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Job Search

Your resume is your first impression with your future dream job. Why not get it in tip top shape before sending it out? P3 Integrity Recruiting recently added resume writing and several other recruiting related aids to our service menu. We thought that it would be good to share why you may want a professional to write your resume.

Do you remember David Letterman?  For those that do not Mr. Letterman was a late night TV show host and one of his most watched segments was the nightly top 10.  With that in mind here are

The Top 10 Reasons You May Want to Partner with a Professional in Writing Your Resume

10. Utilizing a professional to write your resume ensures that your document contains the right information.

  This information needs to be written in a way that gets noticed when reviewed. Did you know that a recruiter will spend a minute maybe 2 minutes reviewing a resume.

9. The way that your resume is viewed is key. 

Flashy graphics, color schemes, graphs, charts or the use of various fonts will be a distraction to the reader.  In our many years of corporate recruiting we have seen some resumes that truly gives you a headache just from looking at it much less trying to read it.  A professional can and will assist in making your resume be one that is read by key stake holders. 

8. A professional will make the best use of data and metrics to make your resume stand out. 

The strategic placement of data and metrics are key – the goal is to provide enough information that leaves the reader intrigued to know more about the details.  Doing so helps you get to the next step in the process.

7. Keeping it professional – a resume is a very serious document and should be written with that thought in mind.

  One cannot write a resume as you may communicate on social media.

6. A professional knows the right categories to best present yourself and how to place those on your document. 

How you set up your resume, knowing what should be highlighted, knowing the order in which to arrange the categories are another important key.  These steps to building a resume is one of the important “ingredients” a professional can bring to your document.  

5. Using a professional will ensure the use of wording that will make your resume dynamic to the reader. 

You truly want to highlight your very personal skills and unique experiences.  

4. Keep it the right length – a professional will create a document that is the right length and not a dissertation or thesis. 

Keep in mind that you DO NOT need your resume to tell your entire story, you want to leave them wanting to know more, the how and the why of how you accomplished what you did.  1 page may be the best, 2 pages could be the best seller or if a seasoned senior executive maybe 3 pages, of course that would need to be determined.

3. An error free document – Even the very best of us can overlook a mistake. 

Have you ever heard the old saying “I can’t see the forest for the trees? Meaning you may be too close to something to see the true picture or in this case if you write something it can be easily overlooked.  Most recruiters and hiring managers will tell you that the top reason why resumes get discarded are mistakes in spelling, grammar or incorrect information.  

2. Make sure you are comfortable with the professional that is writing your resume. 

When selecting the professional ask questions, determine that they have your best interest at heart and not just taking your hard earned dollars.  Also keep in mind sometimes you get what you pay for, cheaper is not always the best and the most expensive may not be what you need.  

1. The #1 reason for utilizing a professional to write your resume:

Use P3 Integrity Recruiting!  We have been in recruiting for over 30 years, P3 has reviewed thousands of resumes, worked with hundreds of hiring managers and filled thousands of career roles/jobs.  Let us use our experiences to your advantage.  

Ready to get started on a better resume? Contact us today to get started on your professional resume review and writing.

For Companies

Congrats! You got the employee you wanted. Now the real challenge: How do you keep them? Here are 3 tips to retaining top talent in 2019.

Employee turnover is highly nuanced. WillisTowersWatson reports that as much as hiring has increased, so has employee turnover and attrition. Furthermore, only 42 percent of employees say their employer does a good job of retaining talented employees.

The hiring process doesn’t end on your new charge’s first day. It continues for the entire duration of his or her employment. Similar to a romantic relationship, you need to keep courting this person through the years to show your appreciation and your devotion to making their experience with you worthwhile.

With employee retention, complacency will be your undoing. It won’t always be as easy to keep employees satisfied as it was at the beginning of their employment when the hype and excitement were the highest. Resting on your laurels is like a virus to company morale, leading to lack of motivation, inspiration, and work ethic. It’s a two-way street.

Now that you know what job seekers are looking for in a company, here are some ways to put into practice what will make them stay.

Establish Your Digital Brand

In case you missed it, everyone is online. There’s really no required need to talk to a human about anything, think about it you could do this every day should you choose to do so. The endless trove of information that is the Internet is also why job seekers feel more empowered in their job search and career trajectories than ever before.

