In a virtual ocean of fellow job applicants, at a time when 100, 200 and even up to 500 people are applying for the same job, making yourself stand out from the crowd seems about as likely as buying the winning lottery ticket.
Job seekers have had to step up their efforts to make themselves stand out in ways which would have been unthinkable five years ago.
Since 70% of people find jobs through someone they know, that immediately speaks to building personal networks consisting of social and professional contacts. Start building an Internet professional presence with social media networking sites such as LinkedIn, Facebook, MySpace and Plaxo, to name a few. Using these tools can spin a larger networking web which can help snare a job through personal connections.
But many people are going far and beyond just the normal realm of networking efforts to garner attention from hiring managers.
Some job seekers are hiring public relations, advertising and marketing firms to promote themselves, building their own personal brand. Managing a consistent, packaged look and feel to an applicant can give a job searcher a highly polished edge, which can be novel enough to stand out from the pack.
Other applicants are hiring professional résumé writers to retool their career document. Most people who have tackled writing their résumé have found it is difficult to ‘find the forest despite the trees’, so having an objective ‘third party’ work on this important credential creates the opportunity to really drill down to specifics. While it can be a harsh process, it will also allow a clear distillation of the job seeker’s value to prospective employers.
I recently ran across this innovative tactic from a previous client: People are offering “finder’s fees” to whoever refers an opening to them, which results in the applicant getting a job. In this example, the client let her entire network know that if someone referred a viable job lead which resulted in her getting the position, she would write them a check for $500. Think of this way: It is a great incentive to the referrer, but at the same time, this is actually a small investment when considering the cost of a longer, more extensive job search.
People are also resorting to publicity stunts. Recently a woman created a website which asked employers to hire her husband, which, on a positive note, garnered him national positive media attention and multiple job offers.
In January 2009, Christopher Adams of Sacramento, CA dressed up in a suit and a tie, holding a “Hire Me” sign at a freeway off –ramp, handing out his résumé to anyone who wanted one, which got him on the local news.
A laid-off political reporter started a blog that covered different topics, which attracted the attention of a recruiter, who cited the blog as a clear demonstration of the job seeker’s communication skills.
Others have posted video résumés online at YouTube… with disastrous results including bad lighting, horrible production value and embarrassing revelations.
And finally, job seekers have resorted to going to Craigslist and posting a variety of pleas, threats and just plain pathetic attempts at cajoling employers into hiring them. Maybe not so effective approaches for those last few examples, right?
Others are persistent, with a creative edge. In Australia, an art designer masqueraded as a window cleaner and washed the creative director's windows on a ladder while he was in the room. The applicant started showing examples of creative work through the windows, until he finally got asked to come inside. The result: He landed the job.
The point here is that it’s time to pull out all the stops. But don’t go too far overboard: Creative fields might be fairly receptive to gimmicks and imaginative résumés, but most corporate cultures are much more conservative in nature, and not as receptive.
The other point is that if you actually do land an interview, be careful about not coming across as trying to bribe the interviewer by bringing pastry treats, cookies, coffee, or even flowers. A few years ago, a person I was interviewing showed up with Starbucks coffee and donuts… and it felt entirely too contrived and ‘suck-up’ to me; the situation didn’t sit too well as a result. And there is a definite line between being politely persistent and screaming ‘stalker’ with repeated (and rejected) attempts to contact the hiring manager.
Get creative, but know your audience so you don’t miss your mark by delivering a dud. Being polite, respectful but innovative can open doors. And that’s what gets you noticed!
Welcome!
Tuesday, July 7, 2009
Tuesday, June 23, 2009
The Truth About Job Sites
I’ve done a lot of professional speaking on resume writing, and over the past eight years have talked to thousands of people. Every time, I ask the following question: “Has anyone gotten a job off of Monster.com?”
Eleven people have raised their hands.
There are hundreds—if not thousands—of job boards online, and they list millions of positions. Yet many of us have had this experience: You’re trolling job listings, clicking on openings in your target field, when you see The Dream Job. Your pulse starts racing. You look more closely. You are a perfect fit. You are such a perfect fit that it was like you had written the job description yourself. So you spend hours editing, proofing, tweaking and finessing your resume and cover letter. You hit “send” confident you’ll be contacted right away. You never hear a peep.
There are real, viable jobs being posted on job sites. But even if you hit upon one and are an appealing candidate, going through the “front door” isn’t the most effective way to getting hired.
When it comes to job listing sites, there are a lot of things going on behind the scenes. Some employers post positions so they can prove they’re complying with Equal Employment Opportunity law. Others recruit inside their companies, but post jobs to just see who is out there. And some jobs stay posted even after they are already filled, because the employer forgot to cancel the listing.
There are real, viable jobs being posted on job sites. But even if you hit upon one and are an appealing candidate, going through the “front door” and applying directly to the human resources department isn’t the most effective way to getting hired.
Why? Most human resource people are actually screeners, not hiring managers. The human resource person’s job is to pull out unqualified applicants, not to make hiring decisions. When you add in the applicant tracking software some companies use, there are a lot of filters in place at the front door, keeping you out rather than letting you in. The hiring manager is actually your target—and positioning yourself with that person is a critical key to your job search success.
