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Powerful Personal Trainer Resume Example – Freesumes






Powerful Personal Trainer Resume Example – Freesumes





















How to Cancel an Interview: A Quick Guide – Freesumes






How to Cancel an Interview: A Quick Guide – Freesumes





















8 Definitive Signs You Are Being Sabotaged at Work – Freesumes

Few things feel worse than the realization that you are being sabotaged at work. What makes this experience particularly awful is that your reputation and professionalism may have already suffered before you figure things out. Also, unless you have serious proof, any claim you make about being sabotaged may be dismissed as paranoia or failure to be accountable for your work performance. 

It’s a tough position to be in, but a solvable one. The key to addressing the issue is learning to spot the wrongdoing early on and developing a coping mechanism. 

How Can You Tell if Someone is Sabotaging You?

It can be difficult to tell if someone is sabotaging you. A mistake that appears for something you have double-checked is a sign of sabotage at work. Also, be wary of someone who always seems to be present when things go wrong for you, especially if they benefit from your failures.

8 Signs You Are Being Sabotaged at Work

At-work sabotage is more common than you think, especially in managerial positions.  A recent survey by Propeller Research found that managers are two times more likely to sabotage another manager — in most cases to improve their own reputation. 

Backbiting is more common among people in positions of power (14% for employees and 26% for managers). Managers were more likely to take credit for others’ work: 16% of managers would steal ideas while only 5% of employees would do the same. 

The same survey also showed that men were more likely to commit sabotage just before a performance review. In fact, they were four times more likely. However, to put that in perspective. Men were at 8% while women were at 2%. 11% of men also admitted that they had blamed others for mistakes they had made.

Though sabotage is one of the strong signs of a toxic work environment, upper management and HR don’t always deal with such behaviors, especially when such actions take place on peer levels. 

4 Signs You Are Being Sabotaged by Coworkers

Your manager may be statistically more likely to stab you in the back, but that doesn’t mean you aren’t at risk from your coworkers. Here are four signs that someone you work with is actively trying to make you look bad.

1. You Are Being Treated Differently

Have you noticed that there’s a disparity in the way you are treated compared to your coworkers? For example, they may be praised for their work on a project while your contributions are ignored. Another common situation is that your coworkers are given opportunities to learn and advance while you are not. Yet when you ask for a promotion, your requests are overlooked.  

2. You Always Get Tasks No One Else Wants

Getting a disproportionally bigger or undesired workload could be a sign of coworker sabotage. Don’t play into this by accepting the most unpleasant tasks without any discussion. 

3. Coworkers Snitch or Lie on You

In most workplaces, there tends to be a level of cooperation among coworkers. They don’t tattle on one another over little things. They certainly don’t run to management with lies to get each other into trouble. If this isn’t the case where you work, someone could be trying to sabotage you.

4. You’re Being Excluded From Social Conversations

Do your coworkers clam up when you enter the breakroom? Are you no longer invited to work happy hours? Have you been removed from private chat groups? You are being shut out and that could mean other workers are discussing how to sabotage you.

4 Signs You Are Being Sabotaged at Work by Your Boss

Why would your boss sabotage you? One common reason is that they are trying to come up with a “cause” to fire you. They may also be trying to create a toxic work environment that leads you to hand in a resignation letter. Some managers will sabotage you if you are perceived as a threat. 

Here are four signs that the management might be eager to undermine you. 

1. You Are Excluded From Important Meetings or Projects

Your boss decides who gets to sit in on important meetings and attend other group events. If you are cut out, they may be trying to prevent you from advancing in your career or withhold information that could help you succeed in your role. That’s plain bad. 

2. You Aren’t  Being Trained

First, you don’t get the training you need to do your job effectively. After a poor performance in untrained areas, you are reprimanded. This is classic sabotage that often leads to disciplinary reports and negative feedback during performance reviews. 

3. Other People Get Credit For Your Work

You put hours of overtime into a project. Then, in an all-staff meeting, your boss comments on the successful effort by thanking everybody but you. That’s a sign that they are actively trying to undermine you. By taking credit, they make it difficult for you to seek advancement opportunities or earn performance-related perks.

4. You’re Suddenly Stripped of Certain Responsibilities

Losing responsibilities could be a sign that your time with your current employer is limited. Your boss may be trying to show that you aren’t a valuable member of the team. They may also be attempting to imply that you aren’t capable of handling those responsibilities. In either case, don’t let this turn into an unwelcome demotion

What to Do When Someone is Sabotaging You at Work?

