RESUME SERVICE PRICE LIST
How much does it cost to write a resume?
I have been writing resumes for a very long time and I have spoken to many people about their professional background and potential. Of ccurse, no two people are ever the same. What I have noticed is that when talking about resume writing services, EVERYONE has two questions at first:
From there, the following questions vary depending on each individual. But the first two questions have always remained the same.
Please take about ONE MINUTE to conveniently watch this detailed video for precise answers to your question.
Resume Writing Services Pricing and Process
If watching a video is not convenient, you will find the same information below in a SLIDESHOW.
Resume Services Prices and Process
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A Resume Writer is often a freelance writer who specializes as a technical writer and focuses on resume writing and other career-related documents.
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Employment Law 101
When applying for a job, what most candidates say they want is a level playing field — the opportunity to be considered for employment because of their skills, experience, and education, without consideration of how they look, what they wear for religious reasons, or how old they are. In other words, they want a hiring environment free of discrimination.
Employment Law Guide
There are a number of local, state, and federal laws that employers must follow when hiring employees. Generally speaking, these laws prohibit discrimination in employment based on race, color, religion, sex, age, ethnicity/national origin, disability, or veteran status.
With so many government agencies involved in creating laws for hiring and employment, it’s no wonder companies get confused. In some instances, these may affect you, the job seeker, as you may face potential discrimination in the application and/or hiring process.
There are laws to govern how many hours you can work (Fair Labor Standards Act), the type of work you can perform in certain industries (Migrant and Seasonal Agricultural Worker Protection Act, for example), and even the types of benefits some types of companies can offer (Employee Retirement Income Security Act).
This guide, however, is designed to familiarize you specifically with laws relating to applying for jobs, interviewing, and getting hired. Note: The information in this guide is not intended to provide legal, medical, or financial advice. If legal, medical, or financial advice is needed, an appropriate professional should be consulted.
You are most likely to encounter these situations in smaller companies, where the owner or hiring managers handle applications, interviews, and job offers directly; however, discrimination occurs in companies of all sizes.
Here is an analysis of some of the most relevant laws for jobseekers.
Immigration and Nationality Act of 1952
The Immigration and Nationality Act (INA) addresses employment eligibility, employment verification, and nondiscrimination in hiring. Under this law, employers may only hire candidates who are legally eligible to work in the U.S. (i.e., citizens and U.S. nationals) and aliens authorized to work in the U.S.
Employers must verify the identity and employment eligibility of anyone hired, including completing an Employment Eligibility Verification Form (I-9 form) for each applicant. These forms must be kept on file for at least three years, or one year after employment ends, whichever is longer. Newly-hired employees must complete and sign the top section of the form (which collects biographical data) no later than the first day of employment. However, Section 1 should never be completed before you accept a job offer.
Employers must complete Section 2 of the I-9 form within three business days of your first day of employment. Candidates will present documents to verify their identity, choosing from a list of acceptable documents outlined on the form. The identification establishes your identity and employment authorization.
The INA protects U.S. citizens and aliens authorized to accept employment in the U.S. from discrimination in hiring or discharge on the basis of national origin and citizenship status.
Another section of the act applies to employers seeking to hire nonimmigrant aliens as workers in specialty occupations, often referred to as “H1-B workers.” This is more common in the engineering, teaching, technology, and medical professions. The number of new H1-B visas that can be issued each year is subject to a cap.
Relevance to Job seekers:
You will be asked for documentation to complete an I-9 form at the time of hiring. You can review the I-9 form here: http://www.uscis.gov/files/form/i-9.pdf.
The Civil Rights Act of 1964
Title VII of the Civil Rights Act of 1964 protects applicants from discrimination in hiring. Protection is granted on the basis of the applicant’s race, color, religion, sex (including pregnancy), and national origin.
Religious discrimination includes an employer failing to provide reasonable accommodations for an employee’s religious practices if the accommodation does not create an undue hardship for the employer.
