshops on learning a new skill, or improving communication and collaboration between team members. Some training which might be involved in a team training session includes communication, presentation skills and team building exercises. Product Training The purpose of product training is to introduce team members to a new product or service being offered by a company. This can include teaching staff about product features or updates, as well as ways to market and sell products to potential clients. By implementing product training for employees, you can educate all employees about your products, and drive innovation, especially in improving sales and marketing tactics. Soft Skills Training Soft skills are non-technical skills used at work, for instance communication, presentation and conflict resolution. Training soft skills often involves roleplay, simulation, workshops or seminars to provide hands-on practice for employees. Soft skills training greatly benefits any employee in a client-facing or managerial role, as it allows them to improve their overall interpersonal skills. Technical Training Technical training involves teaching employees about any hard skills required for success in their role. Technical training can involve learning company jargon, company software, or any tools used by the company, such as machinery or programs like photoshop. Technical training is necessary for employees to fulfill their job requirements, so implementing a high-quality training program is essential. Quality Assurance Training Quality assurance (QA) allows companies to monitor internal company processes to identify any issues. QA training involves educating your staff on your company’s QA metrics and ways to address any issues. QA can be taught via an online training program, or in small group sessions such as seminars. QA training is essential to ensure consistency and quality in your products, as well as to optimize processes regarding production, development or sales. Compliance Training Educating employees on the correct practices, behavior, and processes expected by a company is called compliance training. Compliance is taken very seriously by companies, and is often implemented by a yearly online course for employees to be reminded of compliance standards. Compliance training is necessary to ensure your employees are familiar with company standards, and for providing a safe working environment. Customer Service Training Any employee in a client-facing or customer-facing role will need customer service training. Customer service training is to educate staff on a company’s expectations for customer service, such as handling complaints, answering enquiries, sales and product introductions. Usually, customer service training will involve roleplay and small simulations, so employees can practice and learn from a manager or supervisor. Customer service is incredibly important to keeping customers and clients satisfied, so it should be taken seriously by all staff. Sales Training Sales training involves improving sales skills in order to improve sales numbers. Sales training ranges from product information, making offers, building rapport with clients and understanding customer behavior. Sales skills need to be learnt, so implementing sales training can ensure all of your staff possess strong sales skills. Sales training is often a combination of roleplay, seminars, workshops and online learning. Leadership Training Leadership is something which can come with experience, but it can also be taught. Companies often have their own rules and standards regarding leadership positions, so company-specific training is necessary. Leadership training can involve conflict resolution, management, motivating teams and problem solving, along with bureaucratic information regarding processes and policies. Diversity, Equity and Inclusion (DEI) Training DEI is becoming an integral part of many workplaces, and training relating to diversity, equity and inclusion can allow your employees to build relationships and reduce conflicts. DEI training courses can include cultural awareness, addressing bias, avoiding discrimination and how to address issues relating to DEI. DEI training can be done as an online course, seminar or workshop, and can promote a positive working environment and improve rapport between staff.How to Build a Successful Employee Training Program? If you want to build a training program for your employees, a thorough plan is needed. Whether its for sales, leadership, product or DEI, you can use our steps for building and implementing an employee training program: Assess Company Needs First, assess the needs of your company, and reflect on what areas could require improvement. To help you identify needs, you can get feedback from managers and leaders, or look at quantitative reports for sales and QA. This will help you define your leadership programs’ objectives, which you can discuss with managers and leaders to see if everyone agrees. Goal Setting After you have identified needs and defined all objectives of your employee training program, you can transform them into a list of goals. Establish clear, precise goals relating to specific issues you identified, as well as a success metric you can use to measure progress. For example, a sales team goal could be “Improve customer awareness of our new product, resulting in a 15% increase of sales”. Content Development To train your teams and employees, you must provide some form of materials or content for them to learn from. Decide on the topics, organization and length of the content and materials you want to use, as well as delegate people to produce them. Make sure it is organized in a way that is easy to follow, and keep topics relevant and engaging. Delivery Methods After you have decided on the topics for your employee training, you need to then decide what way it will be delivered. You can consider an in-person seminar or workshop, an online course or a team activity. Also consider who will be instructing or leading the training – will it be an internal staff member? Or, does the company need to hire someone to instruct the training? Evaluate Get Feedback Design criteria for evaluating the success of your employee training program, utilizing a mix of qualitative and numerical data. Numerical data can include sales numbers, QA statistics, incident reporting or new clients acquisition, and qualitative data could be collected by surveys, and include written feedback or reflections from employees. After you acquire and analyze data, you can make it into a written report or presentation, and evaluate your training program’s success.Best Practices for Training Employees Successful global companies boast effective training programs across a range of topics, and these training programs are a key part of their success. Take a look at these successful training programs for some ideas for your own: Google’s ‘Googler to Googler’ (g2g) Program  One of the largest companies in the world, Google, utilizes