What the In-Crowd Wont Tell You About Writing Summaries for Your Resume

What the In-Crowd Won't Tell You About Writing Summaries for Your Resume Type of Writing Summaries for Your Resume If you do choose to push ahead with a resume rundown articulation, make certain to deal with it as your own private feature reel. Your absolute first draft ought not be your last draft. To finish up, a specialist rundown is a significant part you ought to remember for your resume. Irrefutably the most gainful outlines target one vocation objective. Key Pieces of Writing Summaries for Your Resume You have to have five target proclamations. Pushing Other Qualifications at whatever point you have no fitting work understanding to feature, you should pressure other applicable capabilities. You might need to take a gander at a capabilities rundown which we illustrated in a week ago's postbut if just you have to have a summaryhere are various guides to enable you to start. An official outline is a concise proclamation on your resume that rapidly sums up what makes you the prope r contender for the activity. Resume destinations are now and again thought to be the old schooltype of resume. Regardless of whether you're keeping watch for a passage level occupation or bigger professional success, you doubtlessly as of now see how significant your resume can be in your pursuit to find the perfect employment. On the other side, practical resumes are customarily utilized by new alumni or the individuals who have less understanding however need to snatch the work opening. Picking Good Writing Summaries for Your Resume Summaries are utilized at whatever point you have various encounters. The synopsis centers basically around what's being offered to the business. LinkedIn rundowns are totally extraordinary.

The Passive Candidate Recruiters Scorecard - Workology

The Passive Candidate Recruiters Scorecard - Workology Critical Recruiter Competencies and Skills Many things have changed in the past few years regarding best recruiting practices, especially with the increased focus on passive candidate sourcing and recruiting. Based on this we decided to create a passive candidate recruiting scorecard. If youd like to evaluate yourself, just review the following factors and rank yourself on the 1-5 scale described. This will be pretty insightful just to see where you stand if youre a recruiter, or where your team stands if youre a manager or director. As you review each of the factors below rank yourself on the following 1-5 scale, with a Level 5 representing super star performance and a Level 1 representing absolute incompetence. On this scale a 2.5 would be considered adequate or average. Level 1: Has no ability whatsoever, or doesnt want to do it under any circumstance. Level 2: Has some ability, but needs urging or hasnt done it, but has the potential to learn. Level 3: Has strong ability, has proven results, and is self-motivated to do it consistently. Level 4: Has very strong ability with proven results and does it faster or does a lot more of it. Often trains others. Level 5: Is one of the best in the business in this area. So good, in fact, is sought out to train others. Critical Recruiter Competencies and Skills The following ten factors represent the abilities a recruiter needs to possess to be able to recruit passive candidates for most corporate positions from experienced staff to senior manager. Our definition of a passive candidate is one who is not looking on job boards, so you need to reach out with a phone call or message to attract the person. Using the 1-5 scale described above, rank yourself on each of these factors. (Note: each topic is linked to a few articles in our resource library.) Knowledge of Real Job Needs. Good recruiters need to clearly understanding the actual work that needs to be performed, rather than rely on skills and experience to assess competency. With this knowledge recruiters can determine how strong the person is based on what theyve accomplished. Theyre also better able to defend their candidates from weak interviewers, and as a result, make more placements. Partner with Hiring Manager Clients. Recruiters who are partners have more influence in the final decision, get ample time to discuss real job needs, and are seen as advisors and coaches to the hiring team. In addition, 100% of their candidates are seen without hesitation. Partners send in the fewest number of candidates per hire. Recruiters who just submit resumes waiting for the manager to decide to see the person would rank no higher than Level 2 on this factor. Counselor to Candidates. Top candidates look to the recruiter as someone who understands the job, understands the market, and someone who can provide career counseling and advice. The ability to guide and counsel candidates into making the right choice is a critical skill. While it must be used with caution and not abused, those who are true counselors make more placements, and those who arent see their best candidates take other offers. Ability to Cold Call. The future of recruiting will largely involve cold calling people found on some social network site or through some Boolean searching of resume databases. Call reluctance is the bane of most corporate recruiters, preventing them from naturally picking up the phone and