Work achievements - personal and professional. Blurry phrases in resume

Why is describing achievements and performance important?

• The labor market today is not in favor of the job seeker: there are few good vacancies, but there are many times more competent candidates. It is the results of work and achievements that help to stand out from the general flow.
• In most companies, employees are assigned the same tasks. Consequently, for different candidates in the resume, the description of duties is almost the same. The individuality of the resume is given precisely by the different results of work.
• It is possible to determine the level of competence of a particular candidate at the stage of reviewing a resume only by describing his work. And the achievements here are the best proof.

How to properly reflect achievements:

1. remember the KPIs (they are individual for each position) or the tasks set;
2. describe in active verbs: introduced, developed, initiated;
3. we make a logical connection between our actions and the results: implemented - it allowed;
4. we use numbers, preferably in comparison: it was - it is.

Let's take a look at examples for jobs with common KPIs.

Examples of achievements for positions where it is difficult to digitize work results.

"Give an example of your achievements"- This is one of the questions that are asked in a competency interview. This type of interview is a reliable and widely used method in recruiting, which makes it possible to check professional competence candidate for the successful completion of the job.

For those who have no experience with this type of interview, the main thing is to understand the basic concept:

In a behavioral interview, you should provide specific examples of successful application of skills and abilities from past work experience.

This type of interview is based on the fact that on the basis of the employee's past behavior in a given situation, it is possible to predict his future behavior in new job... And all the candidate needs to do is is to give convincing examples, which clearly demonstrate the required competencies specified in the job description.

The following competencies are most often explored:

• communicativeness
• teamwork
• initiative
• leadership
• problem solving skills
• analytical thinking
• stress resistance
• time management
• negotiation skills
• planning
• result orientation
• process orientation

For example, if the requirements of the job profile indicate that the candidate must be able to analyze, then the interviewer will definitely ask you to give an example of when you used this skill in your work and what results you achieved.

Competency questions begin with:

• Tell me about a time when you ...
• Give me an example ...
• What steps have you taken ...

Here are some examples of the most popular questions:

• Give an example of your accomplishments.
• Describe a time when you had to overcome a major obstacle in order to get results.
• Tell me about a time when it was necessary to combine several important projects.

Most often, candidates do not pay due attention to issues of competence. And in vain. After all, if you manage to pass and then fail the first behavioral question, you will still leave the interview empty-handed. Even if you have a great many years of experience labor activity, but without prepared examples, you will not be able to make a good impression and prove your competence. It is rather difficult to answer such a question, because in your daily activities you cannot single out or remember immediately without preparation something really worthwhile, which should be told to a potential employer.

Unfortunately, more often than not, it is the candidates who are less competent, but with good training, bypass more experienced employees. And so that this does not happen to you, it's time to remember everything and create a good story from your past work experience.

I recommend that you have at least three examples in stock for the competencies indicated in the vacancy in order to profitably highlight your strengths... The easiest way to effectively answer any question in a behavioral interview is to prepare three prime examples of your greatest accomplishments. Remember the most interesting projects, difficult tasks, problem situations. If you have little experience, then you can use examples during your studies or internship.

As always, we will use the STAR method as the basis for the story, which will help you focus on key details and make your story structured, concise and memorable.

3. R — results

Formulate the results of your actions: what happened, what was done, what you learned. Finally, it is very important that your good STAR story always has a happy ending, like a fairy tale. The last part of your response should describe the positive results of your actions. The concrete results are always particularly impressive, for example: an increase in sales by 32%, a budget cut in half, etc. But you can also cite a positive outcome through emotional evaluation, especially from the boss or clients. This will be the best way to convince the interviewer that the story you are telling is real. For example: m oh client was very satisfied, my manager appreciated my contribution to the final result and praised my work, etc.

Sample answer:

When I presented the new and improved reporting to my manager, he was so impressed that he couldn't believe I had done it all myself in such a short period of time! I also received high marks from senior management and was included in the Talent Bank program at our company.

6 tips: How to answer the question: Give an example of your achievements "

1) Take enough time to remember a vivid example from past work or school experiences. Pick an example that truly shows multiple competencies and personality traits.

2) Listen carefully to the questions and if you do not understand - do not rush to answer, but ask to explain to you. This is better than answering the question in a completely different direction and giving inappropriate examples.

3) Be prepared for clarifying questions as the interviewer will want more information from you and check if your answers are authentic. Here are examples of such questions:

• Tell me why you did it this way
• Explain how you achieved this.
• What do you think - it could be done differently

4) Be specific. Do not try to answer with general wording that does not say anything about you. For instance: " I consider myself to be a very responsible and organized employee, as I always achieve high results and fulfill the assigned tasks on time. " Thus, you do not answer the question posed. You can count whatever you want, but you are required to give a real example from your past experience to prove your point.

One of the problematic points for applicants is the "Achievements" column. You should not listen to the attitude laid down from childhood that boasting is not good, this is not the case. Better see examples professional achievements in the resume and build on them, focusing on your personal experience.

Possible options

It is almost impossible to find a sample of achievements, but there are basic points that you can focus on when filling out the indicated column. For example, for the trade sphere, the following wording is suitable:

• increased sales in excess of the established norm by 15% over the last six months as a salesperson;
• kept all the main clients during the crisis period;
• ensured the expansion of the sales market through the development of a network of branches in regional centers, which contributed to an increase in the company's profit by 11%;
• won back niches previously occupied by competitors in large retail chains having increased sales by 1.3 times;
• developed a new tactics for finding buyers, which allowed attracting more than 50 new customers during the year of operation, 6 of which are large;
• repeatedly, according to the results of organized surveys, he was one of the three leaders in the quality of customer service as a call center operator.