A new way of thinking is to see job search sites as phenomenal research tools. They can help you see which companies are generally hiring and figure out the keywords you can use on your resume, to help you rank well with the applicant tracking software some companies use. Even if the employer isn’t using that software, you still come across as a highly relevant candidate!
Once you have information from the site, use your contacts to get yourself in the back door—that is, to the hiring manager or an internal advocate (an employee that you have a connection to). These people can “make” your application by putting in a good word for you, making you a known quantity to the employer.
According to recent newspaper reports, 70 percent of people find jobs through someone they know. (The others find jobs through postings, so it can happen, but it’s much less likely.) The old adage, “People do business with who they know” holds tried and true. If you have a connection at Your Dream Company who is willing to walk your resume down to HR, it means you’re not just an anonymous applicant. It dramatically improves your chances of getting an interview.
Knowing this should affect how you spend your time and energy looking for a job. Build your social and professional networks through sites like Plaxo, Naymz, LinkedIn.com, Twitter, Facebook, and MySpace—to name a few. Don’t be afraid to go through your Rolodex and address book. As you attend networking events, ask permission to connect online with the people you meet. Schedule informational interviews, go to networking events and take classes.
There are people everywhere…and they know people. You never know exactly who they might know!
When you do find that Dream Job through online postings, it is a lot easier to tap into your network, get a personal referral and circumvent the official channels. And just maybe that Dream Job will be Your Job.
(This blog has also been posted to www.recessionwire.com)
Eleven people have raised their hands.
There are hundreds—if not thousands—of job boards online, and they list millions of positions. Yet many of us have had this experience: You’re trolling job listings, clicking on openings in your target field, when you see The Dream Job. Your pulse starts racing. You look more closely. You are a perfect fit. You are such a perfect fit that it was like you had written the job description yourself. So you spend hours editing, proofing, tweaking and finessing your resume and cover letter. You hit “send” confident you’ll be contacted right away. You never hear a peep.
There are real, viable jobs being posted on job sites. But even if you hit upon one and are an appealing candidate, going through the “front door” isn’t the most effective way to getting hired.
When it comes to job listing sites, there are a lot of things going on behind the scenes. Some employers post positions so they can prove they’re complying with Equal Employment Opportunity law. Others recruit inside their companies, but post jobs to just see who is out there. And some jobs stay posted even after they are already filled, because the employer forgot to cancel the listing.
There are real, viable jobs being posted on job sites. But even if you hit upon one and are an appealing candidate, going through the “front door” and applying directly to the human resources department isn’t the most effective way to getting hired.
Why? Most human resource people are actually screeners, not hiring managers. The human resource person’s job is to pull out unqualified applicants, not to make hiring decisions. When you add in the applicant tracking software some companies use, there are a lot of filters in place at the front door, keeping you out rather than letting you in. The hiring manager is actually your target—and positioning yourself with that person is a critical key to your job search success.
A new way of thinking is to see job search sites as phenomenal research tools. They can help you see which companies are generally hiring and figure out the keywords you can use on your resume, to help you rank well with the applicant tracking software some companies use. Even if the employer isn’t using that software, you still come across as a highly relevant candidate!
Once you have information from the site, use your contacts to get yourself in the back door—that is, to the hiring manager or an internal advocate (an employee that you have a connection to). These people can “make” your application by putting in a good word for you, making you a known quantity to the employer.
According to recent newspaper reports, 70 percent of people find jobs through someone they know. (The others find jobs through postings, so it can happen, but it’s much less likely.) The old adage, “People do business with who they know” holds tried and true. If you have a connection at Your Dream Company who is willing to walk your resume down to HR, it means you’re not just an anonymous applicant. It dramatically improves your chances of getting an interview.
Knowing this should affect how you spend your time and energy looking for a job. Build your social and professional networks through sites like Plaxo, Naymz, LinkedIn.com, Twitter, Facebook, and MySpace—to name a few. Don’t be afraid to go through your Rolodex and address book. As you attend networking events, ask permission to connect online with the people you meet. Schedule informational interviews, go to networking events and take classes.
There are people everywhere…and they know people. You never know exactly who they might know!
When you do find that Dream Job through online postings, it is a lot easier to tap into your network, get a personal referral and circumvent the official channels. And just maybe that Dream Job will be Your Job.
(This blog has also been posted to www.recessionwire.com)
Monday, June 15, 2009
Keeping the Focus in a Job Search
I usually don't write about personal things in these blogs, but I had an insightful moment this past weekend which has a definite connection to how a person conducts a job search.
My husband and I set out on a hike early on Sunday morning to the Washington Cascades. Upon arrival at our remote location, our hike began, and it went up. And up. And up. And up. Now, as someone who wasn't athletically inclined back in my school days, I've maintained a fairly active adult life but not to the point of being a jockette. This hike was kicking my butt! But I took my time, organized my thoughts, and put one foot in front of the other and kept moving despite the burn in my leg muscles.
We finally made it to the 'easy' viewpoint after a two-hour grueling uphill slog, and stopped to rest in a giant mountain meadow bursting with wildflowers. The dazzling view also included snowcapped Mt. Adams and Mt. Hood in the panorama. This was definitely an incredible reward for such a gut-busting hike!