Start by documenting everything. Get all assignments in writing. Confirm any sort of disciplinary action or correction by email. BCC yourself in correspondence, but don’t include any proprietary information. Report to HR, if you have evidence. But, remember that HR is there to protect the interests of the company, but now always yours. You will need all of the information you have to defend yourself or take legal action if you are wrongfully dismissed.

Author

  • Elena runs content operations at Freesumes since 2017. She works closely with copywriters, designers, and invited career experts to ensure that all content meets our highest editorial standards. Up to date, she wrote over 200 career-related pieces around resume writing, career advice… more

What is a Retention Bonus and How to Negotiate One? – Freesumes

Talent shortages across industries are as acute as ever. Everyone from top-performing startups to government agencies is struggling to find enough “helping hands” to keep the business running. Some 5.5 million job openings remain unfulfilled as of April 2022. 

So employers are going to great lengths to hold onto their best people. Because of this, retention bonuses are once again gaining traction. 

What is a Retention Bonus?

A retention bonus is a one-time sum, paid to an employee who agrees to stay with the organization for a period of time. According to a Bureau of Labor Statistics survey, 48% of workers stated that a bonus like this would motivate them to stay with their current employer. 

Retention bonuses also include cash rewards that are connected to time in service or other related milestones. Bureau of Labor Statistics also notes that 57% of companies have offered retention bonuses last year — and 30% have increased the dollar amount of their bonuses.

Yet, despite the overall increase, only 28% of companies have created formal criteria or guidelines for retention bonuses. The vast majority are leaving this up to the discretion of managers. What this means for employees is that you might be offered a retention bonus (or may get overlooked) unless you are being somewhat vocal with your demands. 

Is a Retention Bonus The Same as Severance Pay?

No, a retention bonus isn’t the same as severance pay. Severance is paid to compensate a worker after they are terminated early from their position. Retention bonuses are paid to employees to get them to stay.

However, retention bonuses may be offered to employees who are about to lose their job. 

This may happen when:

  • Your original position was eliminated, but the organization needs you to stay during a transitional phase or shift to a new role. 
  • You are being replaced, but the employer offers a retention bonus to stay long enough to offer training or disseminate the knowledge they have.

The important distinction is that a retention bonus obligates the employee to stay, but severance pay does not.

3 Retention Bonus Examples

Because of the ongoing talent crunch, employers are actively refreshing their retention policies. Here are three examples of retention bonuses now being offered by larger corporations. 

Microsoft

In May 2022,  Microsoft CEO Satya Nadella announced that the company is “nearly doubling its global merit budget.” Most of that money would go towards one-time employee retention bonuses. 

“Merit budgets will vary by country, based on local market data, and the most meaningful increases will be focused where the market demands and on early to mid-career levels. We are also increasing Annual Stock ranges by at least 25% for all levels 67 and below,” – the CEO said. 

Apple

Apple is pulling out the stops to keep software engineers in-house and prevent them from accepting counteroffers from other major tech giants such as Facebook’s parent company, Meta, or Google’s parent company, Alphabet. 

As the New York Post reported, bonuses as high as $50,000 to $180,000 came in the form of restricted stock units. The issued stock grants take four years to fully vest, giving employees a reason to stay with the company.

Walmart

To survive the busy summer sales season, Walmart decided to extend cash incentives to some warehouse workers. On average, they received $1k retention bonuses over a four-week period that ended on August 13, 2021. Some were also given access to a program that increased their pay between one and five dollars per hour temporarily.

How Does a Retention Bonus Work?

The way that a retention bonus works can vary from one organization to another. Even within an organization, different employees may be offered retention bonuses that have different amounts and agreements. 

In general, however, there are three types of retention bonuses:

  • Short-term retention bonus agreement
  • Long-term retention bonus agreement
  • Company-wide retention bonus policy 

We illustrate each with quick examples. 

Short-Term Retention Bonus Agreement

An employee puts in their two-week notice and informs their boss of their decision to quit. In response, the organization offers them a $5K bonus to stay on for three additional months to give them time to hire and train a replacement.

Long-Term Employee Retention Bonus

As part of salary negotiations, a company agrees to hire a new CFO at a six-figure annual salary. In addition to this, they agree to pay a $200K retention bonus (as vested stocks) if the CFO stays with the company for four years. The retention will be divided into annual payments. However, there is a clawback provision if the employee quits before the four-year term has expired.

A clawback is a provision in a retention bonus agreement that allows the organization to collect bonus money they have paid out if the employee leaves before completing their retention obligation. This is more common with executives and other workers making higher salaries. 

Company-Wide Retention Bonus Policy 

A company agrees to pay all employees an annual bonus if they have been with the company for five, ten, or twenty years. The amount of the bonus is prorated based on the person’s seniority level and performance scores.  

