Most Popular Questions on Google: Resume Writing

Most Popular Questions on Google: Resume Writing

Resume writing can be challenging at the best of times. Including all the necessary information and key points about your entire career in a format that is easy to read, could be the difference between getting an interview and not getting an interview. Below are Mondo’s answers to the most popular questions asked on Google about resume writing.

1. Do I include a photo of myself on my resume?

Some industries like photos and others do not.  Hospitality and positions that require public interface often prefer a photo. A photo can create unconscious biases – both positive and negative. So you have to make a judgement call yourself, if they do not request. Ask a friend or trusted advisor to give you candid feedback of what is a professional photo of yourself.

2. What are the most necessary components of a resume?

Name and contact details on each page (as a header or footer), ensure all your most important detail lies on the first page, i.e. include your entire (relevant) career history summarised in a table, then your qualifications, your professional associations/memberships and finally your major career achievements. The 2nd/3rd page outlines your Career History (expanded) where you are able to list your key responsibilities and achievements in each role. Finally, offer your referee’s available on request, or even a quote from them.

3. How do I write a resume with a first page summary?

Artificial Intelligence today often scans first page and then grades your candidate validity so first page content is critical. Your first page must be clear and succinct, no fluff. Ensure all your most important information is collated on the one page as this is often all that is scanned when your CV is digitally read.

Why Women Say No and Men Say Yes in the Workplace


Recently I have been interviewing for a CEO role for an exciting start up. The role requires some key experience but most importantly requires huge personal initiative and drive for results.

An amazing insight I have discovered and realised when approaching and headhunting candidates is that there is a fundamental difference between a man and a woman’s response. When I approached men, they tended to respond with what they could contribute to the role as well as what skills they could bring. Whereas women, when approached often said why they couldn’t do in the role and emphasised the skills or experience they lacked for the opportunity.

I’ve outlined 8 key reasons why women won’t get what they want in the workplace from gender diversity and leadership opportunities:

  1. The perception that you need to “look like you work hard by being at the office”: discriminating against women working remotely and not publicly demonstrating deliverables.
  2. Unconscious biases: “jobs for the boys” & “old school ties”. This is may be due to single sex high schools that do not help men and women to learn how to interact & collaborate together in the workplace.
  3. The “nuclear family nuked generational childcare support”: rarely is there care for children by older family generations – by people who are related and love them. This places pressure on parents, particularly mothers to stay home and not drive a career.
  4. Women say no and Men say yes! In my 25 years of Executive Search experience I see a difference in genders when people are “headhunted”. Women always point out why they can’t do the job and what they lack in skills & experience and men will tell you what they can do -women say no and men say yes! This is well written about by Sheryl Sandberg, COO of Facebook who talks about why women don’t make it to the top. Women systematically underestimate their own abilities.
  5. Pregnant women are not predictable: So much is ahead and yet no one can be assured of what is ahead – only the universe holds the future and this does not help future proofing an organisation.
  6. Men are the Hunters and Women are the Gatherers: Our long history of heritage that prefers women to push the shopping trolley and nest with our young. I like the saying that you never know the torment of flying the coop, if you have never built a nest!
  7. “Men have egos and Women have pride”: Does that big promotion/job appeal more to men than women? Do women seek more pride in delivering good results- doing a good job, ignoring the politics?
  8. The power of the maternal gene is more ominous than the corporate ladder climbing gene. I know personally how many hours I have laid in bed tormented about how my kids are tracking at school, and if they feel supported and nurtured. Do men focus more on a difficult staff member than whether their child needs to improve at school?

Whatever the reasons, this may help to explain a little about the perceived “glass window” that I have personally never experienced.  Maybe women simply don’t forge forward and back themselves enough?

Some decent food for thought!

For more information contact Simone Allan, Director at Mondo Search on 1300 737 917 or email

Omna Field Solutions is Mondo’s Company of the Month!

The old way of running a team of sales representatives and hand selling to customer channels is being transformed with services like Omna Field Solutions (OFS).  OFS is a new business founded on the basis of utilising advanced technology to deliver more cost effective, consistent and transparent solutions to the market.

Through the use of a connected field team and advanced technology, OFS believes that Clients who require an on-demand, in-field execution service can be accommodated. With its skilled client services team, projects can be activated in short time periods without commitments to lengthy on-going contracts.

On-going contracts are uniquely treated as evolving activation projects to ensure Clients achieve the best returns for their in-field execution budgets. From both small to larger Clients, OFS is delivering a quality service at an affordable price.

With its unique technology and advanced processes built around its field and office teams, OFS is re-engineering the market.

Never Burn Your Bridges!

Everyday we hear of stories of candidates leaving companies in acrimonious ways.

I always get concerned when candidates do not have previous employers as referees.  It is very disappointing to see long term, high performing employees leaving companies and in their last few hours departing acrimoniously.  