Appealing to employees through means that are ubiquitous to their daily lives is key to grabbing and sustaining their attention. Creating a community that values the sharing of ideas and content through social media and your website will help you appear more accessible, thoughtful, and inventive.

Educational, training, and branded videos are always highly effective at showing people what your company is about. Providing your employees the tools to succeed and explore how they fit into the bigger picture instills confidence, contentment, and autonomy. Micromanaging and trying to dictate exactly how one thinks of your brand never gets anyone anywhere. You hired these people for a reason – to do a job you can’t. Let your employees cherish the learning opportunities that come with interacting, experimenting, and learning from your brand.

Provide Career Development Opportunities

If there’s one thing that cannot be overstated, it’s the importance of providing career development opportunities for your employees. LinkedIn found that the same reason people joined companies is the same reason they leave – career development, or the lack thereof along with how they feel about their manager (another itme for another time).

A staggering stat from the report states that employees who don’t think they can reach their career goals with their current employer are 30 percent more likely to consider leaving. And quite frankly, if they’ve considered leaving, the battle is already lost.

A few ways you can prioritize career advancement opportunities are through the following:

Career Services

There’s a delineation between career counseling and advising that’s hard to grasp but important to acknowledge. Career counseling is typically for individuals who don’t know what they want to do for a career. Career advising is for wmployees who have chosen a path but require guidance as to how to navigate that path to achieve their career goals.

Advising your employees on how they can grow in their roles will help them set goals and show them just how much you’re dedicated to their professional and personal development.

Seminars (Continuing Education)

Seminars, either led by your leadership team led by invited speakers on a given topic or external opportunities can offer employees a chance to learn something they would not have elsewhere and to directly engage with your company as a valued partner in the organization’s growth. The idea is to give employees inspiring examples and tools for them to take and run within their work for you. The more employees have at their disposal, the more creative freedom they feel.

These seminars are also advertising for your company. Encourage employees to share these events on social media for their networks – and the professional community at large – to see the value in working for you.


High-retention-risk employees are less engaged at work. A way to spark engagement is collaboration. Collaborating with employees is vital to cultivating an environment that uplifts and celebrates people’s unique perspectives and passions. Employee-directed workshops, brainstorming sessions, special projects and presentations show your interest in growing their leadership skills. Think of it this way: These are the people that could be assuming your position one day – what do they need to know to be successful in that capacity?


Thirty years ago, Monty Python’s The Life of Brian gave us a perfect satirical interpretation of human individualism.

Brian Cohen is an average Jewish man living in harsh Biblical times who, for one reason or another, has gained the widespread reputation that he’s the Messiah. He tries to refute it time and time again, but his desperate attempts to convey the truth about himself only grow his followers’ faith in him.

One day, a massive crowd assembles outside Brian’s quarters. He’s clearly had enough – nothing he does can shake their presence. As the crowd eggs him on to speak from his window on high, he implores them to think for themselves instead of blindly following him.

“You’re all individual!” he proclaims.

The crowd chants back “We’re all individual!”

Brian shouts again “You’re all different!”

“We’re all different!” the crowd predictably answers, with a single voice clarifying “I’m not!”

The desire to be respected and accepted for who we are is universal. No matter our job, education, or background, respond positively when we are publicly recognized for our individuality, special capabilities, and unique value we bring to a larger collective.

In a business setting, it’s not the grand gestures that matter. It’s often simple reminders that help bring out an individual’s confidence in who they are and why they’re valuable to you. Recognition can be shown in many ways:
Recognition in a team setting

Employee-of-the-month awards and goal achievement awards
Incentive programs 
Team outings and workshops 
Birthday, engagement, or work anniversary celebrations/acknowledgments 
Peer and management recognition 
Customer testimonials and feedback

The more important an individual feels in furthering your company’s mission, the more likely he or she will remain with your company in the long-term. 

Is it time for you to embrace change? Speak to a recruiter about finding an employee that’s right for your business >>


Job Search

The hiring process isn’t throwing jello against the wall and hoping something sticks. No – you want the bullseye, that person with an ideal balance of technical skills and a great personality. How do you give yourself the best chance of finding this diamond in the rough?