conversing with strangers. If a recruiter cant comfortably make dozens of cold calls every day, the person wont be able to ever recruit passive candidates on a consistent basis. Ability to Obtain High-Quality Referrals. While cold calling passive candidates is a critical skill, converting these people into candidates and getting 2-3 great referrals from each one is how you maximize recruiter performance. Networking will be the primary means to find the best people in the future, and those that know how to convert a cold phone screen into a hot list of great referrals will make the most and best placements. Effectively Use Boolean Strings and Search Engines. Of all of these factors, this is perhaps the easiest to master, yet we still see some recruiters who get flustered by the ANDs, ORs, NOTs, and NEARs. Being able to use advanced Boolean operators is an important skill, whether youre using Google or searching a resume database. Using specialty keywords and terms that self-rank the good resumes from the bad is the next trick that few recruiters even know about. So even if your great a Boolean search, but dont know how to separate the good from the bad resumes, you deserve no more than a Level 3.5 ranking on this factor. Search Engine Marketing Ability. Narrowcasting and candidate segmentation is the buzz. Basically this means placing ads where they can be found by someone using a search engine. Rank yourself high on this factor even if you dont know how to conduct search engine optimization techniques yourself, but are getting others to do it for you. Rank yourself low if you dont know what Web 2.0 is all about or you dont know how to use pay-per-click, aggregators, and behavioral marketing techniques. Applicant Control. If a cold-called passive candidate ever says to you theyre not interested in a job, you rank low on this factor. If youre the one who determines if youre interested in the cold-called passive candidate, you have strong applicant control. Applicant control is a core skill for passive candidate recruiting. From the first call to the close, applicant control allows the recruiter to lead the conversation, negotiate offers based on career moves instead of compensation, get more referrals, and prevent counter-offers. Defend Your Candidate from Weak Interviewers. Most managers arent very good at interviewing. Some overvalue technical competency, some overvalue their intuition, and some overvalue the candidates presentation. Recruiters need to be better interviewers than their clients in order to overcome these problems. The key here is to present detailed evidence and facts to prove that your candidate can perform the job at least at a Level 3 (same scale as above). This is often in a written report or by leading the formal debriefing process, or leading a panel interview. Having the ability to interview accurately is one half of this factor; the other half is using it to prevent good candidates from getting inadvertently excluded. Recruit and Close in a Very Competitive Marketplace. The best people are getting multiple offers and counter-offers. Recruiters must be in a position to overcome whatever challenges theyre facing to keep their candidates interested and close the deal. Rather than money the recruiter needs to position the move early on as more of a career opportunity than comp increase. Overcoming objections, use of a formal multi-step closing process, coordinating the offer process with the client, negotiating compensation, and acting as a career counselor to the candidate are all aspects of strong passive candidate recruiting. If you prevent early opt-outs and close 80-90% of candidates youre interested in on standard comp terms, you rank high on this factor. How well did you do on this passive candidate recruiting scorecard? A total score of 25 is average. If youre a recruiting manager or director, well be happy to arrange an online conference call to discuss the results and give you some ideas on how to move your entire recruiting team into the 30-35 point range. Moving from average to this strong range represents a 25-30% increase in productivity, so its something you might want to consider. What Ive noticed is that the need for new recruiting skills is changing much faster than most companies are responding. Ive also noticed that the best third-party recruiters are responding to these market changes more quickly than their corporate counterparts. Whether youre an external or corporate recruiting manager, you need to figure out if your team is doing all it can be doing, and if youre ahead or behind your competition. Nowadays, just to stay even takes considerable effort, so if youre behind now, you really need to get busy on some major change initiatives. Lou Adler is the president of The Adler Group and Amazon best-seller author of Hire With Your Head and the audio program Talent Rules! Using Performance-based Hiring to Hire Top Talent. Adler is a noted recruiting industry expert, speaker, and columnist for SHRM, ERE, RCSA, Kennedy Information, HR.com and ZoomInfo.com. Learn more about Lou Adlers Performance-based Hiring methodology at: http://www.adlerconcepts.com/index.php/us/performance-based-hiring. Learn about our training programs for recruiters and hiring managers at: http://www.adlerconcepts.com/index.php/training.