I so often say – leaving an organisation is often like a “divorce” and grief occurs. Often in a marriage collapsing you do see two normally caring individuals go nasty in the final hours, leading to a divorce. This is just like when you see previously well liked employees falling out in the final hours of their departure! It is always a sensitive and emotional time. This once again reinforces the old adage “Never burn your bridges

The employer often plays a big role in the departure and management of exiting employees and so often simple things like “farewell dos”and  exit interviews are forgotten and final remuneration payments for commissions/bonuses etc are delayed. This encourages negative memories and thoughts on behalf of the outgoing employee.

It is refreshing when we secure references of candidates who go the extra mile before their exit. One recent reference that I noted as memorable was when the employer noted that the departing employee left such a good handover for the new incumbent that the next 6 months of marketing plans were in place and a successor was appointed with ease into the role. Leaving with dignity can become part of your legacy in your career footprint.

So, actively champion the phrase “never burn your bridges” with your employment situations, as you never know when your paths will meet. Actively work as an employer to ensure that departing employees are treated with professionalism and dignity and as an exiting employee, never close the door or burn your bridges. Hand over your responsibilities and unfinished tasks with professionalism and clarity.

Burning your bridges will really take its toll in your career future!

Simone Allan


Mondo Search Pty Ltd

Rhythm of the working week is a powerful thing!


It is now known that some days are better than others to perform certain tasks.

For many years I ran my weekly team meeting on a Monday morning and I could not understand why it never seemed to have much spark. The team struggled to remember the previous week. They were generally de-motivated. I moved the team meeting to Wednesday mornings and immediately the meetings were more punchy and productive.

Days for external interactions and business development are more effectual on a Thursday or Friday. I now pencil in Business Development for those days. Mornings better for interviews.

It is also interesting to see some statistics from our online advertising that shows which days are more popular for candidates to search online for roles.   

Monday is by far the most popular day to search for jobs online, followed by Tuesday and Thursday. Saturday is the slowest day for job searching, work gets forgotten.  

In terms of timing, most candidates search for jobs online between 1pm and 3pm then again at night – between 9pm and 10pm.  A lunchtime spent checking the job market and at night, post family commitments.

Each day of the week affects our workplace behaviour.

Monday – the great Aussie sickie!

A new study from the Workforce Institute in the US reveals that 39% of workers admit to calling in sick because they want an extra day off – and Monday is the peak day for this. This means offices are likely to be more short-staffed and co-workers more stressed on a Monday.  It is also common to suffer depression on a Sunday afternoon and night, as you feel overwhelmed by the week ahead, and may feel regretful you did not complete the tasks you set for the weekend. No wonder my team meetings did not work on a Monday!

Tuesday- day of doing!

Tuesday is the peak day for work output and efficiency. You are back into routine and are not tired of the working week. Intellectual performance peaks are between 10am and noon, so work output is likely to be at its optimum at this time.

Wednesday – day of creativity!

Wednesday is the best day for creative thinking, strategy and brainstorming. Your brain is fully engaged with work, but you still have plenty of midweek energy.   I now understand why a weekly team meeting on a Wednesday works better!

Thursday – day of negotiation!

Workers are relatively more submissive and open to negotiation. It could be argued that it is the best day to nail a transaction.

Friday – a day of more risks!

Workers take more risks and have more accidents on a Friday. This is a day to broach new thinking and ways to work. It is a “ Blue Sky day”

So in these unpredictable market times, insightful leadership and motivation is critical and working with the rhythms of the week can make a big difference.

For more information contact Simone Allan, Director at Mondo Search on 1300 737 917 or email

CopyrightThe above is the intellectual property of Mondo Search Pty Ltd. None of the information provided may be copied or reproduced in part or in full without the prior written permission of a director of Mondo Search Pty Ltd.

Feeling safe in the workplace means more than OHS compliance!

In a world that has uncertain trading conditions and highly volatile market challenges and an Australian media that feeds that uncertainty, people often feel very insecure in the workplace. Australia is a lucky nation with low unemployment levels of around 4.5%, unlike the US that is pushing 10.5%, (declared). Many companies suggest having corporate values and visions and missions, but if you were to ask the average employee what was important to them, in these times, they would say a steady career path and a guaranteed job.

Values are critical in any relationship, in fact if you consider those people that are close to you – no doubt you would have “a meeting of the minds” in terms of aligned values and attitudes about life. A harmonious workplace, like a
harmonious relationship occurs when people are aligned to the values and people feel safe to express their point of view. Andrew Horabin once spoke about the essence of his book “Bullshift- getting honesty and straight talk in the workplace” and he stated that if people are not heard and made to feel safe – they will be defensive, make excuses and abdicate responsibility. These are all behaviours that reduce workplace productivity.

Of all the critical values that a company can have – the first is that an employee should feel safe in their tenure. A famous psychologist – Abraham Maslow who examined human needs found that there is a hierarchy of needs and feeling safe is the top of the tree. People need to feel safe – they need to feel that their role is secure and that they are supported. If you ever study youth delinquents- they have a history of feeling neglected and unsafe.

Therefore – if you are happy with your team – think about ways that you can make them feel safe in their career journey with you – allow them to be able to express their thoughts and opinions with encouragement and make time with them regularly, to review their progress and their long term role in your company. Feeling safe in the workplace is more than compliance to Occupational Health and Safety standards!