To paraphrase John F Kennedy, “Ask not what job seekers can do for you, but what you can do for job seekers.” Putting job seekers’ needs and desires at the center of your recruiting process will give you unique insight as to what they value most in a company. Approaching it from this perspective uses your time and resources effectively and gives you a broader pool of qualified candidates to evaluate.

Here’s what today’s job seekers are looking for the most in a company, from the first encounter to the first day on the job.

What Job Seekers Want According to the Data

  • A recent LinkedIn survey polled 14,000 professionals across the globe about their job-searching behaviors and attitudes. Ninety-percent of them said they were open to new opportunities. However, to find the right opportunity, they need access to the correct information.

    Respect applicants’ time and give it to them straight: What’s in it for them? Include all possible details of the position:

    Job details
    Salary range
    and Employee Reviews 

    so job seekers can feel more confident in making the proper judgment call.
  • Your company culture is essential, but whether or not you can fulfill their baseline needs as a working individual is what qualifies you as a potential employer to job seekers. Nowadays, people have unprecedented levels of access to information; even if you didn’t tell them, they’d likely find out anyway through job boards, review sites, industry guesstimates, or word of mouth. Wouldn’t you prefer they hear it from you personally?
  • Remember, a candidate wouldn’t go through the marathon that is applying for a position if they didn’t believe the opportunity was worth it. A company that’s transparent about what it needs from prospective employees from the start will receive more qualified, enthusiastic, and motivated applicants.

“Don’t recruit me, court me.”

At one point in time, we’ve all been job seekers running the marathon that is applying for jobs. Ergo, we can appreciate when a company takes the time to express genuine interest in you and your qualifications.

The same LinkedIn survey revealed 63 percent of the professionals said they felt flattered when a recruiter reached out to them. Another 56 percent stated they are more likely to respond if a hiring manager reaches out directly. A personal outreach feels less like recruiting and more like a friend with your best interests at heart and a sincere appreciation of your skill set.

Because job-seeking has moved mainly to online, that’s where you should be, too. Communicating with job seekers online allows you to answer inquiries and deliver information at lightning speed. Consider either being more aggressive on job sites or hiring a recruiter to be able to contact and track multiple candidates at one time.

The company that has the attitude “everyone wants to work for us” or “why would they not want to come to work here” or the ones that feel they are doing an individual a favor by hiring them is lost, they believe their own hype, not realistic, old fashioned and are in need of a wake up call.

Work-Life Balance

  • A work-life balance is a challenge to achieve personally and a challenge to help foster as a company. The need to achieve and surpass expectations often compels employees to prioritize work over family, friends, community groups, self-care, personal growth, and other activities that keep them healthy and happy.

    Prospective employees want to see your commitment to providing a work-life balance that is respectful of individuals’ time and prevents employee burnout. Among the many things employers institute to promote a healthier work-life balance are:

    Flexible work schedules
    On-site childcare
    Subsidized gym memberships
    Generous PTO
    Company-sponsored events and activities

    A proper work-life balance leads to a less stressed, more productive workforce.

    Your employees help define who you are as a company – keeping them healthy and happy is paramount not only to employee retention but securing top talent in the first place.


Everyone wants to be happy. But, the traditional “American dream” of a white picket fence and a pension plan no longer satisfies today’s workers. Current job seekers prioritize finding opportunities where they can make a difference and feel a sense of purpose.

Younger generations are adopting a minimalist lifestyle and valuing experiences over things to be happier and more stress-free. This translates to their work. The emphasis is very much on the impact an individual can have on a company and the greater community. Along with achieving a work-life balance, an employee feels true happiness when he or she feels like their work matters in making life better for others.

Key takeaway:

Companies that have a vested interest in employees’ professional development and helping them be their best selves will attract top talent.

In addition to purpose-driven work, an inspiring work environment is beneficial to the modern employee. Since the office is where your employees spend the majority of their time every day, making it feel like a home away from home will add to its value. The typical image of a Millennial startup with common areas, coffee bar, comfortable seating, and work remote options have spearheaded this mentality. While not all of this applies to every company or industry, it goes to show that it’s the little things that matter to the big picture.

At your job, you wear a lot of different hats, including the Hiring Manager. We can wear that one — it looks good on us.

Start hiring for my company >>