After a little bit, my husband looked at me and asked me: "Do you want to continue on and do the longer loop to Big Huckleberry Mountain?" I sort of looked at him sideways, already thinking about the trek down, down, down. Leaving the car seemed such a long time ago, I sighed. He encouraged me, telling me, "It's only 11 miles round-trip from the car, and you'll have a sense of accomplishment in completing the longer hike." I wasn't totally convinced, but ate another granola bar, laced up my boots, gritted my teeth, then smiled. Ok, I told him. Let's do it. I'd never gone so far before on such a tormented trail.
The trail stayed true to its beginnings: it went up again. Then we lost about the same amount of altitude as we followed a ridgeline of three peaks. Up and down we went, gaining and losing altitude. Argggh! I thought. This is ridiculous... what is the point of going up only to lose it all again in the next ridge going down? I started to balk and have fantasies of crashing out in my patio chair at home, but near the top of the second peak, we saw a bear just 50 feet away. It was an unexpected and exciting development. It ran off within seconds. In all of the years that I've been hiking, I've never encountered a bear in any of my hikes in the Pacific Northwest. The adrenaline rush lasted for the next hour when we got to the summit of Big Huckleberry Mountain. The views were even more amazing, and my husband beamed at me for sticking with it.
It wasn't until I got back to the car that I realized what an amazing hike I had done, gauging from how steep the trail was going down. My knees were killing me!
Much like starting a job search, this trek seemed insurmountable from the start, going up and up. You feel like you are marching up a mountain. And you are!! At times during this hike, I didn't feel particularly up to the task of continuing such a difficult endeavor, which also happens when looking for a new job. Seems like you take two steps forward only to take one step back. The key is that you have to take a breather. You need to stop and assess your progress. Then take a deep breath, then keep moving forward.
I kept focused, and didn't think of how many thousands of feet I was going to have to climb, instead keeping my attention centered on taking one step at a time, and I was able to keep going. And it's ok to take a break. And as you keep going, it's a step-by-step process that adds altitude to your efforts... you never know what wonderful things you might learn and see along the way.
We found pristine mountain meadows filled with delightful flowers and were thrilled with spotting some wildlife. In a job search, you can meet some wonderful people, learn new things, and have amazing experiences that enhance your life experience. Just like the hike, a job search isn't easy. There are times where you feel discouraged. Sometimes you go up (interview) and then other times, you have a dizzying loss of altitude (don't get the job you really wanted). It's a landscape of peaks and valleys. That's right when you need to dig deep, and push yourself, and remember your objective.
This hike turned out to be the longest hardest hike I've ever been on (I've gone 13 miles before but it was flat compared to this one!), and having that sense of accomplishment that I put my 'all' into the efforts is unparalleled. Sure, I was sore and exhausted. But I was so glad I did it and the most important thing of all: I realized how much more possibility is out there for me to challenge myself. The easy thing would have been to turn around at the first viewpoint. But now, I realized that if I can do this hike, a whole new world of other trails are there for exploring and summiting.
So go out there, tackle that mountain, and enjoy the view from the summit. It's worth the journey.
My husband and I set out on a hike early on Sunday morning to the Washington Cascades. Upon arrival at our remote location, our hike began, and it went up. And up. And up. And up. Now, as someone who wasn't athletically inclined back in my school days, I've maintained a fairly active adult life but not to the point of being a jockette. This hike was kicking my butt! But I took my time, organized my thoughts, and put one foot in front of the other and kept moving despite the burn in my leg muscles.
We finally made it to the 'easy' viewpoint after a two-hour grueling uphill slog, and stopped to rest in a giant mountain meadow bursting with wildflowers. The dazzling view also included snowcapped Mt. Adams and Mt. Hood in the panorama. This was definitely an incredible reward for such a gut-busting hike!
After a little bit, my husband looked at me and asked me: "Do you want to continue on and do the longer loop to Big Huckleberry Mountain?" I sort of looked at him sideways, already thinking about the trek down, down, down. Leaving the car seemed such a long time ago, I sighed. He encouraged me, telling me, "It's only 11 miles round-trip from the car, and you'll have a sense of accomplishment in completing the longer hike." I wasn't totally convinced, but ate another granola bar, laced up my boots, gritted my teeth, then smiled. Ok, I told him. Let's do it. I'd never gone so far before on such a tormented trail.
The trail stayed true to its beginnings: it went up again. Then we lost about the same amount of altitude as we followed a ridgeline of three peaks. Up and down we went, gaining and losing altitude. Argggh! I thought. This is ridiculous... what is the point of going up only to lose it all again in the next ridge going down? I started to balk and have fantasies of crashing out in my patio chair at home, but near the top of the second peak, we saw a bear just 50 feet away. It was an unexpected and exciting development. It ran off within seconds. In all of the years that I've been hiking, I've never encountered a bear in any of my hikes in the Pacific Northwest. The adrenaline rush lasted for the next hour when we got to the summit of Big Huckleberry Mountain. The views were even more amazing, and my husband beamed at me for sticking with it.
It wasn't until I got back to the car that I realized what an amazing hike I had done, gauging from how steep the trail was going down. My knees were killing me!
Much like starting a job search, this trek seemed insurmountable from the start, going up and up. You feel like you are marching up a mountain. And you are!! At times during this hike, I didn't feel particularly up to the task of continuing such a difficult endeavor, which also happens when looking for a new job. Seems like you take two steps forward only to take one step back. The key is that you have to take a breather. You need to stop and assess your progress. Then take a deep breath, then keep moving forward.