Age Discrimination in Employment Act
The Age Discrimination in Employment Act of 1967 (ADEA) protects jobseekers who are 40 years of age (or older) from age discrimination in hiring. However, it is not illegal for an employer to favor an older job applicant over a younger one, even if both workers are age 40 or older. The law also forbids harassment because of age; for example, offensive remarks or repeated jokes about a person’s age.
The ADEA applies to employers with 20 or more employees, including state and local government entities.
Relevance to Job seekers:
The ADEA generally makes it unlawful to include age preferences, limitations, or specifications in job notices or ads. A job notice or ad may specify an age limit only in the rare circumstances where age is shown to be a “bona fide occupational qualification” (BFOQ) — for example, airline pilots must retire at age 65 in the U.S.
The Rehabilitation Act of 1973
Section 503 of the Rehabilitation Act of 1973 (as amended), is very similar to the Americans With Disabilities Act (ADA). It requires certain employers (including those with federal contracts or subcontracts) to take affirmative action to hire, retain, and promote qualified individuals with disabilities.
Covered disabilities include a wide range of mental and/or physical impairments that “substantially limit or restrict a major life activity,” such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning, or working. In addition, individuals who have recovered from their disabilities may not be discriminated against because of their past medical history.
Relevance to Job seekers:
The law only protects against discrimination for disabilities. You must possess the necessary education, skills, or other job-related requirements to be considered for the position. You must also be able to perform the essential functions of the job — the fundamental job duties of the position you desire — with or without reasonable accommodation (which require the employer to make adjustments or modifications in the work, job application process, work environment, job structure, equipment, employment practices, or the way that job duties are performed so that an individual can perform the essential functions of the job.)
Pregnancy Discrimination Act
In 1978, Congress amended Title VII of the Civil Rights Act of 1964 to enact the Pregnancy Discrimination Act (PDA). This law forbids discrimination based on pregnancy when it comes to any aspect of employment, including hiring. If a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, the employer or other covered organization must treat her the same way it treats any other temporarily disabled employee. For example, the employer may have to provide light duty assignments, disability leave, or unpaid leave to pregnant employees, if it does so for other temporarily disabled employees.
Relevance to Job seekers:
You do not have to disclose your pregnancy to a prospective employer when applying for a position. However, you may not want to change jobs during pregnancy if your health care coverage would be affected by a new position. If the new employer offers health care coverage, there may be a waiting period before coverage begins. However, insurance coverage for a pregnancy generally cannot be denied within a group insurance plan. The Health Portability and Accountability Act of 1996 (HIPAA) ensures that group health insurance plans cover pregnancy, in most cases. However, if your new employer does not offer a health insurance benefit, you may find it difficult to obtain an individual policy that covers your pregnancy-related claims.
Immigration Reform and Control Act
In compliance with the Immigration Reform and Control Act, discrimination on the basis of national origin involves treating applicants unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not). National origin discrimination can also extend to treating candidates unfavorably because they are married to (or associated with) a person of a certain national origin, or because of their connection with an ethnic organization or group.
The Immigration Reform and Control Act of 1986 (IRCA) makes it illegal for an employer to discriminate with respect to recruitment and hiring based on an individual’s citizenship or immigration status. The law prohibits employers from hiring only U.S. citizens or lawful permanent residents unless required to do so by law, regulation, or government contract.
Employers may not refuse to accept lawful documentation that establishes the employment eligibility of an employee, or demand additional documentation beyond what is legally required, when verifying employment eligibility, based on the employee’s national origin or citizen status.
Relevance to Job seekers:
Discrimination on the basis of national origin may begin with your initial application to the company. An employer may be reluctant to call an applicant whose name he or she cannot pronounce, so providing a nickname on the résumé or job application may help.
For example, if you wear a hijab for religious or cultural reasons, an employer may be worried about how the company’s customers would react to it. However, customer preference is never a justification for a discriminatory practice.
The employer is not likely to articulate that as the reason why you were not selected for the position. Even though you might feel that was the reason you were not hired, a fuller explanation of the employer’s business reasons would be needed to determine whether or not discrimination was involved.
