Cover Letter:

Purpose:

The main purpose of a cover letter is to introduce yourself to the employer, express your interest in the job position, and explain why you are a strong candidate.

Content:

A cover letter provides context for your application. It allows you to elaborate on specific experiences, skills, and qualifications mentioned in your resume, showing how they align with the job requirements.

Customization:

Each cover letter should be customized for the specific job you’re applying to. It should address the company’s needs, explain your fit for the role, and highlight your enthusiasm for the position and the company.

Length:

Cover letters are typically shorter than resumes, usually consisting of a few paragraphs. They are concise and focused on key points.

Format:

A cover letter follows a formal business letter format, with a salutation, introduction, body paragraphs, and a closing. It includes your contact information, the employer’s contact information, and a formal closing signature.

Tone:

The tone of a cover letter is professional and engaging. It should convey your enthusiasm for the role while remaining formal and respectful.

Professional Resume:

Purpose:

A professional resume (or CV) provides a comprehensive overview of your education, work experience, skills, achievements, and qualifications. Its primary purpose is to showcase your suitability for the job by highlighting your relevant experience and accomplishments.

Content:

A resume outlines your career history, job titles, dates of employment, responsibilities, and key achievements. It presents a chronological or functional overview of your qualifications.

Standardization:

While you can tailor your resume for each job application by emphasizing certain experiences or skills, the overall structure and format remain consistent. It serves as a snapshot of your professional background.

Length:

A professional resume is typically longer than a cover letter and can vary in length depending on your career stage and experience. However, it’s recommended to keep it concise, ideally within two pages.

Format:

Resumes have a standardized format that includes sections like contact information, summary or objective, work experience, education, skills, and sometimes additional sections like certifications or awards.

Tone:

The tone of a resume is factual and professional. It should be free from personal opinions or subjective language

Employee Engagement will become even more important

With record low unemployment, job seekers with in-demand skills can afford to be picky about what companies they choose to work for. When it comes to recruiting, not only do HR managers need to make sure they’re offering competitive compensation and benefits, they’ll also need to take a closer look at the state of their engagement parameters.

While it can be challenging to find the time to take stock of employee engagement and morale (much less do anything to fix it), HR departments can’t afford to let negative cultural traits go unaddressed. Potential hires will tap into their personal and professional networks— and look at review sites like Glassdoor , Pay scale – to know about what to expect in any given workplace.

That is why companies and their  recruiting team with their corporate engagement teams have to work on creating an excellent on-boarding experience . Studies have always proved the recruits who receive an outstanding on-boarding experience tends to stay longer.

Talent Mapping , Upskilling  and Reskilling

Old skills disappear and new skills have been gradually evolving due to the fast changes in technology. With large of employees with old skills , new skills have to be reskilled in the existing workforce. HR organization needs to play a major role in reskilling the existing employees. Mapping the existing talent and upskilling employees has proven to boost employee productivity and reduce employee turnover.

In the coming years , HR organization has this challenge to decide how to upskill and reskill  teams, departments last change the culture of  the company.

• Role of AI in HR

  It’s no surprise that HR operations who were called as a paper pushers have become strategic with the fast implementation of AI. With all the essential functions of the job, many of them high-stakes and time-sensitive, it’s important to find creative ways to get everything done. Artificial intelligence has already proven useful in other contexts across industries in the past few years. In 2020, we’re likely to see how it can help streamline HR practices.

  While they’re not in widespread use at the moment, industry experts predict that A.I.-powered chat bots will revolutionise the recruitment process  they  will have a wide variety of potential applications. In the recruiting process, A.I. can help with screening applicants, scheduling interviews, and answering common questions from candidates. Internally, they can save HR managers time by pointing employees toward the resources they need to answer any questions related to pay, benefits, or other HR processes.

  In the future, they’ll ask an intelligent agent that  will answer their question.” Since this technology has the potential to prevent daily disruptions and save Corporate HR  several hours of work each week, expect to see some larger companies adopt it in the coming year.

  How Emmanual HR Innovations can help you to build better AI systems. With our background in hiring we have strategic alliances with technology firms that can help you build your own AI Application internally .