Is a Retention Bonus Better Than a Salary Increase?

Whether a bonus is better than a salary increase really depends on the math and the trustworthiness of an employer. Both a raise and a bonus are taxable. A salary boost increases your pay over time. A bonus gives you an immediate influx of cash, which can also be helpful. You should also consider that a company that pays a retention bonus, may not be willing to offer an annual salary increase in addition to that.

When Should I Ask For a Retention Bonus?

OK, but what if the rumor has it that others are getting offered a retention bonus and you are not? In this case, it may be worth asking directly.

Here are cases when asking for a retention bonus is appropriate: 

  • As part of your annual salary review or negotiations
  • If you learn that new hires are being offered sign-on bonuses or high salaries
  • When average market compensation for people in your role goes up 
  • Your employment conditions will change or be eliminated as a result of an organizational change
  • You have a counteroffer at hand from another company 

If either of the above is true, get prepared for negotiations. 

How to Negotiate a Retention Bonus

Most organizations give retention bonuses at management’s discretion.  So your direct manager probably has a lot of decision-making power on this. This leaves room for negotiation. Here are some great tips for framing the conversation. 

Ask For a Meeting

Don’t hesitate to request a meeting with the person who is qualified to make a retention offer. The meeting is your opportunity to present your case. Similar to salary negotiations, you should come prepared to talk about — your performance and recent accomplishments, paired with reasons why you’d like to get a retention bonus. 

Remain Flexible and Reasonable

Take time to listen to the offer you receive, and give it fair consideration. Counter that offer, if you aren’t satisfied. But, expect them to counter as well. Don’t dismiss a reasonable offer out of hand, just because it isn’t 100% of what you want.

Ask to Review The Offer in Writing

This isn’t the time for loosely defined agreements. You need the retention offer in writing along with all applicable terms. If they aren’t willing to formalize things in writing, be skeptical. Also, you need a written offer if you plan to enter into any kind of negotiation.

Be Wary of Vague or Unclear Language

Read the terms and conditions of the retention offer very carefully. Look for legalese or language that could potentially be used to deny your payment. Be suspicious of phrases like:

  • At our discretion
  • Active employment
  • Other special conditions

These could indicate limitations to your ability to collect the bonus.

Also, some retention agreements are very short-term. For example, being asked to stay an extra month or two to train a replacement. However, other agreements may require that you stay for years, and involve very significant amounts of money. There may also be clawback provisions. When this is the case, don’t make a rash decision. Give yourself plenty of time to review the agreement. Get feedback from people you trust, and don’t be pressured into making a decision.

Be Prepared to Say No

There are many occasions where the value of moving on to another opportunity simply exceeds any retention bonus. Additionally, it may not be worth staying in a toxic workplace for a relatively small bonus that may not change your financial situation.

Final Thoughts: Should I Accept a Retention Bonus?

There are many things to consider before you say yes to a retention bonus. First, is the money worth you turning down other opportunities? What about your marketability? Will your skillset remain relevant in the future? For example, you may be able to travel extensively now, but wish to settle down in a few years. There’s also balancing the value of a bonus with potential downsides including your mental well-being, advancement opportunities missed, and delaying an important career move.

Of course, you should consider the positives as well. Accepting a retention bonus could provide you with a quick infusion of needed cash. There’s also the career goodwill you might create by sticking around to help your employer. This is important for future referrals and recommendations.

Author

  • Elena runs content operations at Freesumes since 2017. She works closely with copywriters, designers, and invited career experts to ensure that all content meets our highest editorial standards. Up to date, she wrote over 200 career-related pieces around resume writing, career advice… more

Assistant Producer Cover Letter Example – Freesumes






Assistant Producer Cover Letter Example – Freesumes
















Should You Accept a Counteroffer? Here’s How To Decide – Freesumes

You’ve been interviewing for a job, and finally, got the perfect offer. You gladly accept it and submit your resignation letter to your boss and HR. Then a few days later, your boss wants to meet. They tell you that you are an asset to the team and they don’t want to see you go. After some back and forth, they throw out a counteroffer that’s hard to resist. 

Now what: should you accept a counteroffer or move on to the new company? This post will help you figure out the best course of action. 

Should You Accept a Counteroffer?

The decision to accept a counteroffer from your current employer is yours to make. But you might understand the pros and cons of doing so. On the pro side, you get to keep your old (and hopefully, loved) job and a bigger paycheck. On the con side, if money weren’t the only reason for leaving, you’ll likely get back to interviewing within a year or so. 

