Thread regarding Humana Inc. layoffs

I think both opinions in this thread are correct, depending on where you're sending your resume. Large companies like hospital systems have substantial HR departments to do hiring, but small non- profit agencies do not, so your resume is likely to go right into the hands of the supervisor for that role. I have two or three versions of my resume depending on where I'm sending it. I was in a supervisory role at my last job in a small non-profit and I reviewed all the resumes and did the interviewing and hiring myself. I'm not an HR person but I knew what I skills I needed to see in my potential employees and I preferred to see more detail in the resume than not.

I also went to a former HR director of a large corporation for help with my last resume. The tips that jump out at me are to make it concise, one page is the best per this director and don't use those catch phrases that a lot of folks do ie: pulling exact phrases from the job description. Instead, highlight something specific you did do in your last position. Get professional help, it may cost you right now but it will make a difference whether you get the call back for that first interview. That is when they will see how great you are. Good luck!

Thanks for the information. Really helps !

@2orx I think what you failed to understand and what 1vjn tried to explain is that your resume is seen 1st by someone in HR. Not sure why you think HR is removed from the hiring process. They are the first step in you getting hired. They are the ones who actually review your resume and decide whether or not to pass you on for consideration and an interview. I attended a lunch n learn last year that HR4U and talent acquisition put on and they did talk about this stuff. It gave me a better perspective to what I should highlight on my resume. Sorry, but I agree that committees, groups, SME stuff don't belong in your resume. It just muddies it up adds extra words that won't get read in the 30 seconds they take to look it over. Don't get defensive. Just take the constructive criticism and use it to improve your resume. If this next layoff is as massive as it sounds, you will need an edge over the 100s of other nurses vying for the same job. Just because you easily landed your job with Humana back at a time they were desperate to fill positions doesn't mean it was due to a stellar resume. All our resumes could use tweaking I'm sure. And for those who are going to point out this is a layoff site and not a resume site......you need a resume after a layoff so it is very helpful.

To the OP asking for a job description, my coach actually helped me with that. She completely understands that we are fearful of another layoff and wants her team to do what is best for them. For me, it's getting out of Humana to something less stressful. Good luck everyone!

Humana didn't ask me in my interview for HCM what extra duties I took on at my previous job. And the job before that didn't ask about extra responsibilities either. All my interviews have asked experience, how I would handle specific scenarios and successes and failures. I do however explain times I've gone above and beyond. Some things don't belong on a resume as the last poster said. A Resume is just to grab attention and pique interest. The interview is for you to shine a spotlight on yourself and extrapolate on your accomplishments. I hired someone to do my resume. I highly recommend that! It really makes a big difference. A professional knows what companies are looking for. They make sure key words and phrases are utilized.

Previous poster, I was promoted from a supervisory role to hiring manager. Went to numerous national conferences, etc so I am actually quite knowledgeable and was trying to help. You can add the fluff in an actual interview where you have the opportunity to explain what those things entailed, but Do Not put it on your resume! The hiring manager is the first person to look at your resume. It needs to be concise, prove that you are an achiever and catch the hiring manager's eye. All that added stuff just clutters up your resume and will get it tossed and not passed on to the supervisors who will interview you and may care that Sally was a Super User. Ask HR what they look for or better yet do one of their numerous trainings. They will tell you the same thing. Go on the HI page. There is actually info about resumes on HI. Or even do a Google search and you will quickly see that I am correct. There is an online company or two who will critique your resume for you for free. Yeah they want your business but they offer sound criticisms. I was trying to offer some legit advice from someone who has been in a hiring role. I would like to see everyone impacted get hired quickly. Take the advice or not. It's up to you.

No, below poster, your comment does not make sense. If you worked in HR but not as an actual supervisor to front line workers in a specific role, then you don't understand what I mean. You would not see the value in employees who volunteer for extra projects and accomplish them when others doing the same job do not go beyond basic job responsibilities. I am a health care professional and every potential employer, including Humana, asked me to describe extra things I did beyond my regular job duties. Not one asked about how I saved money for the company or changed procedures because that is not within the realm of a front line care manager. Those interviews were not conducted by someone in HR who was removed from the role, but by actual coaches who have done the job or supervise people who do the job. To them, signs of extra work effort and recognition make a big difference.

I worked in HR and hiring for years. Businesses dont really care if you were a star award winner or a super user. It will help internally but not externally. Your resume should not be passive. Just listing things you did or committees you were on will not get you an interview. Those things make you a doer not an acheiver. Companies want to hear how you saved your current company money, how you implemented an idea that benefited the company. Internal awards and certifications are meaningless because hiring companies have no idea of the criteria involved. Did you just have to show up to get an award? Are you a SME because you know more about something than a co-worker? Does that make sense?

Besides describing the tasks of the job itself, make sure you include any special projects you worked on, SME roles, super user roles, and any star awards or other acknowledgements you received for your work. It will help set you apart from other applicants with the same basic job description.

Thank you for the helpful posts

I was able To find positions I applied for in career opportunity then my role page.

If you still have the binder from onboarding, a good description should be in there.

Seriously

Ask your coach