![]() Here are some questions to measure the scale of your achievements with: This data backs up your credibility and helps future employers see the value and expertise you can bring to their company. You can measure the scale of your success through different factors, like the number of people affected or the financial impact. How many times per day, week, or month did you work on this task?Īdding the scale of your achievements demonstrates the impact and reach of your work.(E.g.: Increased customer satisfaction rate within three months of employment at Company X.).Over what time did you work on the task?.(E.g.: Resolved a major client's technical issue in under 12 hours, exceeding the 48-hour expectation.). ![]() How long did it take you to complete the task?.Achieving something over a weekend is more significant than achieving the same thing over several months.Īdding a timeframe can also highlight your time management skills and ability to prioritize tasks, as well as set benchmarks for future performance.Īsk yourself these questions to figure out the timeframe of your achievements: The timeframe of your achievement provides the hiring manager with context. Whenever possible, each of your achievements should include: #1. The hiring manager has no way of knowing what the impact of your work was! This is why backing up your achievements with data is important. You could’ve improved sales by selling one extra product, or you could have lifted company revenue by 10%. In the first example, “significantly” doesn’t say much. Just add them in separate bullet points, the same way you would list your responsibilities. Listing accomplishments in your work experience section is the most common way to go. Ideally, your achievements should be mentioned in several sections across your resume. By also adding the short timeframe, the hiring manager can see you’re a top performer and might prefer you as a candidate. ![]() Saying you managed to hit KPIs is good, and exceeding them is even greater. You could have barely met your KPIs or outperformed the whole department, and the hiring manager will never know.īut the second example shows exactly what you bring to the table. If you worked in sales, it’s already pretty obvious you did sales, and it doesn’t specify how you contributed. The first example doesn’t say much about the candidate at all.
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