I kept focused, and didn't think of how many thousands of feet I was going to have to climb, instead keeping my attention centered on taking one step at a time, and I was able to keep going. And it's ok to take a break. And as you keep going, it's a step-by-step process that adds altitude to your efforts... you never know what wonderful things you might learn and see along the way.
We found pristine mountain meadows filled with delightful flowers and were thrilled with spotting some wildlife. In a job search, you can meet some wonderful people, learn new things, and have amazing experiences that enhance your life experience. Just like the hike, a job search isn't easy. There are times where you feel discouraged. Sometimes you go up (interview) and then other times, you have a dizzying loss of altitude (don't get the job you really wanted). It's a landscape of peaks and valleys. That's right when you need to dig deep, and push yourself, and remember your objective.
This hike turned out to be the longest hardest hike I've ever been on (I've gone 13 miles before but it was flat compared to this one!), and having that sense of accomplishment that I put my 'all' into the efforts is unparalleled. Sure, I was sore and exhausted. But I was so glad I did it and the most important thing of all: I realized how much more possibility is out there for me to challenge myself. The easy thing would have been to turn around at the first viewpoint. But now, I realized that if I can do this hike, a whole new world of other trails are there for exploring and summiting.
So go out there, tackle that mountain, and enjoy the view from the summit. It's worth the journey.
Tuesday, June 9, 2009
The Power of Social Networking in a Job Search
As blogged about previously, I have mentioned how very important it is that you 'sanitize' your online presence and make sure anything that you have posted on the web is within the realm of acceptable to prospective employers. Many actually use services that collect and aggregate social online information when considering applicants for positions, in order to get a sense of the person. This is a warning to the weekend social party animal that posts drinking photos online... this could be the reason why you aren't getting any job offers! (Believe me, people do post that kind of stuff on there- I've seen it!)
While taking steps to maintain a certain amount of professionalism, even within your social circle, can feel limiting, the rewards of fully utilizing social networks to their fullest is still pretty darned amazing.
Consider this: 70% of all people find jobs through someone they know. It is critical that you build your connection base.
Think of your job search in terms of you being a spider, and you are spinning a web. It grows ever bigger all the time. You'll be building your social network in the same way- eventually, you'll snare viable job prospects through the solid filaments of this web, with those filaments being people that you know!
Don't get me wrong, I am not a social media expert, but have really come to appreciate the power of how networking can positively impact job seeker's searches from hearing so many client success stories.
Everyone has to make their own determination on which networks to invest time and energy into, and certainly, if you subscribe to them all, it can end up being tedious going in and updating each network. Plus, the people that you connect to might take offense of being asked to link up with you via five or more different networks.
Some of the major networks to consider include LinkedIn.com, Facebook, Twitter, and MySpace to name a few. There are others like Naymz and Plaxo as well. Each of these have different positive attributes that can work in your favor for a job search, so let's review each:
1) LinkedIn.com - this is certainly a mainstay for most business people. Essentially a way to have an on-line resume, LinkedIn goes far beyond that single purpose. You can build your online connections there by connecting with colleagues, friends, groups and conversely, research through your own networks the people you really want to connect with on a job search. Example: If I was applying for a job at Microsoft, I would type in the search box, under ("People") Microsoft, and the search will pop up everyone who is employed at Microsoft who is on LinkedIn. You can easily find someone in your target department- the next step is asking for an informational interview. Other benefits of LinkedIn include asking and posting recommendations from supervisors, colleagues, and clients - a great way to bolster your credentials, as well as becoming an online expert in your field by answering questions pertaining to that area.
The main point is that if a prospective employer is going to Google you, LinkedIn would be an extremely helpful online network to have them learn more about you.
2) Twitter- I've had challenges with Twitter (including delayed messages) but the usefulness of this tool is to be able to broadcast out to the people you are connected to specific requests. You could post "Does anyone know someone in the purchasing department at Microsoft?" as an example, and you never know who knows whom out there, and someone in the network can re-tweet back the desired contact name. People who tweet on this network can also announce job openings, and breaking news. Example: Someone was aboard the US Airways jet that landed on the Hudson and within seconds of landing, had tweeted about the situation, and it went like wildfire across the world via Twitter. The instantaneousness of Twitter can help position you to be able to jump on opportunities as soon as they are made available. The adage of 'the early bird gets the worm' couldn't be truer!
3) Facebook/MySpace- These are more social and mundane sites, but you never know how things may unfold in terms of jobs. I maintain a Facebook site myself, and keep my content to the 'sanitized' personal level (i.e.: Went for an 8-mile hike) but at the same time, within my network of about 280 people, I've gotten a lot of resume writing clients... people feel that social connection but they aren't afraid to look at me in the business context. Content is constantly under evaluation, and if I were to post something goofy, that might call into question my professionalism, integrity or character. It's great to share the task of going about our lives on a daily basis, but keeping it contained to within professional parameters can also help bolster your personal brand and image.
Some interesting developments, however, is how employers are tapping into these networks to even be proactively contacting candidates. A recent article on the New York Times News Service (credit to Julie Weed), mentioned that some hiring companies are using services such as Appirio or Jobvite to interface with the social media networks, conduct searches for prospective candidates, and then contact qualified individuals, even if they are gainfully employed.