Counteroffers are an old tick in employers’ books. However, they are happening more frequently now. The job market in 2022 is challenging. More than 80% of companies report that they are struggling with staffing issues. By offering existing employees a counteroffer they may avoid the costs of recruiting, hiring, and onboarding — and the company won’t stay understaffed. 

There is some data to back this up. For example, if you accept a counteroffer there is a 52% chance that you will remain with the organization for at least another year. Yet, only 8% of employees stay longer than 3 years after accepting a counteroffer. This data pretty much aligns with another study showing that 50% of workers accepting a counteroffer will leave within a year.

For employers, counteroffers are a bit of a gamble. Yet, they are increasingly popular. For the most part, 50% of workers will receive a counteroffer from their employer. It usually comes within a few days of giving notice.

Big Tech firms, in particular, have a reputation for dishing counteroffers (primarily because they can afford to). But Google, for example, now requires bargaining employees to show proof of the new job offer before countering the proposed pay. 

When Should You Accept a Counteroffer?

So you’ve been tempted with a counteroffer. Here are some good reasons why you should seriously consider accepting it: 

  • Your decision to leave was money-driven and you otherwise enjoy your job. You’ve gone job searching because you’ve wanted a pay raise (or just wondered how other companies evaluate your skills) and negotiated a better salary during that job interview. If your current employer can match the offer and make you happy, consider accepting it. 
  • You don’t want to relocate. Relocating is expensive and stressful. Plus, your partner might need to look for a new job too. If a counteroffer allows you to stay where you are, consider it.
  • The counteroffer includes a promotion. Your employer not just offers more money, but some advancements up the career ladder. That’s a pretty good option. 
  • Your employer agrees to address workplace issues. If you wanted to leave because of a workplace conflict or some management issues, but a counteroffer comes with a reassignment to another team, it may be worth the gamble.

That said: you should only accept a counteroffer if it came in writing. Be wary of employers that make loud promises, but fail to follow up with a written counteroffer, clearly outlining all the terms and conditions for accepting it. 

Why You Shouldn’t Accept a Counteroffer

Accepting a counteroffer may also end up not being the best career decision. 

Staying with your current employer means missing out on an opportunity for career growth. Plus this decision can taint your professional reputation. Your current employer will know that you are easy to “buy back” — and this might create a not-so-pleasant workplace dynamic. 

Career coach Caroline Ceniza-Levine says that: 

“While in some industries, like academia, it may be common to accept counteroffers, in most it is not. There is just too much of a risk that you’re getting back into a company that clearly only makes a move if they are ready to lose someone.”

Generally, some 40% of senior executives and HR professionals agree that accepting a counteroffer can negatively impact the candidate’s career path. 

So before you say “yes”, think about these points. 

Counteroffers Are Often a Stalling Measure

You’ve told your boss that you’re quitting and this news caught them off-guard. They don’t have a replacement lined up and don’t want to deal with the loss of an employee right away. So they make a counteroffer to keep you in place for the time being. Then begin leisurely searching for a replacement behind your back. 

In some cases, accepting a counteroffer may result in you being let go just a few months later (because your loyalty has been questioned). But you have already missed your opportunity to move on to a better job and have to start all over.

Counteroffers Don’t Address Underlying Issues

A counteroffer is usually about money. Sometimes benefits or better hours are added to the equation. While it is tempting to stay because of better pay, seriously consider why you wanted to move on in the first place.

At the same time, the salary bump may not end up being as significant as you think. Between the rising inflation rates and lifestyle creep, even significant pay can become fairly meaningless.

So ask yourself again, if this sum really warrants your tolerance of: 

  • Toxic management 
  • Poor training
  • Long working hours 
  • Stress and overwork

You might also wonder why money issues are only addressed when you threaten to leave. 

In most cases, that’s because an employer is more likely to throw money at you than to address serious workplace issues. Keep in mind that even though the counteroffer is significant to you, it may not be to your employer as they are already skimping on regular salary reviews. 

Your Career Growth Could Stall

Even though you are given more money to stay, your loyalty may be in question. Your boss may see you as a risk for leaving the organization. Because of this, they could be hesitant to promote you or offer you any sort of growth opportunity. From their point of view, investing in your professional development could be risky.

If your counteroffer doesn’t include serious conversations about your career goals or professional development, proceed with caution. You could be ahead of the game in the short term but experience long-term career stagnation.

Also, your pay could also be locked into place for quite a long time after you’ve accepted a counteroffer. 

Your Loyalty Could Be Questioned

Will accepting a counteroffer change your boss’ view of you? This may not be extremely common, but it does happen. 

