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Career Success Center

Action Verbs for your Resume

To assist you in describing your educational and employment experiences, go through this list and see which verbs you can use to give punch to your resume! Click the type of skills you want to describe to reveal a list of powerful verbs.

 

Addressed

Advertised

Arbitrated

Argued

Arranged

Articulated

Authored

Briefed

Clarified

Closed

Collaborated

Communicated

Composed

Concluded

Condensed 

Conferred

Consulted

Contracted

Conveyed

Convinced

Corresponded

Created

Debated

Defined

Developed

Directed

Discussed

Dispatched

Distinguished

Drafted

Edited

Elicited

Enlisted

Explained

Expressed

Formulated

Furnished

Helped

Identified

Incorporated

Influenced

Interacted

Interpreted

Interviewed

Involved

Joined

Judged

Led

Lectured

Listened

Manipulated

Marketed

Medicated

Moderated

Motivated

Merged

Negotiated

Observed

Obtained 

Outlined

Participated

Persuaded

Presented

Promoted

Proposed

Publicized 

Read 

Reasoned

Reconciled

Recruited

Referred 

Rejoined

Reported

Resolved

Responded 

Sold 

Solicited 

Specified 

Spoke 

Suggested

Summarized

Synthesized

Translated 

Wrote

 

Abstracted

Acted

Adapted

Began

Combined

Composed

Conceptualized

Condensed

Created

Customized

Designed

Developed

Devised

Directed

Discriminated

Displayed

Drew

Entertained

Established

Explored

Fashioned

Formulated

Founded

Generated

Illustrated

Imagined

Imported 

Initiated

Innovated

Instituted

Integrated

Introduced

Invented

Launched

Memorized

Modeled

Modernized

Modified

Originated

Painted

Perceived

Performed

Photographed

Planned

Published

Remodeled

Revised

Revitalized

Shaped

Shared

Set 

Solidified 

Solved

Summarized

Synthesized

Translated

Visualized 

Wrote

 