Not convinced that social networking can propel your job hunt -

Not persuaded that interpersonal interaction can impel your quest for new employment - On the off chance that there is one thing that I learned at the ERE Expo gathering focused at selection representatives and vocation experts prior this month, it is that interpersonal interaction is a key way that enrollment specialists distinguish and source up-and-comers. Make them beenâ hesitating to utilize online networking for your quest for new employment? Perhaps you think it is a craze? Investigate this video from Socialnomics A couple of key focuses: Facebook included 100 million clients in under 9 months! On the off chance that Facebook were a nation, it would be the universes fourth biggest. 80% of organizations are utilizing LinkedIn as their essential method to discover workers. It is safe to say that you are making it simple for individuals to discover you? Watch this in the event that you think internet based life isn't significant. It might simply alter your perspective! On account of my companion Andy Drish for sending a connect to this video on Twitter! Let me assist you with exploring the informal organizations to impel your quest for new employment!

Microservices Tutorial for Beginners

Microservices Tutorial for Beginners Microservices Tutorial Learn all about Microservices with Example Back Home Categories Online Courses Mock Interviews Webinars NEW Community Write for Us Categories Artificial Intelligence AI vs Machine Learning vs Deep LearningMachine Learning AlgorithmsArtificial Intelligence TutorialWhat is Deep LearningDeep Learning TutorialInstall TensorFlowDeep Learning with PythonBackpropagationTensorFlow TutorialConvolutional Neural Network TutorialVIEW ALL BI and Visualization What is TableauTableau TutorialTableau Interview QuestionsWhat is InformaticaInformatica Interview QuestionsPower BI TutorialPower BI Interview QuestionsOLTP vs OLAPQlikView TutorialAdvanced Excel Formulas TutorialVIEW ALL Big Data What is HadoopHadoop ArchitectureHadoop TutorialHadoop Interview QuestionsHadoop EcosystemData Science vs Big Data vs Data AnalyticsWhat is Big DataMapReduce TutorialPig TutorialSpark TutorialSpark Interview QuestionsBig Data TutorialHive TutorialVIEW ALL Blockchain Blockchain TutorialWhat is BlockchainHyperledger FabricWhat Is EthereumEthereum TutorialB lockchain ApplicationsSolidity TutorialBlockchain ProgrammingHow Blockchain WorksVIEW ALL Cloud Computing What is AWSAWS TutorialAWS CertificationAzure Interview QuestionsAzure TutorialWhat Is Cloud ComputingWhat Is SalesforceIoT TutorialSalesforce TutorialSalesforce Interview QuestionsVIEW ALL Cyber Security Cloud SecurityWhat is CryptographyNmap TutorialSQL Injection AttacksHow To Install Kali LinuxHow to become an Ethical Hacker?Footprinting in Ethical HackingNetwork Scanning for Ethical HackingARP SpoofingApplication SecurityVIEW ALL Data Science Python Pandas TutorialWhat is Machine LearningMachine Learning TutorialMachine Learning ProjectsMachine Learning Interview QuestionsWhat Is Data ScienceSAS TutorialR TutorialData Science ProjectsHow to become a data scientistData Science Interview QuestionsData Scientist SalaryVIEW ALL Data Warehousing and ETL What is Data WarehouseDimension Table in Data WarehousingData Warehousing Interview QuestionsData warehouse architectureTalend T utorialTalend ETL ToolTalend Interview QuestionsFact Table and its TypesInformatica TransformationsInformatica TutorialVIEW ALL Databases What is MySQLMySQL Data TypesSQL JoinsSQL Data TypesWhat is MongoDBMongoDB Interview QuestionsMySQL TutorialSQL Interview QuestionsSQL CommandsMySQL Interview QuestionsVIEW ALL DevOps What is DevOpsDevOps vs AgileDevOps ToolsDevOps TutorialHow To Become A DevOps EngineerDevOps Interview QuestionsWhat Is DockerDocker TutorialDocker Interview QuestionsWhat Is ChefWhat Is KubernetesKubernetes TutorialVIEW ALL Front End Web Development What is JavaScript â€" All You Need To Know About JavaScriptJavaScript TutorialJavaScript Interview QuestionsJavaScript FrameworksAngular TutorialAngular Interview QuestionsWhat is REST API?React TutorialReact vs AngularjQuery TutorialNode TutorialReact Interview QuestionsVIEW ALL Mobile Development Android TutorialAndroid Interview QuestionsAndroid ArchitectureAndroid SQLite DatabaseProgramming ... Microservices Archit ecture Training (12 Blogs) Become a Certified Professional AWS Global Infrastructure Introduction to Microservices What Is Microservices â€" Introduction To Microservice ArchitectureMicroservices Tutorial â€" Learn all about