You just indicated your willingness to leave the team. This could lead to resentment and distrust amongst your boss and coworkers. In a workplace where loyalty and teamwork are key, that could make a big difference.

So Should You Accept a Counteroffer From Your Current Employer or Not?

The short answer is – it depends. First, have you accepted the new job offer, or are you just considering it? If you have accepted it and now want to back out, things get a little dicey. Going back on your word can damage your professional reputation. You will be seen as someone who can’t be trusted to stand by professional agreements. In that case, you should probably reject the counteroffer with a polite explanation. Should you want to entertain a counteroffer, speak with your current employer before you say “yes” to a new job offer. 

Ask yourself what will happen if you accept the counteroffer. Will the problems you had with your current job be solved? Will you gain more in the long term if you leave? Do you trust your current employer to address the concerns you’ve voiced? How will each decision help you reach your goals? 

Take the time to mull over the above questions and then make the final decision.

Author

  • Elena runs content operations at Freesumes since 2017. She works closely with copywriters, designers, and invited career experts to ensure that all content meets our highest editorial standards. Up to date, she wrote over 200 career-related pieces around resume writing, career advice… more

Brand Manager Cover Letter Example (+Writing Tips) – Freesumes

Brand management is an exciting and ever-evolving career field. Though it has evolved a lot over the past several years. Brand managers today not only need to have top-notch creative skills, but they also need to be comfortable with digital brand analytics tools and multi-touch point brand experience design. 

At the same time, brand managers need to have strong interpersonal skills as they are working with a variety of teams — Sales, Product Development, Marketing, and even Customer Support. 

Packing such as wide skillset into a one-page cover letter is no small task. To help you out, we’ve created a sample brand manager cover letter you can use as a reference for writing (and sneaked in some extra writing tips!). 

Brand Manager Cover Letter Sample (Word)

Download example (.docx)

Cover Letter for Brand Manager (Plain Text)

Hi Cava team,

Do you know how Cava craft beers could get a bigger market share in California? By targeting an overlooked secondary audience — Millennial women under 25. I took the liberty to analyze Cava’s marketing campaigns over 2020-21 and figured out that none directly spoke to women. Beer Academy survey data notes that male-oriented advertising pushes as many as 30% of women away from purchasing beers. So how about we challenge that together?

I’m Neveah Jones, a CPG brand marketer of 15 years. During my tenure with Pepsi Co, Almeca Wines, and BrewDog, I’ve launched over 80 brand marketing campaigns for beverages across TV, OOH, and social channels. You might “know me” from the BrewDog “Advert” cross-channel campaign in 2019 (which you either loved or hated), but it did work for us leading to a 15% lift in brand reconsideration.  

Apart from guiding in-house creative teams, I also have significant experience in collaborating with agencies and video production firms: 85% of the projects I’ve managed were delivered on budget. Prior to transitioning to in-house brand management, I served as an Account Executive with Palm Springs Ad agency for 3 years. This role has helped me develop strong interpersonal and negotiation skills. Plus, being an “insider” now helps me better talk to agency partners. 

So how about we make Cave craft beers then next-go to drink for Millenial women in Cali? I look forward to sharing more of my ideas during an interview.

Let’s talk. 

(No, really).

Regards,
Neveah Jones.

Cover Letter Writing Tips for Brand Managers 

Brand managers don’t need to be reminded twice about the importance of making the right impression. But marketing products isn’t the same as marketing yourself.

So if you’ve hit a bit of a roadblock with your cover letter writing (even after reading the above sample), try this:

  1. Build a cover letter outline first, mapping the key sections 
  2. Add some of your biggest “bragging rights” and accomplishments
  3. Punch up your cover letter opening with an elevator pitch
  4. Review, edit, and submit! 

And here are some extra tips to apply as you work on your draft. 

Don’t Be Generic – Be Special 

Generic cover letters don’t work for most job applications. They are instantly seen as “lazy” and do nothing to get you close to landing an interview. 

Your goal is to be specific. Do some research about the company’s brand. Then pitch them with a new brand marketing idea like the letter above boldly does. Alternatively, you can point out some shortcomings in the product or issues in other areas of their brand experience.

Show that you did some in-depth research and are ready to get into action if hired! 

Highlight your Successes

Proving brand performance is tough, but not impossible. Show that you aren’t just a creative person, but actually have a “method behind your madness” by sharing some quantifiable wins and results. You can talk about specific campaign results in terms of improved aided brand recall, increased brand awareness rates, or other types of brand tracking metrics.  

Showcasing specific successes in your cover letter gives you an upper hand over candidates who struggle to relay the value of their work in concrete terms. 