Accentuated

Administered

Advanced

Analyzed

Appointed

Approved

Assigned

Attained

Caused

Chaired

Changed

Considered

Consolidated

Contained

Contracted

Controlled

Converted

Coordinated

Cut

Decided

Delegated

Developed

Directed

Doubled

Eliminated

Emphasized

Employed

Empowered

Enforced

Enhanced

Envisioned

Established

Evaluated

Executed

Expanded

Fine Tuned

Founded

Generated

Handled

Headed

Hired

Hosted

Implemented

Improved

Incorporated

Increased

Initiated

Inspected

Led

Managed

Merged

Moderated

Motivated

Navigated

Organized

Originated

Overhauled

Oversaw

Performed

Planned

Presided

Prioritized

Produced

Quadrupled

Recommended

Recovered

Recruited

Reorganized

Replaced

Restored

Restructured

Reviewed

Salvaged

Saved

Scheduled

Secured

Selected

Streamlined

Strengthened

Supervised

Terminated

Trained

Transformed

Tripled

Troubleshoot

Vended

Accounted for

Administered

Adjusted

Allocated

Analyzed

Appraised

Approximated

Assessed

Audited

Balanced

Budgeted

Calculated

Checked

Compounded

Cornputed

Conserved

Corrected

Counted

Decreased

Detailed

Determined

Developed

Dispensed

Dispersed

Estimated

Earned

Extracted

Figured

Financed

Forecasted

Grossed

Increased

Speed

Inventoried

Maintained

Accuracy

Managed

Marketed

Maximized

Measured

Multiplied

Netted

Planned

Prepared

Programmed

Profited

Projected

Purchased

Qualified

Quantified

Reconciled

Reduced

Researched

Retrieved

Solved

Tested

Totaled

Trimmed

Upgraded

Underwrote

Yielded

Aligned

Assembled

Bound

Bent

Built

Controlled

Drilled

Drove

Fed

Handled

Lifted

Moved

Operated

Performed

Pulled

Punched

Retooled

Serviced

Set-up

Skilled

Tended

Accommodated

Adapted

Adjusted

Advised

Advocated

Aided

Alleviated

Answered

Arbitrated

Arranged

Assesseed

Assisted

Assured

Attended

Augmented

Backed

Boistered

CAred

Clarified

Coached

Collaborated

Consoled

Contributed

Cooperated

Counseled

Demonstrated

Developed

Sensitivity

Diagnosed

Directed

Eased

Educated

Elevated

Encouraged

Endored

Ensured

Expedited

Facilitated

Familiarized

Fostered

Furthered

Guided

Helped

Integrated

Insured

Interceded

Intervened

Led

Listened

Mentored

Mobilized

Motivated

Perceived

Preventive

Protected

Provided

Referred

Rehabilitated

Related

Rendered

Represented

Resolved

Safeguarded

Serviced

Simplified

Spoke

Supplied

Supported

Used

Teamwork

Approach

Volunteered

Accomplished

Achieved

Approved

Arranged

Catalogued

Charted

Classified

Coded

Collated

Collected

Compared

Compiled

Completed

Configured

Corrected

Corresponded

Dispatched

Distributed

Diversified

Enforced

Executed

Facilitated

Filed

Followed through

Generated

Implemented

Incorporated

Inspected

Judged

Logged

Maintained

Met deadlines

Monitored

Obtained

Operated

Ordered

Organized

Prepared

Processed

Provided

Purchased

Recorded

Registered

Reserved

Responded

Retained

Retrieved

Recorded

Reviewed

Routed

Scheduled

Screened

Standardized

Submitted

Supplied

Systematized

Tablated

Updated

Validated

Verified

Analyzed

Archived

Branded

Catalogued

Clarified

Collected

Compiled

Conducted

Critiqued

Decided

Detected

Determined

Diagnosed

Differentiate

Documented

Evaluated

Examined

Experimented

Explored

Extracted

Extrapolated

Filed

Formulated

Gathered

Hypothesized

Indoctrinated

Inspected

Interpreted

Interviewed

Invented

Investigated

Linked

Located

Measured

Observed

Organized

Perceived

Published

Rated

Recognized problems

Recorded

Researched

Reviewed

Searched

Scanned

Studied

Solved

Summarized

Surveyed

Synthesized

Systematized

Tested

Unearthed

Wrote

Accommodate

Archived

Adapted

Adopted

Advised

Benchmarked

Briefed

Challenged

Clarified

Coached

Communicated

Conducted

Coordinated

Counseled

Critiqued

Decided

Demonstrated

Developed

Empowered

Enabled

Encouraged

Enlightened

Evaluated

Explained

Facilitated

Focused

Guided

Individualized

Influenced

Informed

Initiated

Instilled

Instructed

Invented

Modeled

Motivated

Persuaded

Schooled

Shaped

Simulated

Stimulated

Taught

Tested

Trained

Transmitted

Tutored

Validated

Valued

Accelerated

Acclimated

Activated

Adapted

Adhered

Adjusted

Applied

Assembled

Automated

Balanced

Built

Calculated

Centralized

Challenged

Changed

Channeled

Charted

Circulated

Computed

Conceived

Conserved

Constructed

Converted

Coordinated

Debugged

Deferred

Demonstrated

Designed

Detected

Determined

Developed

Devised

Diagrammed

Diversified

Drafted

Engineered

Excelled

Expanded

Expedited

Fabricated

Formed

Fortified

Generated

Improved

Increased

Installed

Interfaced

Laugned

Maintained

Mastered

Modified

Molded

Networked

Operated

Overhauled

Packaged

Pioneered

Prepared

Printed

Processed

Programmed

Rebuilt

Reconstructed

Rectified

Re-designed

Re-engineered

Regulated

Remodeled

Repaired

Replaced

Restored

Revamped

Solved

Specialized

Standardized

Streamlined

Studied

Surveyed

Systematized

Upgraded

Utilized

Wrote

Tips for Developing Adaptability

-  Change your thought process

-  Force yourself to take risks

-  Encourage others to be open minded

-  Embrace learning 

BEST PRACTICE #10: HOLD NEW-HIRE PANELS.

New-hire panels are one of the best ways to showcase an organization to interns as a great place to work. These are panels of five or six people who were hired as new grads within the last three years. They act as panelists in a meeting of interns, giving a brief summary of their background and then answering questions from the intern audience. Your interns get insight about your organization from your new hires—people who they perceive are like themselves and who they consequently view as credible sources of information.

In these meetings, I’ve found that the interns consistently bring up the same topics: Why did you choose this employer over others? What was your first year like? How is being a full-time employee here different from being an intern? Do you recommend getting a graduate degree? In the same field, or an M.B.A.? Is it better to go straight to graduate school after the bachelor’s or better to work a while?

It’s also fairly consistent that the new hires will offer other types of advice to your interns, such as how to handle finances those first couple of years out of school. (Their typical advice: Don’t run right out and buy a new car, and, Start contributing the maximum to your savings plan as soon as you are allowed.)