This is a great new application for recruiters to harness the power of social networks but at the same time, the importance of having a consistent and professional social and business image is underscored even more! Employers appreciate the fact that this accelerates the personal referral process and allows them access to an even wider pool of candidates through each contact's connections in that network.
If you've been loathe to take on social networking, you need to have a reality check. This is the heart of how a lot of jobs are being offered or discovered, and it is a powerful tool when managed professionally.
While taking steps to maintain a certain amount of professionalism, even within your social circle, can feel limiting, the rewards of fully utilizing social networks to their fullest is still pretty darned amazing.
Consider this: 70% of all people find jobs through someone they know. It is critical that you build your connection base.
Think of your job search in terms of you being a spider, and you are spinning a web. It grows ever bigger all the time. You'll be building your social network in the same way- eventually, you'll snare viable job prospects through the solid filaments of this web, with those filaments being people that you know!
Don't get me wrong, I am not a social media expert, but have really come to appreciate the power of how networking can positively impact job seeker's searches from hearing so many client success stories.
Everyone has to make their own determination on which networks to invest time and energy into, and certainly, if you subscribe to them all, it can end up being tedious going in and updating each network. Plus, the people that you connect to might take offense of being asked to link up with you via five or more different networks.
Some of the major networks to consider include LinkedIn.com, Facebook, Twitter, and MySpace to name a few. There are others like Naymz and Plaxo as well. Each of these have different positive attributes that can work in your favor for a job search, so let's review each:
1) LinkedIn.com - this is certainly a mainstay for most business people. Essentially a way to have an on-line resume, LinkedIn goes far beyond that single purpose. You can build your online connections there by connecting with colleagues, friends, groups and conversely, research through your own networks the people you really want to connect with on a job search. Example: If I was applying for a job at Microsoft, I would type in the search box, under ("People") Microsoft, and the search will pop up everyone who is employed at Microsoft who is on LinkedIn. You can easily find someone in your target department- the next step is asking for an informational interview. Other benefits of LinkedIn include asking and posting recommendations from supervisors, colleagues, and clients - a great way to bolster your credentials, as well as becoming an online expert in your field by answering questions pertaining to that area.
The main point is that if a prospective employer is going to Google you, LinkedIn would be an extremely helpful online network to have them learn more about you.
2) Twitter- I've had challenges with Twitter (including delayed messages) but the usefulness of this tool is to be able to broadcast out to the people you are connected to specific requests. You could post "Does anyone know someone in the purchasing department at Microsoft?" as an example, and you never know who knows whom out there, and someone in the network can re-tweet back the desired contact name. People who tweet on this network can also announce job openings, and breaking news. Example: Someone was aboard the US Airways jet that landed on the Hudson and within seconds of landing, had tweeted about the situation, and it went like wildfire across the world via Twitter. The instantaneousness of Twitter can help position you to be able to jump on opportunities as soon as they are made available. The adage of 'the early bird gets the worm' couldn't be truer!
3) Facebook/MySpace- These are more social and mundane sites, but you never know how things may unfold in terms of jobs. I maintain a Facebook site myself, and keep my content to the 'sanitized' personal level (i.e.: Went for an 8-mile hike) but at the same time, within my network of about 280 people, I've gotten a lot of resume writing clients... people feel that social connection but they aren't afraid to look at me in the business context. Content is constantly under evaluation, and if I were to post something goofy, that might call into question my professionalism, integrity or character. It's great to share the task of going about our lives on a daily basis, but keeping it contained to within professional parameters can also help bolster your personal brand and image.
Some interesting developments, however, is how employers are tapping into these networks to even be proactively contacting candidates. A recent article on the New York Times News Service (credit to Julie Weed), mentioned that some hiring companies are using services such as Appirio or Jobvite to interface with the social media networks, conduct searches for prospective candidates, and then contact qualified individuals, even if they are gainfully employed.
This is a great new application for recruiters to harness the power of social networks but at the same time, the importance of having a consistent and professional social and business image is underscored even more! Employers appreciate the fact that this accelerates the personal referral process and allows them access to an even wider pool of candidates through each contact's connections in that network.
If you've been loathe to take on social networking, you need to have a reality check. This is the heart of how a lot of jobs are being offered or discovered, and it is a powerful tool when managed professionally.
Thursday, May 28, 2009
To "Dumb-Down" or Not "Dumb-Down" a Résumé?
A raging debate about how to list credentials on a résumé is taking place right now, and the battle lines have been drawn. In this economy, many people are desperately looking for jobs. Or any job with a paycheck, in fact. This might mean that they are seeking jobs that are vastly below their skills, knowledge, and abilities.
This then begs two questions: What do you do when your credentials seem more of a liability (rather than an asset) for a job application? Should you 'dumb' your résumé down?
It's a complicated answer, and requires some consideration on your end to determine the best way to address it effectively.
The one thing you don't want to do is to convey to a hiring manager that you are far more qualified than the job position, and therefore send a subliminal message that you will literally jump ship to a higher position the next chance you get. Remember, the prospective employers are evaluating you as a candidate to fill the current open position. It is very costly to an employer to have you use the opening as a springboard for your career, which would mean that the training would be wasted and they lose money by having to start the whole hiring process all over again. This is a common frustration of hiring managers and human resource professionals, heard over and over again. And let's face it: Many workers do exactly that just to get their foot in the door!