Microservices with ExampleTop 10 Reasons Why You Should Learn MicroservicesMicroservices vs API : How Do These Two Fare Together?Top Microservices Tools You Must Know In 2019 Microservices Architecture Microservice Architecture â€" Learn, Build and Deploy MicroservicesMicroservices vs SOA : What's the DifferenceEverything You Need To Know About Microservices Design Patterns Microservices using Spring Boot Spring Boot Eclipse and CLI Setup to Run Spring Boot ApplicationsSpring Boot Microservices: Building Microservices Application Using Spring Boot Microservices Security How To Secure Your Microservice Infrastructure? Microservices Interview Questions Top 50 Microservices Interview Questions You Must Prepare In 2020Cloud Computing Topics CoveredAWS A rchitect Certification Training (47 Blogs)AWS Development (10 Blogs)SFDC Administration Foundation (3 Blogs)Salesforce Admin and Dev Foundation (9 Blogs)SEE MORE Microservices Tutorial Learn all about Microservices with Example Last updated on Nov 26,2019 87.3K Views Sahiti Kappagantula515 Comments Bookmark 2 / 5 Blog from Introduction to Microservices Become a Certified Professional Microservices TutorialOrganizations are quickly moving towards Microservicesarchitecture hunting for professionals withMicroservices Certification.I hope that you have read my previous blog onWhat is Microservicesthat explains the architecture, comparesmicroserviceswith monolithic and SOA, and also explores when to use microservices with the help of use-cases.In this Microservices tutorial, the following topics will be covered: Monolithic Architecture Challenges of Monolithic ArchitectureWhat is MicroservicesMicroservice ArchitectureMicroservices Example DemoLet us explore the concepts of micr oservices through a use-case on Mediamore.com.Mediamore is an entertainment company which provides streaming media and videos online. It consists of various genres of TV Shows in different languages. Like many other companies mediamore started its journey with a monolithic architecture.Let us now explore the monolithic framework of mediamore.Monolithic ArchitectureFigure 1: Monolithic Architecture of Mediamore Microservices TutorialRefer to the above diagram. We can infer that all the features such as the search, user-info, recommendations, videoplaylist and others are put on a single database using single code.Now, let me tell you the challenges faced by the developers while using a monolithic frameworkby using some scenarios.Challenges of Monolithic ArchitectureScenario 1: Scalability:Lets assume that the developers want toupdate the playlist according to most popular tv shows and also simultaneously want to update all videos to HD quality.The developers cannotscale the applicati on simultaneously. New instances of the same application have to be created every time a new feature has to be developed or deployed.Scenario 2: Agility:Assume that developers want to make immediate changes in the application.The monolithic application can definitely accommodate these changes. But, the problem here is that the developers have to rebuild the code for every small change.Scenario 3: Hybrid Technologies: Suppose developers of this application are comfortable with various technologies like JAVA, C++,.NET, C#.Even though they are comfortable with various technologies, they still have to build large and complex applications on a single technology.Scenario 4: Fault Tolerance:Lets suppose that a specific feature is not working in the application.The complete system goes down because of this problem. In order to tackle this problem, the application has to be re-built, re-tested and also re-deployed.So, how did the developersof mediamore overcome these complexities?Developers thus decided to re-architect their monolithic application into multiple individual deployable components, called as microservices.Here lies the million dollar question!What is Microservices?Microservices is an architecture wherein all the components of the system are put into individual components, which can be built, deployed, and scaled individually.Let me explain you with a simple analogy.You must have seen how bees build their honeycomb by aligning hexagonal wax cells. They initially start with a small section using various materials and continue to build a large beehive out of it. These cells form a pattern resulting in a strong structure which holds together a particular section of the beehive. Here, each cell is independent of the other but it is also correlated with the other cells. This means that damage to one cell does not damage the