Does Your Resume Use the Best Formatting?

PsychPros Blog

NEW ideas for job searching & hiring from PsychPros, Inc.




Many job seekers don’t realize this, but there’s more than one way to format a resume. Chances are, yours follows the standard reverse chronological presentation, but that’s not the only way to do it.

Tailoring your resume for each job you apply to is a must, and part of this includes choosing the format that presents you in the best manner possible. Several factors go into deciding which setup to use, so learn about the two main types.

Reverse Chronological Formatting

The traditional resume format, the reverse chronological presentation places a heavy emphasis on your work history. As implied, each job you’ve held since starting your career is listed, starting with your most recent position. This makes it easy for the reader to map your career progression, and see how you’ve grown and advanced since entering the workforce.

If you’ve followed a conventional career path, this format is typically your best choice. You’ll list the company name and location, your job title, dates of employment and main responsibilities associated with the position.

There’s several different ways to write a reverse chronological resume, but they typically include an objective, summary, and education portion, along with the experience section. You’ll want to tailor each segment to fit the job you’re applying for, because this will make it stand out from the others piled up on the hiring manager’s desk.

Functional Formatting

Sometimes a career path takes unexpected turns, which is where a functional format comes in. If you have gaps in your employment history, are new to the workforce, have changed jobs more than most people, or are trying to change careers, this type of presentation is your best option.

Rather than focusing on past employment, a functional format highlights your applicable skills and experience. Transferrable skills gained from unrelated jobs in other industries, volunteer work and other facets of life are brought to the forefront to show your fit for the job. It involves a lot of time and effort, but this should be tailored for each opportunity you apply to.

Of course, you can’t leave your work history off your resume entirely, but it’s located at the bottom of the page, under your qualifications. Give a brief snapshot of your previous jobs, including company name and location, the position you held, and your dates of employment.

The idea is by the time the reader gets to the bottom of the page, they’ll already be sold on your fit for the job. Therefore your lack of related work experience won’t seem as big of an issue as it would’ve in a chronological format. Work history is often viewed as the deciding factor governing your fit for the job, but this isn’t always fair. A functional resume allows you to shine as a nontraditional candidate.

Presenting yourself as the best person for the job is the key to success. If you would like to learn more about how we can help you find your next behavioral health position, contact us today at (513) 651-9500 or by email at info@psychpros.com.




Every company is impacted by turnover, but some are hit harder than others. More than just an inconvenience, losing staffers is expensive.

The average cost-per-hire is $4,129, according to the 2016 Human Capital Benchmarking Report published by the Society for Human Resource Management (SHRM). The report also revealed the average annual turnover rate is 19 percent and employees have an average tenure of eight years with each employer.

Beyond monetary expenses, there are also plenty of hidden costs associated with turnover. Look at a few other ways your company is impacted by employee departures.

Strain on Existing Employees

On average, it takes 42 days to fill an open position, according to the SHRM report. This means even if a staffer gives two weeks’ notice, it’s unlikely you’ll have their position filled prior to their last day on the job. Consequently, the rest of the team is forced to pick up the slack by dividing the person’s key tasks up and completing them on top of their existing workload. This can easily lead to burnout, because doing more than one job takes a toll quickly.

Decrease in Productivity

When working with a limited staff, it’s nearly impossible to reach capacity. Productivity will inevitably take a hit, because there’s only so much time in the day. Overloaded staffers must complete the most important responsibilities tied to open spots on the team, but they don’t have the knowledge or capacity to do it all. Therefore, some tasks will go untouched until the position is filled and even those completed might not be the same quality you’re used to, because those stepping in for the interim haven’t been properly trained.

Lost Knowledge and Relationships

During their tenure with your company, employees gain a certain amount of knowledge and expertise that can’t be duplicated. Even if they write detailed instructions explaining how to complete their tasks, the new person won’t have their years of experience to draw from. Along with that, your organization also loses relationships the person had with patients and vendors.

If external contacts really liked the former employee, they might follow them to their new employer. Even if they choose to stay with your company, issues will arise if they don’t connect with the new hire.

Missed Opportunities

Training a new employee takes a lot of time and energy. When managers and top performers are busy getting a new hire up to speed, they’re unable to fully focus on their own jobs. This can cause your company to miss out on business opportunities that could inflate your bottom line.

Diminished Morale

It doesn’t feel good to work for an employer that has a revolving door of talent. Company morale will plummet if your turnover rate is higher than average. This will cause people to feel ambivalent about their jobs and may inspire more employees to look for work elsewhere.

If your turnover rate is higher than you’d like, it’s time to start hiring better. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at info@psychpros.com.