Use a Strong Introduction

You want your cover letters to be subtle, but at the same time, you want to keep your audience, the hiring manager, engaged.

Instead of a trite “thanks for considering me” line open your cover letter with a stronger statement:

  • Highlight your major career accomplishment (with some numbers)
  • Show your passion for the brand, industry, or profession in general 
  • Drop a name the reader might know (shared connection, popular brand you’ve worked with, etc) 
  • Dish out some flattery and admiration for the company 

Learn more about writing the perfect cover letter opening line

Final Tip: Finish Bold Too 

A powerful cover letter closing statement is as important as a strong introduction. Don’t be meek here. Instead, pitch the next action — meeting up to talk more. 

Also, you can show a bit of your creativity with some cheeky world play (after all, you are a brand manager). For example, a person writing a cover letter for a Job at Lego might end their letter with “I look forward to building more with you”. Strategize if you could somehow reference a brand slogan or some catchphrase/word in your closing paragraph for that final hook.

Author

  • Elena runs content operations at Freesumes since 2017. She works closely with copywriters, designers, and invited career experts to ensure that all content meets our highest editorial standards. Up to date, she wrote over 200 career-related pieces around resume writing, career advice… more

How to Reschedule an Interview: A Quick Guide – Freesumes

Car troubles, family emergencies, traffic hang-ups, illness – everyone has a reason why they can’t make it to an appointment or another obligation. Normally, it’s no big deal. You just reschedule the thing. 

But, what happens when you need to reschedule an interview? Ooof! That can feel like a big deal. You don’t want to miss a potential job opportunity or seem unprofessional. 

But, don’t worry, this is a common situation. The best way to navigate your way around rescheduling an interview is to be polite and apologetic but also remain positive. This post shows how to reschedule an interview without burning any bridges or tainting your reputation. 

Is it Bad to Reschedule an Interview?

No, it’s not bad to reschedule a job interview. A reasonable employer should understand your need for an alternative time slot. The important thing is to communicate your request the right way. As long as you give reasonable notice and have a sound reason for rescheduling you will be fine. 

For example, canceling at the last minute because a friend invited you to lunch is a bad idea. So is double booking an interview or oversleeping.  Running a fever is a good reason to ask to reschedule. 

Yes, you may run into a recruiter who simply refuses to be flexible or understanding. Although, in that case, you may have saved yourself from taking a job with someone who lacks empathy or realistic expectations.

7 Good Reasons to Reschedule an Interview

Here are five acceptable reasons to reschedule a job interview:

  1. You are ill or injured
  2. Family crisis
  3. An urgency at your current job
  4. Change in working hours 
  5. Poor weather conditions  
  6. Death in the family
  7. You’ve got another job offer already 

What about car troubles or commute issues? This is a bit complicated. The hiring manager may question why you couldn’t make transportation arrangements in time to go to the interview. It may also be problematic if part of the requirements for the job is that you have a personal vehicle. 

Jo Cresswell, a Career Expert at Glassdoor, put it this way in an interview

“Employers are human and understand that employees – and candidates – have lives outside of the workplace which may bring unique priorities and sometimes challenges. [However],  if you have difficulties getting to the office for the interview, for example, perhaps offer a video interview in its place. If you are having an issue finding childcare, it’s not unheard of for forward-looking companies to welcome children into the office. Be authentic and be genuine in your requests.”

Generally, emergencies and obligations are good reasons to reschedule an interview. Poor planning and time management are not. 

How to Reschedule an Interview in 4 Quick Steps

It can be pretty nerve-wracking to reschedule an interview. You may be worried that you will be rejected as an applicant altogether or viewed as flaky and irresponsible. 

Don’t worry too much. Most recruiters realize that life gets in the way and act reasonably regarding the issue. 

Still, it can help to have a “game plan”. So, relax and just follow the four steps below to reschedule your interview.

1. Give Advanced Notice

Contact the interviewer as soon as you know you can’t come. Advance notice is the most considerate and professional thing to do. Also, your chances of rescheduling go up when you give the company plenty of heads up. 

So how soon should you notify the employer? That depends. An injury or illness can come last moment. So you might need to cancel the interview on the same day. However, you should know about other circumstances with a little more advanced notice. Do the employer a courtesy of informing them ASAP e.g. two-three days before the planned date. 

2. State Your Reason For Rescheduling

Let the hiring manager know why you need to reschedule. When you do this, be straightforward, brief, and keep the details to a minimum. Don’t overshare or elaborate too much. That has the potential to create an uncomfortable or awkward situation.

