Where Those Who Sprint Go The Extra Mile
 » AgileCareers » CareersBlog » October 2016 » How to Write a Great Personal Statement

How to Write a Great Personal Statement

11 October 2016


by: Jaya Cherie

A personal statement, sometimes called a professional profile or career summary, is sort of like your elevator pitch. It should describe your best attributes and accomplishments in a few lines, and basically give the hiring manager a quick look at why your resume is worth their time.

“I tell people that it’s like painting a picture of how you fit into a company instead of leaving them to figure it out.”

However, she also notes that the best interview preparation doesn’t begin the day before the interview; it happens at every step of your job hunting process.

“Job seekers should focus on their achievements and show that they have the qualities required for a specific job, such as "increased annual profit by 20%" or "managed a $1.5 million budget,” she explains.

 Cherie also notes that this section should be adjusted for different positions and applications, because highlighting skills that aren’t relevant to the job in question may mean having the resume discarded.

Keep it brief

Your personal statement should be somewhere between 50 and 150 words, but the shorter the better. Don’t go into detailed descriptions about your experience or accomplishments; this section should be more like an appetizer than a main course.

Be specific

As always, it’s best to be as specific as possible and use concrete examples whenever you can. Don’t use vague expressions like “my skills,” tell them exactly which skills you are talking about.

Using bullet points can also be a good way to highlight specific talents and competencies, without going into lengthy descriptions about each one.

Include the three essentials:

1. Who you are

2. What you can offer

3. What your career goals are.

Start out by introducing yourself and giving a brief overview of your experience. For example, “As an experienced manager within the hotel industry, I have a proven track record of…”

Next, sell yourself and provide specific examples of what your accomplishments are. For example “During my time as hotel manager with Hilton, I supervised a team of 25, and…”

Finally, you can finish it off with a brief sentence about what your career goal is.

Be consistent

There is still some disagreement amongst career experts and hiring managers about whether job seekers should use first or third person when writing a resume.

Generally, both are acceptable, although first person tends to look more natural and personable. Whatever you choose to use, however, make sure you stick with it to the end, because shifting between tenses is confusing for the reader of your resume.

Use a few keywords

You should always try to include a few specific keywords that relate to the job you are applying for.

The job advertisement itself often contains some good examples of keywords you could include, but if you’re not sure, do some research on keywords that relate to that particular field or position.

Don’t try to stuff in too many keywords, though, or it will look awkward. Try reading your summary out loud a few times to get a feel for how it would sound to someone else.

This article was originally posted on Open Colleges by Jaye Cherie. 

 



Article Rating
Current rating: 0 (0 ratings)

Comments
Blog post currently doesn't have any comments.
 Security code

How To Bomb An Interview
Six Critical Questions Candidates Should Ask During an Interview
Agile for Recruiters Part 4
Agile for Recruiters Part 3
Agile for Recruiters Part 2
Agile for Recruiters, Part 1
Meaningful Careers and Growth (Agile HR – Q&A Series Part 4)
Interview Preparation – A Little Planning Goes a Long Way
Are Certifications Really Necessary?
Rethinking Reward and Recognition (Agile HR – Q&A Series Part 3)
Don’t Sabotage Your Hiring Process
Shifting to Iterative Performance Flow (Agile HR – Q&A Series Part 2)
Candidate Brand Management
Gamification of Talent Acquisition (Agile HR – Q&A Series Part 1)
In Agile, It’s Not Just Whom You Hire, But When You Hire Them
Q&A Series: Agile Leadership Webinar «Agile HR | People Operations»
Use Agile to Hire Agile - Part 2
Software Development Career Path - The Agilist Perspective
Why Attending an Online Career Fair is a No-Brainer for Employers
How to Write a Great Personal Statement
Use Agile to Hire Agile - Part 1
Five Ways Lean | Agile Enterprises Rock At Onboarding
Advice to New Graduates
First Impressions Count When Hiring Agile Talent
Want to Develop a Strong Talent Pipeline? Four Things to Consider
REAL AGILITY – SELF-ORGANIZING TEAM CREATION EVENT FOR LARGE-SCALE AGILE ENTERPRISES
Six Behaviors to Consider for an Agile Team
The State Of Agile Recruitment
Is an Agile Career Right For You? 7 Unique Qualities of Agile Work
Can the Scrum Master also be the Product Owner?
Agile is not Scrum
TIPS TO START AGILE IN A HOSTILE ENVIRONMENT
What Do You Look for in a Servant Leader or a Scrum Master?
Product Owners and Scrum Masters: Partners in Adversity
Six Behaviors to Consider for an Agile Team
What is Agile Leadership?
Six tips for hiring Agile people with Lena Bednarikova
How to Hire an Agile Coach
Six Tips for Interviewing Scrum Masters, Part 1
Who’s Who in Agile Teams?
Advice for Interviewing Scrum Masters
38 Scrum Master Interview Questions

February 2017(1)
January 2017(4)
December 2016(5)
November 2016(7)
October 2016(4)
September 2016(3)
August 2016(3)
July 2016(2)
June 2016(4)
May 2016 (3)
April 2016(1)
March 2016 (3)
February 2016(2)