College relations staff should attend these sessions, but should remain unobtrusive, staying in the back of the room so as not to stifle the conversation. By being there, you stay aware of what is on the minds of your target group, and you can answer any detailed questions that may come up, such as those related to benefits.

BEST PRACTICE #11: BRING IN SPEAKERS FROM YOUR COMPANY’S EXECUTIVE RANKS.

One of the greatest advantages to students in having internships is the access they get to accomplished professionals in their field. Consequently, speakers from the executive ranks are very popular with students—it’s a great career development and role modeling experience for interns. Having a CEO speak is especially impressive. Best scenario: Your CEO speaker is personable, willing to answer questions, and willing and able to spend a little informal time with the students after speaking—your interns will be quite impressed.

For you, having your executives speak to interns is another way to “sell” your organization to the interns, and get your executives invested in (and supporting) your program.

BEST PRACTICE #12: OFFER TRAINING/ENCOURAGE OUTSIDE CLASSES.

Providing students with access to in-house training—both in work-skills-related areas, such as a computer language, and in general skills areas, such as time management—is a tangible way to show students you are interested in their development.

You may also want to consider providing interns with information about nearby community colleges: Many students will be interested in attending during their work term to take care of some electives and/or get a little ahead with the hours they need to graduate. If you have the budget, you may also want to consider paying the tuition for courses they take while working for you, but, as is the case with housing, any assistance you can provide—even if it’s just providing them with information about local schools—will earn you points with students.

BEST PRACTICE #13: CONDUCT FOCUS GROUPS/SURVEYS.

Conducting focus groups and feedback surveys with these representatives of your target group is a great way to see your organization as the students see it. Focus groups in particular can yield information about what your competitors are doing that students find appealing.

BEST PRACTICE #14: SHOWCASE INTERN WORK THROUGH PRESENTATIONS/EXPO.

Students work very hard at completing their work and are generally proud of their accomplishments. Setting up a venue for them to do presentations (formal presentations or in a fair-type setting such as an expo) not only allows them to demonstrate their achievements, but also showcases the internship program to all employees.

BEST PRACTICE #15: CONDUCT EXIT INTERVIEWS.

Whether face-to-face or over the telephone, a real-time exit interview done by a member of the college relations team is an excellent way to gather feedback on the student’s experience and to assess their interest in coming back. Having the students fill out an exit survey and bring it to the interview gives some structure to the conversation.

BEST PRACTICE #2: HOLD ORIENTATIONS FOR ALL INVOLVED

It’s important that everyone “be on the same page,” so to speak. Make this happen by holding an orientation session for managers and mentors as well as a session for students. Orientations ensure that everyone starts with the same expectations and role definitions. This is time well spent—the effort you put into these sessions will pay off throughout the program.

BEST PRACTICE #3: PROVIDE INTERNS WITH A HANDBOOK AND/OR WEBSITE.

Whether in paper booklet format, or presented as a special section on your website, a handbook serves as a guide for students, answering frequently asked questions and communicating the “rules” in a warm and welcoming way.

A separate intern website serves many of the purposes of the handbook, but has the advantage of being easy to change. You can use your website as a communication tool, with announcements from the college relations staff or even articles of interest written by the interns themselves.

BEST PRACTICE #4: PROVIDE HOUSING AND RELOCATION ASSISTANCE.

Few employers can afford to provide fully paid housing for interns, but you’ll find that you get a lot of appreciation if you offer any kind of assistance toward housing expenses. If that’s not possible, provide assistance in locating affordable housing: For those relocating to the job site, the prospect of finding affordable, short-term housing can be daunting. Easy availability of affordable housing will make your opportunity more attractive to students, broadening your pool of candidates.

If you can pay for all or some of your interns’ housing, be sure to design (and stick to) a clear policy detailing who is eligible. This will eliminate any perceptions of unequal treatment. In addition, be aware that employer-paid or employer-subsidized housing is considered a taxable benefit. Check with your internal tax department on exceptions to this.

You will also want to consider the issue of relocation, which is separate although related to housing. Many organizations pay some or all of their interns’ relocation expenses to and/or from the job site.

BEST PRACTICE #5: OFFER SCHOLARSHIPS.

Pairing a scholarship with your internship is a great way to recruit for your internship program—and this is especially true if you are having difficulty attracting a particular type of student or student with a specific skill set to your program. Attaching a scholarship can increase your pool of candidates with the desired qualifications.

BEST PRACTICE #6: OFFER FLEX-TIME AND/OR OTHER UNUSUAL WORK ARRANGEMENTS

Students mention flex-time as one of their most-desired features in a job. (A flexible time schedule during their internship eases their transition to the workplace.)