other cells, so, bees can reconstruct these cells without impacting the complete beehive.Figure 2:Beehive Representation of Microservices M icroservices TutorialRefer to the above diagram. Here, each hexagonal shape represents an individual service component. Similar to the working of bees, each agile team builds an individual service component with the available frameworks and the chosen technology stack. Just as in a beehive, each service component forms a strong microservice architecture to provide better scalability. Also, issues with each service component can be handled individually by the agile team with no or minimal impact on the entire application.The next question that may come to your mind is how do the different components of microservice architecture work together.But, before that, let me list down the components of the microservice architecture.Refer to the below diagram.Figure 3: Microservices Architecture Microservices TutorialClients Different users from various devices send requests.Identity Providers Authenticates user or clients identities and issues security tokens.API Gateway Handles client re quests.Static Content Houses all the content of the system.Management Balances services on nodes and identifies failures.Service Discovery A guide to find the route of communication between microservices.Content Delivery Networks Distributed network of proxy servers and their data centers.Remote Service Enables the remote access information that resides on a network of IT devices.Let me now brief you on how these components work together on mediamore by considering a scenario.Microservice ArchitectureScenario:Alice is an avid user of mediamore. She uses mediamore regularly to watch her favorite series online. She recently missed watching an episode of her favorite TV show.When Alice logs in to the application, she sees the most recommended content on her home page. After some searching, she finally finds her TV Show.But, what if Alice wants to get her TV Show with a single click.How will the developers work together to fulfill Alices request?Alices request is passed on to the I dentity Provider. Identity provider thus authenticates Alices request by identifying her as a regular user on mediamore.These requests are passed to the API Gateway which acts as an entry point for Alice to forward her requests to the appropriate microservices.Each feature has its own working microservice, handling their own data. These microservices also have their own load balancers and execution environments to function properly.Figure 4: Microservices Architecture of Mediamore Microservices TutorialRefer to the diagram below. Each microservice is handled by a small agile team such as content team, video uploading team, most trending team, search team etc.Figure 5:Division of Teams of Mediamore Microservices TutorialThe content team consists of millions of TV Shows that the application provides. The video uploading team have the responsibility to upload all the content into the applicationThe most trending team houses the most trending shows according to the geographical locati on of users and so on.These small teams of developers relate each and every piece of content with the metadata that describes the searched content. Then, metadata is fed into another microservice i.e. the search function which ensures Alices search results are captures into the content catalog.Then, the third microservice i.e. most trending microservice captures the trending content among all the mediamore users according to their geographical locations.The content from this microservice is what Alice sees when she first logs into mediamore.These individually deployable microservices are put in specific containers to join the application. Containers are used to deliver the code to the sector where deployment is required. But before they join the application to work together, they have to find each other to fulfil Alices request.How do these microservices find each other?Microservices use service discovery which acts as a guide to find the route of communication between each of them. Microservices then communicate with each other via a stateless server i.e. either by HTTP Request/Message Bus.Figure 6:Communication Between Microservices Microservices TutorialThese microservices communicate with each other using an Application Program Interface(API).After the Microservices communicate within themselves, they deploy the static content to a cloud-based storage service that can deliver them directly to the clients viaContent Delivery Networks (CDNs).So, when