Conversely, there's another angle on this dilemma: the employer's standpoint: The companies that are hiring right now are also on a shopping spree. It's a buyer's market, simply because they can 'buy' top industry talent that they couldn't have afforded, salarly-wise, just five years ago. Sure, there's the danger that a much-credentialed candidate will move up or out at the first available opportunity. But the company that would make the hire now can definitely reap the benefits from being able to hire an industry expert, albeit for a shorter amount of time. So listing all of your relevant credentials could put you at the top of the pile for some employers who are on the hunt to build company capacity and quality with talented top staff.
It's pretty obvious that there really isn't a right or wrong way to go about it because both sides of the equation have merits. The only real way to try and solve this issue to make your background work for you is to know your audience.
By understanding more about your target company culture and values, especially by doing what you can to get insight from someone on the inside, it will help you evaluate whether you should 'dumb' your resume down or not.
Know what they are looking for by leveraging your network to its fullest, and don't be afraid to call in those favors within your business, professional and social networks. Everyone else is doing the same thing, so you have to be absolutely on the ball by gaining as much intelligence as you can about the open position, and find out what the real objectives of the hiring managers are so you can design your résumé to meet those expectations.
A good rule of thumb is to target your résumé to showcase only the history that is most relevant to the job for which you are applying. You might need to omit accomplishments made in other industries (otherwise known as 'selective omission') but this is where you have to undergo a healthy example of 'letting go'... ask yourself... will this help or hurt me? This isn't as much as you de-emphasizing those accomplishments, but rather not listing them because they are not pertinent nor important to your target job opening.
This then begs two questions: What do you do when your credentials seem more of a liability (rather than an asset) for a job application? Should you 'dumb' your résumé down?
It's a complicated answer, and requires some consideration on your end to determine the best way to address it effectively.
The one thing you don't want to do is to convey to a hiring manager that you are far more qualified than the job position, and therefore send a subliminal message that you will literally jump ship to a higher position the next chance you get. Remember, the prospective employers are evaluating you as a candidate to fill the current open position. It is very costly to an employer to have you use the opening as a springboard for your career, which would mean that the training would be wasted and they lose money by having to start the whole hiring process all over again. This is a common frustration of hiring managers and human resource professionals, heard over and over again. And let's face it: Many workers do exactly that just to get their foot in the door!
Conversely, there's another angle on this dilemma: the employer's standpoint: The companies that are hiring right now are also on a shopping spree. It's a buyer's market, simply because they can 'buy' top industry talent that they couldn't have afforded, salarly-wise, just five years ago. Sure, there's the danger that a much-credentialed candidate will move up or out at the first available opportunity. But the company that would make the hire now can definitely reap the benefits from being able to hire an industry expert, albeit for a shorter amount of time. So listing all of your relevant credentials could put you at the top of the pile for some employers who are on the hunt to build company capacity and quality with talented top staff.
It's pretty obvious that there really isn't a right or wrong way to go about it because both sides of the equation have merits. The only real way to try and solve this issue to make your background work for you is to know your audience.
By understanding more about your target company culture and values, especially by doing what you can to get insight from someone on the inside, it will help you evaluate whether you should 'dumb' your resume down or not.
Know what they are looking for by leveraging your network to its fullest, and don't be afraid to call in those favors within your business, professional and social networks. Everyone else is doing the same thing, so you have to be absolutely on the ball by gaining as much intelligence as you can about the open position, and find out what the real objectives of the hiring managers are so you can design your résumé to meet those expectations.
A good rule of thumb is to target your résumé to showcase only the history that is most relevant to the job for which you are applying. You might need to omit accomplishments made in other industries (otherwise known as 'selective omission') but this is where you have to undergo a healthy example of 'letting go'... ask yourself... will this help or hurt me? This isn't as much as you de-emphasizing those accomplishments, but rather not listing them because they are not pertinent nor important to your target job opening.
Thursday, May 21, 2009
Listing Education on a Résumé
So you've gone to the time, expense and effort to complete some aspect of formal education. Or maybe you started to work on this, but then inevitably, life happened... had to take a job to pay the bills, got married, had kids, moved, etc. etc. There's a universe of things that life can throw at you that can interrupt even the most well-intentioned plans for education.
There are some rules of thumb out there when listing education on a résumé which should be considered.
1. DON'T list the year you graduated. Unless you are in an education, government, scientific or highly technical field where having a date of graduation is essential, please don't broadcast how old you are by including this information. (Human resource managers do the math!) Sure, if you are an adult learner who just got done with a degree, it's new and important to you just like it is to a person fresh out of high school who immediately went to college. However, resist the temptation to perhaps look younger by listing the graduation date!
With the exception of the four fields mentioned above, the cold, hard truth about education is this:
Most employers really only care whether you graduated... Yes or No.
They don't care what your GPA was, how many times you made it to the Dean's list, what scholarships you landed, and sure, you can list that you graduated as magna cum laude or summa cum laude... but that often isn't a deciding factor as to whether or not to hire you- it just becomes distracting with all of the scholarships, awards, grade points, etc. Keep it clean and simple.