peer-to-peer training in its employee training program efforts. Employees are given the opportunity to lead a training session on a topic they are interested in, and it is open to all other employees to attend. This is an example of ongoing training, and almost 80% of training at Google comes from its g2g program. Amazon’s Career Choice Program  Amazon provides courses and resources for its employees to study anything they choose, from professional development to college classes. Amazon’s incentives encourage employee retention as Amazon provides tuition and grants for employees studying with Career Choice. Through the Career Choice tuition program, many employees are able to get a higher paying job. Microsoft’s “One Week” Hackathon Microsoft’s one week hackathon program brings together Microsoft colleagues and clients for the purpose of an intense tech-focused event to drive innovation and provide solutions. Designed as an opportunity for business growth and development, Microsoft encourages collaboration and learning by bringing together employees from around the world. It is a unique way to encourage learning and skill building, as employees work on real products and issues. Key TakeawaysAll in all, an employee training or development program allows for companies to build their employees’ hard and soft skills. By providing an opportunity for growth and development, employees are likely to become innovative, productive and collaborative, driving growth for the business. Employee training also provides job satisfaction to your staff, and can improve rates of retention, which is favorable to both the companies’ and employees' long-term success. Essentially, employee training programs are a win-win! If you want to know more about implementing training for your employees, or any other career topics, check out Cake for more guides!Want to read more HR blogs and recruitment news? Follow our blog for more! Cake is one of the best professional resume-builders in the market. We also offer other HR-related services like Job Search, Job Posting, Talent Search, Recruitment Services, and Employer Branding. Talk to our consultants for more!Create Resume — Originally Written byBronte McNamara—

Business development and business operations professionals are two critical positions that play a key role in a business's success. Although these two roles sound similar, they deal with different aspects of a business and work to achieve different goals. If you are considering a role in either of these areas, keep reading to learn the differences between business operations and development. Table of Contents What is Business Development? What is Business Operations? Skill Set Comparison: The Main Differences Between a BD and BO Business Development and Business Operations Salary and Outlook Which Career Is Suitable for Me? Conclusion What is Business Development? Business development involves planning for the future growth of a business or company and creating strategic plans to drive business expansion. Business development teams identify ways to expand their company's reach by identifying business opportunities, diversifying revenue streams, and creating growth plans, such as new market entry, relationship building, and strategic partnership formation. Business development is all about growth and planning, and careers in it culminate many years of diverse business experience. Many business development professionals start in project management or in various positions that drive business development efforts, such as supply chain management, market research, or resource planning. Progressing to a business development manager role will require diverse experience, business acumen, and education. Many professionals working in business development will have an MBA (Master of Business Administration) and proven experience developing strategies that drive business growth. Business development managers will also be required to have strong management skills and proven experience managing teams. What is Business Operations? Business operations differ from business development because they are primarily concerned with optimizing processes and overseeing a business's day-to-day tasks. Business operations managers and teams coordinate tasks between internal teams and departments to effectively achieve business goals. They also develop strategies to streamline internal business processes and optimize workflows to improve organizational performance. Business operations managers work directly with internal teams, such as people in other high-level human resources roles or department operations managers. Although they do not interact with external stakeholders or potential clients, business operations professionals are critical to a business's success. They ensure that internal processes are optimized for maximum productivity and efficiency. The career path for a business operations manager also involves many years of business experience, especially in management positions. Those who enjoy working in teams, collaborating with others, and managing people would enjoy working as a business operations manager. Skill Set Comparison: The Main Differences Between a BD and BO Business development and business operations roles require a unique skill set to succeed. Take a look at the most critical skills required to succeed as either a business development manager or business operations manager: Business Development Skills Strong business acumen and communication skills, being able to effectively build rapport, strong customer relationships, and strategic alliances with external parties. The ability to communicate this information is key, as many businesses will create a business development plan that is shared with stakeholders.Sales and Marketing Skills, including being able to develop sales strategies, evaluate customer feedback, research market trends, improve lead generation efforts, and identify new markets and customer segments to expand toAnalytical skills, including risk assessment, financial analysis, and using analytical tools and software to improve cost control and quality control effortsUnderstanding of business and manufacturing processes, such as supply chain management, quality control measures, and inventory management Business Operations Skills Strong people and communication skills, and being able to collaborate, coordinate, and maintain relationships with various teams, e.g., collaborating with the sales team, human resources, business development, etc.Strategic planning skillsand being able to evaluate current operations and then implement strategies to streamline processes for maximum efficiency.Leadership skillsand experience as business operations managers will be required to implement and adjust strategies and lead training sessions and development programs for the continuous improvement of the business. Both business development and business operations roles require a wide range of multidisciplinary skills. Still, business development roles