Alice searches for her TV Show, the search microservice communicates with the content catalog service in API about what is Alice searching for and then these microservices compare the typed words with the metadata they already have.Figure 7:Representation of how to search operation is performed with the help of API Microservices TutorialOnce the teams of developers capture the most typed words by Alice, the analytics team update the code in recommendations microservice and compare Alices most viewed content an d preferences to popular content among other users in the same geographical region.This means that the next time Alice logs on to the application, she not only sees the most popular content but also finds a personalized playlist which contains the shows she has previously viewed.In this way, Alices request is fulfilled by the development team in a quick manner as they did not have to build the complete application again and just had to update the code to deploy this new functionality.So this way microservices invoke parallelenvironments to satisfy millions of customers with varying interests.Now in this Microservices Tutorial, my next section will focus on Hands-On.Subscribe to our youtube channel to get new updates..! Microservices Example DemoTo demonstrate the concepts of microservices, I have created 3 Maven Projects called as Doctor_Microservice_Edureka, Diagnosis_Microservice_Edureka, and Patient_Microservice_Edureka using Spring Boot.Refer to the snapshot below.Before you u nderstand how these 3 projects interact with each other. Let me brief you on the files of these projects.To explain this I will consider the project Patient_Microservice_Edureka and list down its basic files.Refer to the snapshot below.Pom.xml Dependencies are added for the creation of REST services.Application.java Identical class in all three projects. Acts as an initiator to Spring Boot.ApplicationConfiguration.java Research configuration class responsible for exposing REST services for application users.Patient.java A simple class consisting of input such as the patients name, id, email.PatientRest.java Starts the implementation of the REST services in the project.In this way, similar files are created for the other 2 projects with some additional files in Doctor_Microservice.REST services are thus created to search patients and the diagnosis. Keys of patient and diagnosis are passed as a parameter to a method(PatientDetails) in Doctor_Microservice.This method gets the data of the patients and diseases.Refer to the snapshot above. Here, we observe that Patient and Diagnosis classes are included in Doctor_Microservice_Edureka. These classes are cloned from their original projects.Then to start the REST services, I have initialized Patient_Microservice_Edurekaon port 8081, Diagnosis_Microservice_Edurekaon 8082 and the Doctor_Microservice_Edureka on port 8083.With the above configurations, when I run each service simultaneously, 3 different console windows run in the Eclipse console window.As you can see below that after we run the projects, Spring Boot generates a boot log. This log consists information on initializing tomcat and its associated resources. The last line of the log indicates us whether our application has started or not.To test if the patient and diagnosis services are functioning properly, one abrowser (Mozilla Firefox) and go tohttp://localhost:8081/ andhttp://localhost:8082/ URLs. You should get the outputs as shown below:Finally, to t est the functionality of the Doctor_Microservice_Edureka, I simulated the information of the patient with id 2, suffering from a disease of id 3 and consulting a doctor with consultation 4.The URL used is as follows:http://localhost:8083/doctor?idPatient=2idDiagnosis=3consultation=4Refer to the snapshot below for the output.In this way, 3 Microservices interact with each other to produce the desired results.I hope you have enjoyed reading this Microservices Tutorial. We have seen a simple example to understand how different microservices communicate with each other.If you want the source code of the example shown, please comment out in the comments section.After this Microservices Tutorial, we will be getting into the depth of practical implementations on microservices with the next blog i.e. Microservices using SpringBoot. Stay tuned! Want To Explore More About Microservices? View Batches Now If you wish to learn Microservices and build your own applications, then check out ourMic roservices Architecture Trainingwhichcomes with instructor-led live training and real-life project