Americans With Disabilities Act of 1990
Title I of the Americans With Disabilities Act of 1990 (ADA) protects qualified individuals from discrimination in hiring on the basis of disability. Covered employers must make reasonable accommodations for known physical and/or mental limitations of an otherwise qualified individual (unless it creates an “undue hardship” on the employer).
The term “qualified” means that you have the skills, experience, education, and other job-related requirements of the position being sought, and can perform the essential job functions of the position, with or without reasonable accommodation.
Not all employers are required to comply with the ADA. Covered organizations include private employers with 15 or more employees, employment agencies, and labor organizations. State and local government employers must also comply with the ADA.
Accommodations are considered “any modification or adjustment to a job or work environment that enables a qualified person with a disability to apply for or perform a job.” It also includes alterations to ensure a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities.
Relevance to Job seekers:
When applying for a position, the prospective employer may not ask you to answer medical questions or take a medical exam before extending a job offer. You may not be asked if you have a disability (or about the nature of an obvious disability). You can be asked, however, whether you can perform the job and how you would perform the job, with or without a reasonable accommodation. (After you are offered the job, an employer can make the job offer contingent on passing a required medical examination, but only if all candidates for that job category have to take the examination.)
From a practical standpoint, you should not request an accommodation during the application process unless there is a workplace barrier that prevents you, due to a disability, from competing for a job or performing the job. Likewise, you should not reference your medical history when applying for a position (for example, to account for a gap on your résumé or explain a job change on your cover letter) unless absolutely necessary — or if it is relevant to the position you are seeking.
The only limitation on an employer’s obligation to provide reasonable accommodations is that no change or modification is required if it would cause “undue hardship” to the employer — meaning significant expense or difficulty in making the accommodation (for example, if the modification would be disruptive, or if it would fundamentally alter the nature or operation of the business).
One of the newer candidate protection regulations is the Genetic Information Nondiscrimination Act of 2008 (GINA), which protects applicants from discrimination in hiring based on genetic information. GINA restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information, including information about genetic tests the applicant may have received, the manifestation of diseases or disorders in applicant’s family members, and requests for receipt of genetic services.
GINA was enacted, in large part, because of developments in the field of genetics, the decoding of the human genome, and advances in the field of genomic medicine. Genetic tests now exist that can determine whether individuals are at risk for specific diseases or disorders. The law addresses the concerns of individuals who fear the loss of health coverage or employment because of their genetic information.
Relevance to Job seekers:
Special Consideration for Veterans in Hiring
Certain companies with federal government contracts or subcontracts are required to provide affirmative action to employ
For more information, visit http://www.dol.gov/vets/.
How to work with a Resume Writer
“Resume Writing Services: Everything You Need To Know”
Here is how to help me to help you
When you make the decision to hire a professional resume writer, you’re not only investing your time and money, but you're also entrusting me to articulate your personal brand and shape how you'll position yourself in your job search. I take this responsibility very seriously, and am providing these 10 tips to help ensure we have a successful, positive collaboration!
1. Communicate clearly
2. Be clear on your career plans and objectives
3. Meet your deadlines
4. Invest in yourself
Your new résumé is just one tool in your job search toolbox. If I suggest you purchase a new outfit for your interview, or I recommend additional services to complement your résumé, consider the request carefully. Your income is your number one asset, and as the saying goes, “sometimes you need to spend money to make money.” Spending 1-3% of your annual income on improving your career prospects is a wise investment.
5. Trust me, I'm your Résumé Writer
Please don't solicit opinions about your résumé from your friends or family members. You hired me for my expertise. So, if you have any questions, don't be afraid to ask me. Related to this: Don't believe everything you read on the Internet. For every article that talks about why your résumé should be one page, there are more which say it should be two pages (and not longer).
6. Remember, your résumé is a marketing document, not a biography.
I'm not going to include every detail about your life and work history on your résumé, especially if you have certain jobs that aren't relevant to your career target. These details are important to who you are, but they are not necessarily important in this résumé for this job target. I will be selective in what information I include because your résumé tells a story about who you are and what you can do.