require more in-depth knowledge of manufacturing, sales, and industry business processes. Business operations also require business knowledge, but more in terms of internal processes, as the goal of the business development team is to improve internal efficiency. Both ultimately drive growth and are key to a business's success. Business Development and Business Operations Salary and Outlook Both business development and business operations are lucrative careers with strong salaries and career paths. We've compared the salaries and career paths of these two positions so you can better understand which one best suits your goals. Business Development Career Path Salary Outlook Whether you are just starting in business development or are an experienced business development manager, the salary is quite generous: Entry Level Business Development Roles: approx. $58 000 USD Business Development Manager: approx. $83 000 USD Business Development Senior Manager: approx. $100 000+ USD If you are interested in becoming a business development manager, this is a standard career path: Although it is not always required, a degree in sales, marketing, finance, accounting or economics will benefit you in terms of having the relevant knowledge to succeed. Some companies could also require an MBA degree, depending on the level of seniority. If you are starting out in an entry-level role, a degree will benefit you greatly. You must work in a non-managerial role before being promoted to a business development manager.To level up to a business development manager, you will need to have proven experience in successfully hitting sales targets, project management, and successful execution of strategies to improve sales efforts, increase customer satisfaction, or stand out in a competitive landscape. Likewise, you will also need to have experience in managing people or teams. "Proven success" in a job posting is another way of saying 'experience', and you can highlight your experience in your resume and cover letter. To succeed as a business development manager, you will need to have a strong foundation in general business acumen and skills, including being able to manage resources efficiently, understand market research and stay on top of industry developments. Business Operations Career Path Salary Outlook Careers in business operations are also well-paid, even if you are just starting out. Some approximated salaries for business operations roles are: Entry Level Business Operations roles: $57 000 USDBusiness Operations Manager: $82 000 USDBusiness Operations Senior Manager: $110 000+ USD Just like a business development manager, you will need to show you have the relevant knowledge and skills, including: A degree in business, human resources, finance, economics, sales or marketing will allow you to get an entry-level operations role. Whether or not a degree is required will depend on the individual company. You will need a few years of experience in a non-managerial role before becoming promoted to a business operations manager, just like for business development.To level up to a business operations manager, again, you will need to have proven success in managing people and developing strategies to ensure success for internal business practices. For instance, you could have worked as a part of an operations team or been an operations manager for a specific department and developed strategies to improve the efficiency of day-to-day tasks. You can highlight these in your cover letter and resume, using statistics and empirical data to back up your experience.To succeed as a business operations professional, you must be able to effectively work with people and balance the business's goals with your team's abilities and capacity. Strong communication, strategic thinking, and people management skills are also required. Which Career Is Suitable for Me? A career in business development or business operations is challenging, interesting, and fulfilling. If both business development and business operations sound interesting to you, you can consider the following to help you narrow down which would suit you more: SWOT Analysis A SWOT analysis is a framework you can use to help make decisions. Typically used by businesses, SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. You can reflect on each of the following to allow you to evaluate better if business development or business operations would be right for you, for example: Strengths: Do my strengths and skills align better with business operations or development? Weaknesses: Are there any critical aspects or downsides to business operations/business development that I must consider?Opportunities: What are the benefits of business operations/business development, including any possible professional development?Threats: Would choosing a role in business operations/development negatively affect other aspects of my interests or career? Salary Comparison Salary is an important factor to consider when choosing a career, and luckily, both business development and operations have comparable pay ranges. If you choose between the two, one question you can ask is,"Which job would I be more satisfied in if I were only earning an entry-level salary?" Industry Demand Both business development and business operations manager roles apply to any industry; however, some industries will be harder to fill. Industries like technology and software are often hiring for business operations and development roles and are more likely to employ entry-level roles as well. Startups or new businesses will also likely be hiring for business operations and development roles but will often require more experienced professionals. Conclusion Overall, business development and business operations professionals help businesses succeed through process optimization. The key difference is that business development is related to the company's growth through improving market reach and sales through expansion to new markets, cost reduction, and improving alliances between external collaborators and stakeholders. Business operations involve optimizing an organization's strategy or processes and maximizing the operational efficiency of teams. Business operations management involves evaluating and adjusting workflows and processes so that teams effectively achieve internal business goals. Business operations and development careers are fulfilling, engaging, and complex and allow you to work across any industry. If you are considering a career in either, reflect on the requirements of each role and align it with your strengths and goals. If you want to learn more about careers in business development or operations and get free career advice, check out Cake for more!Cake provides a free resume maker and a portfolio builder that provides hundreds of resume templates (free download) and various job resume examples to help showcase the best you. Landing your dream job will be a piece of cake! Create a free resume— Originally written by Bronte McNamara —