experience.This training will help you understand Microservices in depth and help you achieve mastery over the subject.Got a question for us? Please mention it in the comments section of Microservice Tutorial and I will get back to you.Recommended videos for you Building Scalable Application on Cloud Watch Now Efficient Disaster Recovery with Cloud Computing Watch Now Architecting in Cloud-II Watch Now Cloud Computing with AWS II Watch Now Power The Hadoop Cluster With AWS Cloud Watch Now What Is AWS Getting Started With AWS Watch Now AWS Tutorial A Complete Tutorial On Amazon Web Services Watch Now Microsoft Azure Tutorial Step-By-Step Tutorial In Azure Watch Now AWS Vs Azure Cloud Platform Comparison Watch Now AWS Certifications All You Need To Know Watch Now What Is Cloud Computing? A Beginners Guide To Understanding Cloud Watch Now AWS vs Google Cloud Cloud Platform Compare d Watch Now Architecting in Cloud-III Watch NowRecommended blogs for you How To Create Hadoop Cluster With Amazon EMR? Read Article RDS AWS Tutorial: Getting Started With Relational Database Service Read Article How To Become A Cloud Engineer? 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Resume Writers Digest When You Might Want to Relocate Your Resume Writing Business

Resume Writers' Digest When You Might Want to Relocate Your Resume Writing Business That's Jon digging out after a snowstorm. My husband, Jon, and I talk a lot about moving. Mostly when we've had a massive snowfall here in Nebraska, where I live. A couple of winters ago, we had so much snow that we had a snowdrift that obscured our house (as viewed from our street) for more than a month. It was hard not to think about moving somewhere warm on a day like that. This winter has been better. Today, in fact, it's in the 30s. Yesterday it was in the 50s, and tonight we're expecting snow. That's par for the course in January in Nebraska. Hopefully it will be a dusting. But the big snow is coming. It always does. But weather might not be the only reason you would consider relocating your career services business. Finances is another major one.You might have considered relocating your business in an effort to ease the financial burden. But, if you are established in an area, why would you consider this? Here are a few reasons. Why Relocate? Growth -- The object of your career services business is not just to help clients, but also support yourself. Your current location may not offer your resume writing business the opportunities to do that if you work with a primarily in-person clientele, and the folks in your area can't afford your services, for example. Cost-- This one affects resume writers with both commercial office space as well as those who work from home. It's a fact that different areas of the country have different costs of living. If you work virtually with clients, living in an area of the country with a lower cost of living can make a huge difference in your profitability. Your revenues may be the same, but if your expenses are half of what they would be in a higher cost-of-living area, you can be pocketing a lot more of the money. Poor market -- Maybe your resume writing business just isn't doing well in its current location. The market for your business may have dried up due to economic changes. In order to survive, you may have to consider moving to an area with richer resources. (Again, this is more likely to be the case if you work with clients in person, or if you do a lot of speaking/networking in your local community.) Lifestyle changes -- No one lives in a bubble. Sometimes personal issues make it necessary to make a change in your personal location ... and consequently, your business location. Last year, Jacqui Barrett-Poindexter moved from Kansas to Texas so she and her husband could indulge in their love of sailing. (The better weather didn't help either -- right, Jacqui?) Amenities -- If you have an inner city office for your resume writing business, you already know that space is at a premium and an expensive one at that. A chance to grow larger may mean finding a larger office space that wonít break the bank. Areas outside your current city can offer relaxing scenery, open work environments for employees, better parking for customers and delivery people, as well as options for expanding again without moving this time. Relocation may not be something you've contemplated for your resume writing business, but sometimes it is a viable option. The reasons above are just a few that could lead you to a new venue... or at least get you started thinking about it!