If you think about how students spend the day on campus (varied schedule each day, with varied activities such as work, class, social time), you can understand that 8 a.m. to 5 p.m. Monday through Friday is a bit of an adjustment for them. A flexible schedule can make them feel less chained in by an unchanging routine.

Other work arrangements that have been found successful with students include keeping them on as part-time, remote employees after they go back to school (depending on the type of work they do for you and whether they have a willing manager), and having them come back and work over school breaks for a couple of weeks. These are excellent ways to keep communications open and build a stronger bond.

BEST PRACTICE #7: HAVE AN INTERN MANAGER.

Having a dedicated manager for your intern program is the best way to ensure that it runs smoothly and stays focused on your criteria for success. Unfortunately, the size and resources available to most internship programs mean that this isn’t always possible. If your program isn’t big enough to warrant a dedicated full-time staff member, an excellent short-term solution is to hire a graduate student (look for a student working toward an advanced HR degree) to be your intern, and put this college relations intern in charge of the daily operation of the internship program. This gives the interns a “go-to” person, and gives you and your staff a break from the many daily tasks involved in running a program of any size. For this to work, you have to plan the program structure in advance (don’t expect your intern to do it), and be very accessible to your college relations intern

BEST PRACTICE #8: ENCOURAGE TEAM INVOLVEMENT

Involve your college recruiting teams—whether they are “volunteers” who participate in college recruiting, staff members dedicated to college recruiting, or some combination of both—in your intern program. They can sponsor social or professional development events, and help to orient the interns to your company culture. In my experience, college team members served as cooks at intern picnics, hosts at speaker events, and drivers for social outings such as ball games.

BEST PRACTICE #9: INVITE CAREER CENTER STAFF AND FACULTY TO VISIT INTERNS ON SITE.

Although some programs—especially those that are very structured on the university side—make visits by career center staff and faculty a regular practice, most do not. In general, career center staff and faculty members have relatively few opportunities to visit employer work sites to see firsthand the types of experiences that their students are getting. By inviting them to your site, you will build a better working relationship with these groups, which can lead to more student referrals, enhanced campus visibility, and increased flexibility on their parts when your business needs dictate it.

BEST PRACTICE #1: PROVIDE INTERNS WITH REAL WORK ASSIGNMENTS.

Providing interns with real work is number one to ensuring your program’s success. Interns should be doing work related to their major, that is challenging, that is recognized by the organization as valuable, and that fills the entire work term.

You can guarantee that hiring managers provide real work assignments by checking job descriptions, emphasizing the importance of real work assignments during a manager/mentor orientation sessions, and communicating with interns frequently throughout the work term to determine who they perceive what they are doing.

 

Don't try to change what can't be changed...you can REFRAME!

(HINT, you have to work with, not change, gravity)

 

 

Consider your views on the world

Reflect on what work is and what it means to you

What dysfunctional thoughts can be reframed?

What's the life challenge/opportunity we want to solve and/or learn more about?

 

Take some personal assessments 

Evaluate your current work/play/love/health

Open up meaningful discussions with your family and friends

 

 

 

 

Create some future Life Sketches; do real brainstorming and think up lots and lots and lots of ideas

More = Better

 

 

Narrow your testing options, build some ideas, select some ideas, and plan the quick/cheap/easy prototype

Ask a lot of questions

 

 

Get into some real work, try stuff, reflect on what works for you and refine your next steps to designing a better life

 

 

 

 

Keep moving forwarding and just do stuff. ​
Turn your ideas into action.  ​
The Career Success Center has lots of ​custom ideas for you. ​

 

 

Ask lots of questions, ​research your options, ​be active in class, ​follow interesting organizations​ and people​

 

 

 

Life and the career process ​is not just one or two things-​it is a process.

Turn bumps in the road ​into learning opportunities. ​

 

 

You live, eat, work, study with others, ​so they all are a part of your life. ​
They have lots of ideas, experience, and contacts, and ​should be a part of your life design​

 

 

 

Learn different ways to look ​at things to get unstuck​

 

 

Get Prepared!

The Career Center is available for drop-ins from 10am – 5pm Mondays through Fridays, but our online resources and tools are available 24/7. 

Our online resources cover comprehensive guides and advice for resumes, cover letters, interviews, finding jobs & internships, building professional competencies, and creating a network. 

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Share with us how the Career Success Center has helped you on your career path at careersuccess@wcsu.edu or in person in our office.