2. A common mistake recent graduates also make is that they want to list their education FRONT AND CENTER... naturally because this is generally the MOST IMPORTANT THING the person has ever done in their lives to date. However, most human resource managers are really probing for what kinds of experience that the person has, not their education. So the best advice is to put the education later in the résumé rather than near the beginning.
3. DO list all of your education. Some people in this economy are becoming sensitive about feeling 'over-qualified' or 'over-educated.' Think of it this way- employers are in the catbird seat right now... they can afford to hire workers that they couldn't dream of hiring just five years ago. So they are 'cherry-picking' the top candidates and if they can find a top leader in a field who is willing to come work for them, they'll gladly take them. Who wouldn't?
Additionally, if you didn't complete a degree, you can indicate: "Program coursework in: (area of study).
Give yourself credit for the time you've put into it, even if the end result isn't what you had hoped for. It shows initiative and a desire to improve your knowledge and skills.
I've had a few clients that I've worked with who had put down a degree name on their résumé, but it turned out that during our consultation, that, well, they never ever REALLY ended up finishing their degree.
This kind of misrepresentation is one of the oldest tricks in the job search book... if this sounds like you, it would be in your best interest to be as forthright as possible about your educational background. Human resource managers are well aware of this trick!!! Quite honestly, the EASIEST background check to do in the world is to verify whether a person graduated or not from a particular institution. Fudging it or trying to convey a different impression is a fast-track to the trashbin for your résumé.
So this is an 'either' or an 'or' situation.
EITHER you got the degree OR you took program coursework in a field.
If you are currently in progress, you can indicate:
Degree name (spelled out, please): area of study (anticipated completion date: ______)
As for the rest of your education, anything else that is not from a formal, accedited institution or career school falls into the 'professional development' category, and can include everything from industry certifications, workshops, trainings, continuing education units (CEUs), conferences, seminars, conventions and the like.
You'll want to call this specific section "Professional Development," which conveys to an employer that you are always actively taking steps to improve and hone your skills so you can do your job better.
Not working right now? Have some resources? Try keeping up on industry trends by registering for a class in your field through a trade association. It's a great way to keep your 'toe in the pool' and stay current.
Keeping your mind engaged while looking for employment is very important. Sometimes, being laid off is the very opportunity needed to open a new chapter for professional enhancement... there simply wasn't time for it previously. You never know where this can lead to! A recent client of mine spent the money to get certified with another industry credential. One of the requirements of the certification was to take an exam. When she showed up at the exam location, she found out that she was the only unemployed person there- everyone else was there through their company. The amazing thing was that she got three highly-qualified job leads by talking to the people there at the exam location... and she was so thrilled that the exam itself wasn't the highlight of the day!
There are some rules of thumb out there when listing education on a résumé which should be considered.
1. DON'T list the year you graduated. Unless you are in an education, government, scientific or highly technical field where having a date of graduation is essential, please don't broadcast how old you are by including this information. (Human resource managers do the math!) Sure, if you are an adult learner who just got done with a degree, it's new and important to you just like it is to a person fresh out of high school who immediately went to college. However, resist the temptation to perhaps look younger by listing the graduation date!
With the exception of the four fields mentioned above, the cold, hard truth about education is this:
Most employers really only care whether you graduated... Yes or No.
They don't care what your GPA was, how many times you made it to the Dean's list, what scholarships you landed, and sure, you can list that you graduated as magna cum laude or summa cum laude... but that often isn't a deciding factor as to whether or not to hire you- it just becomes distracting with all of the scholarships, awards, grade points, etc. Keep it clean and simple.
2. A common mistake recent graduates also make is that they want to list their education FRONT AND CENTER... naturally because this is generally the MOST IMPORTANT THING the person has ever done in their lives to date. However, most human resource managers are really probing for what kinds of experience that the person has, not their education. So the best advice is to put the education later in the résumé rather than near the beginning.
3. DO list all of your education. Some people in this economy are becoming sensitive about feeling 'over-qualified' or 'over-educated.' Think of it this way- employers are in the catbird seat right now... they can afford to hire workers that they couldn't dream of hiring just five years ago. So they are 'cherry-picking' the top candidates and if they can find a top leader in a field who is willing to come work for them, they'll gladly take them. Who wouldn't?
Additionally, if you didn't complete a degree, you can indicate: "Program coursework in: (area of study).
Give yourself credit for the time you've put into it, even if the end result isn't what you had hoped for. It shows initiative and a desire to improve your knowledge and skills.
I've had a few clients that I've worked with who had put down a degree name on their résumé, but it turned out that during our consultation, that, well, they never ever REALLY ended up finishing their degree.
This kind of misrepresentation is one of the oldest tricks in the job search book... if this sounds like you, it would be in your best interest to be as forthright as possible about your educational background. Human resource managers are well aware of this trick!!! Quite honestly, the EASIEST background check to do in the world is to verify whether a person graduated or not from a particular institution. Fudging it or trying to convey a different impression is a fast-track to the trashbin for your résumé.
So this is an 'either' or an 'or' situation.
EITHER you got the degree OR you took program coursework in a field.
If you are currently in progress, you can indicate:
Degree name (spelled out, please): area of study (anticipated completion date: ______)
As for the rest of your education, anything else that is not from a formal, accedited institution or career school falls into the 'professional development' category, and can include everything from industry certifications, workshops, trainings, continuing education units (CEUs), conferences, seminars, conventions and the like.