If you dread going to work and spend each day in a perpetual state of boredom, it’s time to make a change. Many people devote several years — or even decades — to a certain field, before making the switch to something they’re truly passionate about.

Perhaps you chose the wrong career or maybe your interests have changed since you entered the workforce. Either way, you’re too talented to waste your time traveling down a career path you don’t want to be on. Learn how to switch gears to work you’re truly passionate about.

Take Inventory of Your Skills

Starting over in a new field might seem daunting, but you’re probably closer to a new career than you realize. Over the years, you’ve acquired a wealth of skills at various jobs, and many are likely transferrable.

Make a list of your skills so you know what you’re working with. When you’re finished, circle those you enjoy using the most and focus on jobs that involve this type of expertise.

Consider What Makes You Happy

A full-time job consumes at least 40 hours per week of your time, so it’s important to choose fulfilling work. Think about when you’re happiest, and allow this visual to guide your search for the right job and company culture. For example, if you’re most content when you’re working with people, you might thrive in a client-facing role at a company that measures success by customer satisfaction.

Explore Your Options

A career change is a big move, so take time to determine what you really want. Seek out volunteer roles like those you’re thinking about transitioning to so you can try them on for size.

Not just an option for college students, some companies might even allow you to complete an internship to see if a particular career is right for you. The last thing you want is to inadvertently steer yourself down the wrong path again, so give anything you’re remotely interested in a try.

Seek Guidance From a Mentor

Navigating a new career path on your own can be a challenge, so find a mentor who can help. Choose someone in the field you’d like to break into because they’ll have a wealth of relevant expertise you can benefit from. They can help you use your transferrable skills to find the best type of job to focus on. Starting in the right place is key, as this will serve as your base for future growth within the industry.

Your mentor may also be willing to share their contacts with you, allowing you to get an “in” with people who can help you get hired.

Don’t Fear the Unknown

Stepping out of your comfort zone is intimidating, but don’t allow anxiety about the future to hold you back. Breaking into a new career path will take a lot of hard work and energy, so be prepared to make some major changes. Feeling a bit anxious at first is completely normal, but you have to break through the unfamiliar to reinvent yourself in a brand new realm. When you’re settled and happy in a new field, you’ll be forever grateful you were brave enough to make this change.

If you would like to learn more about how we can help you find your next behavioral health position, contact us today at (513) 651-9500 or by email at info@psychpros.com.




Your staffing partner leads your company’s hiring activities, so having a tight bond is crucial. The closer your recruiter is to your organization, the better equipped they are to find the right person for every job on your team.

Like any relationship, you need to put time and effort into your staffing partnership. Learn how to establish a solid rapport that allows you to build the best team you’ve ever had.

Make Sure You Have the Right Partner

Take a step back and evaluate your staffing partner’s specialties — if they even have one. Review their client list and recent placements to determine if they’re the right fit for your organization. Many firms are willing to take on clients in every industry, recruiting candidates from entry to executive level, but this approach doesn’t typically garner amazing results.

The best staffing agencies find a niche and stick to it. This allows them to really know the industry and develop a candidate pool filled with top talent who fit your needs. So, if your healthcare company is currently partnered with a general recruiter, consider switching to a niche firm that’s better aligned with your needs.

Give Plenty of Feedback

Recruiters aren’t mind-readers. It’s important to share your thoughts throughout the hiring process, so they know what’s working and what isn’t. Provide as much detail as possible on the job you’re trying to fill, your company culture, the ideal candidate and your hiring timeline.

If you don’t give your honest opinion, there’s no way for your recruiter to know if they’re meeting your needs. Their goal is to please you, so provide them with the information needed to exceed your expectations.

Be Open to Advice

As hiring experts, recruiters know exactly what it takes to recruit and retain top talent. Allow them to share their expertise with you, because their tips can make your team stronger than ever. They can use their knowledge to help you overcome staffing obstacles hindering your company’s success. For example, you might learn your lengthy hiring process is turning candidates away.

Take any feedback your recruiter gives you seriously because they have a unique vantage point. Following their advice can mean making great hires, so don’t turn a blind eye to issues highlighted.

Stay In Touch

When you need to fill a position, you reach out to your recruiter, but that shouldn’t be the only time you’re in contact. Give your recruiter a call or meet them for coffee on a regular basis. This allows the two of you to connect and discuss the latest happenings at your company. When they’re in-the-know about projects and new initiatives coming down the pipeline, they can keep their eyes open for candidates who might meet your future needs. This will make it easier to fill openings when you’re ready to do so.

A close relationship with your staffing partner will improve the quality of your hires. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at info@psychpros.com.






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