For people whose work is related to paperwork, accounting, planning, you can use the following example:

• successfully passed 3 tax audits in the position of chief accountant;
• accelerated the workflow at the enterprise by introducing and developing an electronic database together with the programming department;
• organized a successful transition of a large enterprise from version 1C: Accounting 7.7 to 8.3;
• found a discrepancy in the cost of production, due to which its price was overestimated and made the product uncompetitive, the correction of the error led to a revaluation of the cost and the resumption of sales;
• increased work efficiency planning department by 80% due to the introduction of automation of calculations, this made it possible to reduce the staff of economists by 2 times.

Specialists in the field of computer technology, depending on their specialization, can choose what to write from the following list:

• increased the efficiency of the company by improving the functioning of servers, thanks to which the number of emergency failures was reduced by 3 times;
• spent effective analysis technical support of the company and was able to reduce 20% of the funds allocated for the purchase of new equipment;
• the team under my leadership developed the company's online store and promoted it to the TOPs of search engines;
• created a program that allows you to optimize the workflow at the enterprise;
• provided the possibility of control, limited access to resources, the subject of which is not related to professional activities.

Competent wording

When listing your accomplishments, do not forget that they should not reflect your daily responsibilities, but exactly what goes beyond their boundaries. They should show that the specialist took the initiative or followed the direction of the supervisor that went beyond his previous experience.

When describing achievements, it is important to understand that potential employer should see the problem and your actions. The result obtained is also important.

For example, this wording can be traced in the following variations:

• implemented a satellite monitoring system sales agents, which made it possible to increase sales efficiency by 23% per year;
• trained new employees in 2 weeks in such a way that allowed them to immediately reach the sales level set in the company;
• conducted training on customer service, explained the main functions of the manager, thanks to which the number of purchased tourist tours increased by 18% compared to the same period last year;
• managing the delivery department was able to achieve a 2-fold reduction in the processing time of orders by introducing a logistics system and personnel training;
• organized and conducted a full-scale study of the market for fermented milk products in the city, which made it possible to introduce a new product;
• spent successful negotiations, thanks to which the supplier provided a discount, and the company was able to save more than 7% of the amount allocated for the installation of new software.

Such wording allows the future employer to see your achievements in work; for a resume, they should be formulated concisely and clearly.

Should I add merit to myself?

If you want to get a position, then keep in mind that employers are interested in recruiting professionals. If you have nothing to brag about, you are radically changing your field of activity or are finding a job for the first time, then it is better to skip this column altogether.

Please note that the recruiter is able to check any achievements, whether it be:

• increase in sales by 40% due to a change in the negotiation strategy;
• introduction of automation of accounting at retail outlets;
• development of new products for the position of technologist;
• introduction new system stimulation of labor, which increases the productivity of workers.

An employer is unlikely to want to hire someone who has attributed non-existent accomplishments on their resume, thereby increasing the likelihood of employment.

Blurry phrases in resume

The recruiter wants to see real achievements in the resume, and not general wording. There is a list of phrases which are best not to use. Among them:

• increasing the efficiency of the department;
• created a new department and adjusted its work from "0";
• conducted training for new employees;
• did his job well;
• for 4 years of work did not receive a single reprimand;
• ensuring the growth of sales in the established region;
• keeping records on the assigned area.

Such wording will not attract the personnel officer. They just make it clear that the person went to work and did the assigned tasks. These are not at all the achievements that can be indicated in the resume and which the employer should pay attention to. This column requires specifics with an indication of the implemented programs, the percentage of increase in sales, the number of attracted customers, the level of profit growth of the enterprise, which can be attributed to the list of your achievements.

Result: what do you want to get

The Result, the second part of your goal sheet, contains a list of what you want to get from a given candidate. For most of the positions for which we are looking for employees, this list will contain from three to eight items, depending on the degree of importance.

Take another look at the task description example. Notice the wording of the first paragraph: "Increase in turnover from $ 25 million to $ 50 million by the end of the third year." That is, the new VP of Sales will either be able to increase turnover to $ 50 million in three years, or not. Player A will be able to do this, players B and C will not. This is a completely definite result, and thanks to this property, it allows us to weed out unpromising candidates from the very beginning.

People do not like to lose, but in the same way they do not like being forced to withdraw from their homes and change one company for another, or even move to another city or country in the hope of achieving success. Raise the bar on expectations as high as possible - staying within reason, of course - and you'll get rid of Players B and C while engaging Player A with bold targets that challenge their talent.

The typical description will be of little use to you. official duties, since it usually talks about routine activities and mechanically lists that a person will do in this position (answering customer calls or selling a product). On the other hand, a goal sheet will become your blueprint for success precisely because it brings attention to results, more precisely to what must achieve your candidate (increase turnover from $ 25 million to $ 50 million in three years). Do you feel the difference?

The expected results are all the more easy to determine for trade, because here we either have a sold product or not.

Unfortunately, not for all types of activity, the results of success can be so easily translated into something as simple and objective as numbers. For example, the expected result for a marketing manager can be formulated as follows: “Plan and implement a new marketing campaign within three months from such and such a date. " For a web client coordinator, you can describe the outcome as an increase in website traffic and presence on popular forums. Subsequently, track whether the new marketer managed to carry out his campaign on time, and count the number of site visitors. Of course, these assessments will not be so easy for you, but over the years of work, our clients have managed to accumulate a lot of quite objective criteria, which are usually based on Feedback, allowing you to plan a new budget on time.

Curiously, all these measures are equally beneficial to the hired candidate. A person already understands by what parameters he will be assessed. Does he know what? it is his boss and the company as a whole who consider it important to his position. And instead of guesswork and uncertainty about how to do better, and attempts to fight on ten fronts at once, he immediately gets a clear campaign plan. And this does not in the least narrow his possibilities - on the contrary, he gets additional freedom of maneuver.