The Types of Resumes

        Essentially there are three types of resumes—Chronological, Func­tional, and Qualifications/Chronological. Chronological and functional resumes have both advantages and disadvantages, while the qualifications/chronological resume offers the advantages of both the chronological and functional resumes, but none of the disadvantages.

        Chronological resumes describe a person’s work experience in reverse chronological order, with the most recent job appearing first. Traditionally they have emphasized dates, job titles, duties, and names of employers. The primary advantage of the chronological resume is that employers are used to reading it. They know how to scan it quickly and get what they need from it. Its major disadvantage is that it is difficult to show employers the “themes” which run through your experience.

        The functional resume, on the other hand, excels at bringing out these themes or functional areas of experience. The job seeker identifies key areas of experience, or “functions,” and labels those functional areas with titles such as Management, Design, and Computer Programming. The writer then describes the experience the person has had in those areas. The major drawbacks of the functional resume are that it is more difficult to read, and the employer typically does not know when or where the experience being described took place. For this reason it can be confusing.

        The qualifications/chronological resume is essentially a chronological resume with a qualifications section included at the beginning. It combines the best attributes of both of the other types of resume, but has virtually none of their drawbacks. The qualifications section of a qualifications/chronological resume is usually shorter than the functional portion of a functional resume, but it covers the most crucial areas of experience and provides a quick intro­duction to the strengths of the individual. The job description section, the other main part of the resume, emphasizes results rather than just duties, making it extremely effective.

        On the next three pages you’ll see excellent examples of a chronological resume, a functional resume, and a qualifi­cations/chronological resume. Following the examples you will find a complete description of the functional resume, how to write it, how to determine whether you should use it, and samples to give you ideas.

Chronological

Juan Lozano

19301 Whispering Road

Phoenix AZ  85044

(602) 535-2809

 

OBJECTIVE: Restaurant Management

EDUCATION

      AA—Liberal Arts, Frost Community College    (1991)

RESTAURANT MANAGEMENT TRAINING

      Restaurant Management Training School, 300 class hours, Gaucho Restaurants (1996-1998)

EMPLOYMENT

Gaucho Restaurants, Phoenix, AZ    6/95-Present

      General Manager - 6/99-Present. Took over a restaurant that was experiencing high employee turnover, poor service, and a loss in the customer base. Within nine months stabilized the operation. Resolved serious morale problems, instituted an effective training program, and developed a strong support staff for consistent service. During the first nine months increased sales 18%, reduced staff turnover  50%, and cut labor costs 10%. Provided excellent wine training for the staff which significantly increased wine sales.

      In 2000 increased sales 15% and profits 21%. In 2001 increased sales 14% and profits 18%. Named Regional Manager of the Year in 2000 in a region of 21 fine dining restaurants.

      Assistant Manager – 6/95-6/99. As assistant manager oversaw one of the highest volume restaurants in the chain and was responsible for reducing turnover and regaining customer confidence through training and development of floor staff. With stronger training and better marketing, increased sales 11%, achieved tighter budgets, and produced a level of service that brought strong compliments from customers.

La Casa Restaurant, Phoenix, AZ    4/91-6/95

      Associate Manager – 4/93-6/95. For this well-established restaurant, responsible for maintaining high standards related to service, food quality, personnel training, cost control, and sales. Introduced a method of analyzing previous sales figures that better predicted staffing needs, cut labor costs, and increased food and beverage sales.

      Management Trainee – 4/91-4/93. Learned all aspects of the restaurant industry with assignments in purchasing, food preparation, wait staff, and hosting.

Functional

 

SUZANNE HALL

18852 52nd S.E.

Bothell, Washington 98011

(206) 481-2756

OBJECTIVE: Personnel Management

QUALIFICATIONS

      Personnel Management ‑ Six years experience in personnel, with three years as Personnel Manager of a store with 230 employees. Supervise and train a staff of four. Significantly increased morale among store personnel and successfully fought off a unionizing effort.

      Recruiting, Interviewing, Hiring ‑ Very effective interviewer. Screen and hire all sales, supervisory, clerical, and support personnel. Over 80% of all people hired have remained with the store at least one year. Turnover has been reduced 22% by careful screening and by implementing other improvements throughout the store.

      EEO ‑ Perform periodic surveys and ensure all goals are met as required.

      Wage and Salary Administration ‑ Identified unfair wage differentials between recent hires and those with longer service. Removed pay scale discrepancies and nearly eliminated turnover among more experienced staff.

      Promotions ‑ Work closely with supervisors to determine those ready for promo­tions. Write all final recommendations for promotions.

      Terminations ‑ Arbitrate in all firing situations and participate in all firing interviews. Conduct exit interviews and identify causes for termination. By taking quick action, several terminations have been averted.

      Manpower Planning ‑ Predict staffing needs for Christmas and major sales and hire necessary personnel.

      Career Counseling ‑ Provide extensive career path counseling to store employees.

      Training and Development ‑ Developed and conduct a 16‑hour training program emphasizing customer service and job training. Turnover and customer complaints have been reduced substantially since the program was increased from 8 to 16 hours. Supervise additional training during the probationary period.

EMPLOYMENT

      Briggins Department Stores, Seattle, Washington (1979 to Present)

            Personnel Manager (1997 to Present)

            Assistant Personnel Manager (1994 to 1997)

            Schedule Coordinator (1985 to 1994)

            Credit Manager (1983 to 1985)

            Credit Adjustment Processor (1980 to 1983)

            Sales Associate (1979 to 1980)

EDUCATION

      Attended Bellevue Community College (35 credits)

Qualifications/Chronological

 

ROBERTA JENNINGS

1121 Peach Drive

Atlanta, Georgia 30601

(404) 574‑8769

 

OBJECTIVE: Airline Management

QUALIFICATIONS

      Excellent management and supervisory capabilities. Highly respected by subordinates and able to obtain high performance levels from employees. Established one of the best on‑time performance records in the airline industry.

EDUCATION

      B.A. ‑ Business, University of Southern California (1983)

EMPLOYMENT

Air Florida 3/89-Present

      Customer/Ramp Service Supervisor, Atlanta, Georgia 6/95-Present. Opened the Atlanta airport facility for Air Florida and have created one of its most efficient and effective operations. Supervise and train 30 Customer Service Agents and Ramp personnel. Responsible for all day‑to‑day opera­tions decisions and handle all crises related to weather, passenger deaths and illnesses, bomb threats, and hijackings.

      Established one of the top records in the industry by successfully loading planes and preparing them for departure in twenty minutes or less, 97% of the time. Effective planning and scheduling permit up to four planes to be serviced simultaneously. Lost time due to illness has been reduced by 68% and industrial accidents by 71%.

      Customer Service Agent, Miami, Florida 3/89-6/95. Functioned as Ticket Sales Agent, Boarding Agent, and Customer Service Representative. Provided the type of service and concern for customers which made Air Florida one of the fastest growing airlines in the U. S. Became adept at solving problems and satisfying customers’ complaints. Consistently maintained monthly sales in the top 10%.

Alaska Airlines, San Francisco, California 1/84-3/89

            Customer Service Agent ‑ Worked closely with customers to provide the best connecting flights and make each flight an enjoyable experience.