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Road to Employment Guidebook Highlights (Part 2)

Click on the image below to download the guidebook online. Please contact us directly at if you have any questions.

Continuing from our last newsletter, we will provide highlights from the 2019 Road to Employment in the United States (미국취업 실전 가이드북) guidebook. Last month, we focused on the Preparation and Career Search steps of the employment process. This month we will highlight the Resume and Job Application steps of the process.

Resume and Job Application

The Resume chapter highlights key essentials to drafting and developing the right resume for each job opportunity, and the Job Application chapter instructs on how to effectively approach the job search and application process.

3. Resume

Resume Format and Type

    - Start by creating a simple resume that lists out contact information, education, work experiences, leadership opportunities, community engagements, and identified hard and soft skills.

    - This basic, preliminary resume will be the foundation to all future job applications, cover letters, and resumes.

    -  A resume should be one to two pages in length - detailed but concise.

    - There are three common types of resumes: Chronological, Functional, and Targeted

Resume Contents

    - Ensure that the resume accurately conveys who you are, highlights your professional background and unique skills, and shows why you are a good fit for the job in question.

    - Start with the preliminary resume that lists all work experiences, relevant education, and skills.

    - If early work experience is irrelevant to the position, de-prioritize them.

    - Condense the description for older positions to create room for more specific details on recent positions.

    - Do not add references to the resume.

    - Go through multiple revisions of your resume for each job position.

    - Never lie or exaggerate on a resume.

*HRCap Tip: The best way to tailor your resume according to a job is to carefully review and look at the position's job description. The specific job description will show the requirements and qualification for the job that the hiring managers are explicitly looking for. Be sure to back up with examples and data.

- *HRCap Tip: Make sure to keep your online job board profiles and LinkedIn profiles up to date | with your resume contents. Double-check that all information pertaining to title, education, and years are consistent across all profiles and resumes.

Right Language and Phrases

    - Be aware of and avoid using improper language or vague phrases.

    - Avoid using pronouns and common words (buzzwords).

    - Express details with facts and numbers. Elaborate concisely and add substance to your phrases with specific details.

    - Avoid using repetitive action verbs or phrases in your resume.

Wrong Vocabulary

    - "Fillers" are overly common keywords that do not add substance to the resume. Sometimes they can help emphasize specific details and shed great light on a particular skill or experience, but do not overuse them.

    - Having an overstuffed resume with irrelevant "fillers" can reveal personality, speech patterns, communication style, presentation skills, and even work habits to the hiring managers.

Cover Letters

    - Cover Letters are not always necessary for many job applications, but can help reinforce the applicant’s interest in the company with that extra step.

    - The letter should be three to four paragraphs long, and should not restate items listed in the resume.

    - Hiring managers will likely not read a cover letter that is too long.

*HRCap Tip: Visually, the cover letter should be consistent with your resume (ex. same format, font, design). Address the specific hiring manager by name in your cover letter, if the name is provided on the job application. Avoid writing "To Whom it May Concern." Addressing the person directly by name will make the cover letter more personal. You can find most hiring managers'' name through sites like LinkedIn or other Job Boards.

4. Job Application

Self Application

    - Most candidates will apply for a job directly themselves without any outside help.

    - An Active In-Person application is applying to jobs and being considered for new opportunities by attending career/job fairs.

    - An Active Online application is the most convenient and is done by applying online, either through an online job board or a company website.

    - A Passive Online application is an indirect method of applying by posting your resume on job boards, or indicating that you are "Open to new opportunities" on LinkedIn.

    - Application through Referral is applying through an acquaintance at a company you are looking to apply to.

Recruiting Agency Representation

    - One of the best ways to find a job is to be represented by a recruiting agency that will guide you through the entire employment process, from start to finish.

    - A recruitment agency is equipped with the subject expertise, management network, and experience to assist candidates in the best possible way.

    - Consider Executive Recruiters or Head-hunters personal agents that will represent you throughout the employment process.

- *HRCap Tip: Using multiple recruiting agencies defeats the purpose of representation. This can result in duplicate applications to the same job at the same companies, which lowers your appeal to a company and will put you in a negative status with the recruitment agency.

Case Study: Recruitment Agency Benefit

For a deeper read on these two steps, please fill out the short survey at to obtain a downloadable digital copy of the Road to Employment in the United States (미국취업 실전 가이드북) guidebook. In our next Newsletter, we will focus on the Interview step of the employment process.  We also host live career seminars for students preparing for employment and professionals seeking career transitions. If you are interested in attending a future career seminar, please visit to fill out a short survey. We will contact you once we host a career seminar in your location.

READ THE FULL NEWSLETTER HERE:  HRCap E-Newsletter (February 2019)


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