Remember: Oversharing can also put the hiring team in a difficult position. Does your reason for rescheduling reveal your family status, religion, age, or any other protected status? This can happen more easily than you realize. For example, if you tell them you have to reschedule because your child is sick, you have revealed information that interviewers don’t need to know. Why? Because it could lead to potential accusations of discrimination later on.

Handle things discreetly. Use general information when referring to anything personal. For example, “We are passing an upper respiratory infection around the house, and I am afraid it could be contagious.”

3. Suggest an Alternative Date

While it is up to the interviewer if and when to reschedule, only you know your availability. Suggest an alternative date and time. This indicates your availability and interest in the position. 

If you prefer, you can give a range of availability. This allows the hiring manager to review their own schedule and fit you into the next opening. 

4. Be Professional and Respectful

The unfortunate truth is that your rescheduling may cause some inconvenience. Let the interviewer know that you regret putting them out. Express hope that you haven’t caused them too much of an issue. That’s professionalism.

However, it isn’t necessary to fall all over yourself apologizing. You are making a reasonable request and possibly creating a small inconvenience. Don’t feel too terribly guilty. Remember that you are still a great candidate.

What if The Company Refuses to Reschedule an Interview? 

The truth is that some employers take a hard line on this, and they won’t reschedule as a matter of policy. Others may simply have too many other applicants to fit you in again. That’s disappointing, but still something you need to handle professionally. Don’t burn bridges. Thank them for considering you, and express interest in meeting again in the future.

Pro tip: Ask the recruiter to keep a copy of your resume and add it to their internal pool of candidates for future job openings.  

Sample Email to Reschedule an Interview

Ready to hit send, but not sure how to frame your request? Here’s a quick sample to use as a reference. 

Subject: Interview Rescheduling Request

Hello [Recipient], 

I know we had an interview scheduled for tomorrow afternoon, and I was really looking forward to it. Unfortunately, I’ve come down with a chest cold. It’s fairly minor, but I don’t want to risk being contagious.

I sincerely apologize if this inconveniences you in any way. I am still very interested in this position and learning more about the ACES industries. My schedule is open every afternoon (12 pm-2 pm) next week. How would Thursday work for you?

Thank you again for your understanding,

Annette Blankenship

Rescheduling an Interview by Phone

You may prefer to contact the interviewer by phone if your request is last-moment. After all, not everyone checks their email every hour, so your email might not be seen before the planned appointment date. 

If they answer their phone, get right to the point. Let them know who you are and why you are calling. Apologize sincerely and offer to reschedule at their convenience.

Are you leaving a message? Here is a sample script.

“Hello [interviewer]. It’s [your name] calling about my interview this afternoon. Unfortunately, there has been a family emergency. I will need to reschedule. I am so sorry for the inconvenience. Would you be available to meet on Friday instead? I’m very interested in this position, and would still love to talk to you. Thank you for being so understanding.”

Final Thoughts

Attending your interview on time and being prepared is the best way to demonstrate your sincere interest in the job. It also proves you are ultra-professional, punctual, and reliable.  

Unfortunately, you can be the most “together” applicant there is. Life still happens. Sometimes that means unforeseen circumstances cause you to need to reschedule. 

When that happens, start with a gut check. Do you have a good reason to reschedule? Should you work harder to figure things out? For example, can you take a bus or get a ride from a friend? What about leaving earlier or finding a sitter to take care of a sick child?

Once you have given things careful consideration, it’s time to decide. If you truly have to reschedule, don’t feel bad. Instead, follow the tips above to ensure the best possible outcomes.

Author

  • Elena runs content operations at Freesumes since 2017. She works closely with copywriters, designers, and invited career experts to ensure that all content meets our highest editorial standards. Up to date, she wrote over 200 career-related pieces around resume writing, career advice… more

Compelling IT Manager Cover Letter and Writing Tips – Freesumes






Compelling IT Manager Cover Letter and Writing Tips – Freesumes
















Persuasive Paralegal Resume Example (+Writing Tips) – Freesumes

Paralegals provide an exceptionally valuable service to lawyers and their clients. They are often responsible for doing the leg work that leads to great outcomes in court. So it’s hardly surprising that the demand for paralegal professionals is projected to increase by 12% in the current decade

The rising demand also often translates to better pay and work perks. Gone are the days when paralegals were treated as mere “helpers” to “the real” legal staff. As the American Bar rightfully states:

Paralegals can be delegated any task normally performed by a lawyer, as long as the lawyer supervises the work, except those proscribed by law. [Respectively], the paralegal staff can be a profit center for your practice.