7. Don't “lend” your résumé to anyone else.
Your new résumé is a customized document developed just for you. Allowing someone else to use your résumé (format, design, and/or wording) may even dilute its effectiveness for you — especially if you "lend it" to a co-worker or colleague. If someone admires your résumé, send him or her my way and I will create an equally awesome document customized for their job search!
8. If you're not getting results, let's talk.
We might need to make some changes to make your résumé more effective, or I might be able to share some strategies to help you increase the number of interviews and job offers you receive.
9. Let me know how you're doing.
Sometimes I don't hear from clients until they need an update to their résumé when it's time to look for a new job. But I want to hear from you when you get a job offer. We'll celebrate together!
10. Keep your résumé updated.
Speaking of your new job, once you land a new position (and you're sure you're going to stay -- usually, after the first 90 days), get back in touch with me to add your new position. Keep an accomplishments journal so you can track your achievements in your new role, which makes it easier to respond to new opportunities that come up.
I look forward to working with you. We can start here!
Things to keep in mind
Your job search success
Your resume won't necessarily look like the samples on my website
Don't just use your new resume to apply for jobs online, please!
Provide the information you want on your resume up front
Upload resume to LinkedIn
How to protect your info on LinkedIn
Normally, when you are setting up your LinkedIn privacy settings, you’re selecting the audience you want to be able to see your LinkedIn profile. But there is one new LinkedIn setting that you will want to select to ensure that LinkedIn doesn’t share your content.
When Microsoft purchased LinkedIn in 2016, the integration of the social media platform with Microsoft’s products was alluded to in the announcement. In an internal memo published on TechCrunch.com, LinkedIn CEO Jeff Weiner identified some specific areas where the two companies would work together. These included:
With the announcement of a new Microsoft Word feature called “Resume Assistant,” that integration is becoming even more apparent. When this feature is enabled, it shows what other people in similar roles say about themselves in their LinkedIn profiles, allowing users of the word processing software to incorporate that content directly into the résumé they are creating for themselves.
While it has always been possible to view profiles of individuals in similar roles for inspiration when constructing your résumé, LinkedIn Headline, and profile content, this new feature allows users to directly copy content from other peoples’ LinkedIn profiles. And, in fact, it is encouraged by Microsoft/LinkedIn.
Fortunately, with the introduction of this new feature, LinkedIn has also recently added a new privacy setting to allow you to omit your LinkedIn profile from showing up in Microsoft Word’s Resume Assistant.
Disabling the sharing function makes it harder for others to “plagiarize” your LinkedIn content — whether you wrote it yourself, or had assistance from a professional résumé writer.
One of the best things you can do to keep your content from being plagiarized is to make it uniquely about you and branding yourself so distinctively that your content couldn’t possibly be used to describe anyone else but you!
Step 01: Click “Me” on Your LinkedIn Profile
Step 02: Find “Settings & Privacy”
Click “Settings & Privacy.”
Step 03: Click “Privacy”
Step 04: Scroll Down to “Data Privacy and Advertising” Section
Step 05: Click on Microsoft Word
The default setting is “Yes” — “Allow Microsoft Word to display work experience descriptions from your profile to users of Resume Assistant.”
Step 06: Slide From the Default “Yes” to “No”
Changing the setting to “No” keeps LinkedIn from sharing your descriptions with Microsoft Word users.
Step 07: Resume Assistant Integration
Here is LinkedIn’s explanation of the Resume Assistant integration.
One of the best things you can do to keep your content from being plagiarized is to make it uniquely about you — branding yourself so distinctively that your content couldn’t possibly be used to describe anyone else but you!
Step 08: Changing This Setting in the LinkedIn Mobile App
You can also change this setting in the LinkedIn mobile app.
In the app, go to the “Settings” gear in the upper right-hand corner and click “Privacy.” Scroll down to “Microsoft Word” and display the setting. Change the slider to “No.” Resume Assistant is a new feature that is only available to Office 365 subscribers who are part of the “Office Insider” program. Resume Assistant pulls suggested skills and work experience descriptions from LinkedIn profiles when the Resume Assistant setting is set to “Yes.”
Five ways to assess a new job offer