With more and more firms agreeing with the above sentiment, the timing couldn’t be better for job searchers. All that’s left for you is to create a persuasive paralegal resume and pair it with an equally eloquent cover letter

We’ll help you with the former. Check out this sample paralegal resume you can use as a reference, paired with some helpful writing tips.

Paralegal Resume Example (Word version)

Download example (.docx)

Plain Text Version

Professional Summary

Paralegal with nearly four years of experience in the criminal justice system. Strong commitment to achieving fair outcomes and advocating for disadvantaged communities that are often unfairly targeted by the legal system. Brings a wide range of legal (legal research, case preparation, petition drafting, client interviewing) and soft skills (active listener, high emotional intelligence, tactful negotiator) to the table.

Work History

Franklin County Public Defender’s Office
Associate Paralegal
September 2018 – Present

Worked as a paralegal on more than 450 cases in a four-year period. Responsible for ensuring that public defenders were prepared with accurate and up-to-date case information. Currently working as the sole paralegal team with an above-average track record in the areas of acquittals, dismissed cases, deferred adjudication, and mental health/substance treatment referrals.

Able to work cooperatively with private and state attorneys.

  • Conducting client interviews
  • Filing legal paperwork
  • Legal research
  • Writing proofreading and editing briefings
  • Reviewed plea agreements

Immigration Law Associates
Paralegal Intern
May – September 2018

As a bilingual individual, I was also able to provide translation services to Spanish-speaking migrants in need of help. I was also trained to take dispositions, prepare legal case documents, and draft petitions for employment-based immigration. 

  • Attended courtroom proceedings and depositions
  • Assisted attorneys and paralegals with recordkeeping
  • Observed client and witness interviews

Education

Columbus Community College
Paralegal Studies – Associate in Applied Science
June 2018
Dean’s List
President Association of Legal and Law Enforcement Professionals

Columbus Technology North
High School Diploma/Certified Office Worker
May 2014
Honor Roll

Memberships and Awards

  • Association of Paralegal Professionals – Gold Member
  • Tri-State Society For Legal Ethics – Associate Secretary/Treasurer
  • Columbus Chamber of Commerce
  • Paralegal of the Year – City of Columbus Lawyer’s Association 2020

How to Write a Paralegal Resume 

The above resume example showcases how a paralegal with limited work experience can build a compelling case for the employer. 

To help you write a similarly effective resume, we’ve lined up some extra tips.  

Mix Passion and Practicality

People often enter legal careers because they have a passion for law and justice. That’s wonderful, and you can reflect that in your resume. For example, you might talk about your passion for advocating for people who have been injured on the job or unfairly discriminated against because of their gender, age, or race. 

However, you should also pair such burning enthusiasm with some illustrations of how you are actually delivering value for the clients and the law firm. Always back “passion claims” with concrete examples of duties, accomplishments, or client outcomes. Speaking of which… 

Always Mention Accomplishments in Addition to Duties

Your duties are the things you do as part of your job on a daily basis. Your accomplishments are the admirable things you achieve as a result of doing your job well. Keep this in mind as you discuss your work history.

For example, it’s important to discuss what you do each day. You might mention that you regularly review case evidence and depositions. At the same time, you should also include how this has led you to find outcome-changing information in nearly half of the cases you’ve worked on. The easiest way to present your work through the lens of outcomes and accomplishments is by using strong verbs

Associations Are Important

It’s not just what you know. It’s who you know! This is certainly true in the legal field. Networking is key, and so is your reputation. No, your resume has no place to name drop. However, you should include any memberships that you have in community or law-related organizations. This can give you some extra points from the employer. 

Show Your Career Growth

The real point of a resume is to show how you have grown professionally over time. The education and work history sections of your resume should reflect this. For example, you might want to show increasing responsibilities over time and the evolution of your hard skills. 

Edit Carefully

Imagine filing a brief to be read by a judge, that’s full of spelling errors. Since this is a job that requires attention to detail and excellent writing skills, be sure to proofread and edit  your resume. Try using a spelling and grammar-checking app, then ask a friend or family member to read your resume out loud to you. This way you can not only catch some grammar goofs, but also get a better sense of how you come across as a professional. 

Final Tip: Format Carefully 

An attractive resume is going to stand out. It’s also more likely to be read than one that isn’t so nice looking. There’s also the matter of readability. A busy hiring manager will always give preference to someone who submits a document with easy-to-discern sections, subheadings, and other elements that make a resume easy to scan.

Author

  • Elena runs content operations at Freesumes since 2017. She works closely with copywriters, designers, and invited career experts to ensure that all content meets our highest editorial standards. Up to date, she wrote over 200 career-related pieces around resume writing, career advice… more