You'll want to call this specific section "Professional Development," which conveys to an employer that you are always actively taking steps to improve and hone your skills so you can do your job better.
Not working right now? Have some resources? Try keeping up on industry trends by registering for a class in your field through a trade association. It's a great way to keep your 'toe in the pool' and stay current.
Keeping your mind engaged while looking for employment is very important. Sometimes, being laid off is the very opportunity needed to open a new chapter for professional enhancement... there simply wasn't time for it previously. You never know where this can lead to! A recent client of mine spent the money to get certified with another industry credential. One of the requirements of the certification was to take an exam. When she showed up at the exam location, she found out that she was the only unemployed person there- everyone else was there through their company. The amazing thing was that she got three highly-qualified job leads by talking to the people there at the exam location... and she was so thrilled that the exam itself wasn't the highlight of the day!
Tuesday, May 12, 2009
POINT OF VIEW: FROM THE RECRUITER’S SIDE OF THE DESK…
This week's blog post is courtesy of Donna Valente, president of Leadership Placement International, based near Philadelphia, PA. Donna has almost two decades of sales leadership and management experience with software companies in the financial services, education and insurance industries. She oversees LPI’s vision and drives the strategic direction of career coaching and recruitment practices for senior executives and general candidates, reflecting today’s complex and competitive business environment. She maintains LPI’s valued client relationships to ensure candidates significantly contribute to the corporate culture through exceptional leadership and innovation. Donna earned her degree from the Wharton School of the University of Pennsylvania.
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In any situation, when we engage with others, it’s not what you say, it’s how you say it and present it. This shapes how we are perceived and inherently builds our reputation both personally and professionally. In the career search, how you say it and present it verbally or in print makes the difference between success and failure.
As a recruiter and career coach, I interview at least 20 candidates a day. I have noticed a few unfortunate common patterns with the “saying it and presenting it”, even among senior level individuals, and the top issues include:
Candidates are unaware how to effectively approach a recruiter to network for new opportunities
-and-
Candidates do not effectively articulate to the recruiter their career path, successes (verbally or otherwise), or even put forth their business expertise and value proposition in a compelling manner
I can and will give some folks the benefit of the doubt regarding missing the mark, simply because writing may not be a skill set that they possess. Truthfully, I find it is common that people are simply not objective nor creative when it comes to writing about themselves. But the good news is: All is forgiven - not everyone is an expert writer of career documents!
But what is not forgiven is not taking the appropriate action steps to remedy a bad résumé. A career search is one of most important activities in our lives. In today’s economy, an investment in résumés and personal branding is something I highly recommend to candidates.
All said, however, the résumé does not replace the “emotional intelligence” needed in a candidate’s career networking effort and interviewing, especially as it relates to seeking help from recruiters. Here are some helpful tips for readers seeking on some insight and practical advice on communicating with recruiters, the role they play with organizations, (not all the negative market perceptions) and recommendations on how to engage with recruiters in career search efforts.
The real role of recruiting/search firm
Search firms are in the business of helping an organization reach their talent management objectives: Finding and placing the right people with the right set of business and interpersonal skills into the appropriate positions. This, in turn, will significantly contribute to enhancing the corporate culture. Sounds simple, right? It’s not. It is a huge challenge. (For more detail read “Talent on Demand: The Talent Management Problem” by Peter Cappelli)
Search firms behave as an extension of human resource departments, boards of directors, and executive teams. Recruiters work closely with these entities to understand their total talent management strategy, and then determine the specific skill set and competencies a specific candidate must possess in order to be successful. The goal is to retain this new staff member for a long period of time.
To that end, a recruiter’s objective is finding the top talent within a respective industry i.e. someone with solid industry history, expertise and reputation. Because search firms have built solid relationships within their industries, it enables them to quickly identify candidates that meet the precise business requirements outlined by their clients. The net result: A shortened selection process and reduced cost-per-hire.
Over the past few years, search firms have seen a shift from a candidate market to an employers’ market. Before, recruiters mined for passive candidates. Today, candidates are reaching out to recruiters for assistance with their job search, often responding to job posts for which they aren’t even qualified as a desperation measure. It’s extremely disheartening to the candidate that recruiters are not always the viable option for them in their search effort. However, the problem could be that candidate doesn’t quite understand the role of the recruiter and the services they provide. Hopefully, this role has become more clear!
The “don’ts” of engaging a recruiter:
Let’s add some humor into this article. I’d like to share an example of a common type of email I receive from many candidates, including job seekers in leadership roles:
“Dear Donna,
I have attached my résumé and provided my LinkedIn.com profile. Let me know if you have anything for me.”
Then there are always the phone calls:
“Hi Donna, I sent you my résumé last week. I was just wondering if you have any contacts in my field or job openings that fit my background. I look forward to hearing from you.”
Hmm. This is not exactly a successful networking approach, albeit common. Why are these people losing the attention of me and other recruiters? Simple. They are not selling us on why we should talk to them. They haven’t proven their value, and exactly why we should take time from our additional business obligations to read their profile. Rather, they have emailed me, and are asking me to research them, then align my job openings to their skills. Sorry, it doesn’t work that way!
The “do’s” of engaging with a recruiter:
When it comes to a career search, it’s about likeability! I don’t like being told by someone whom I don’t know or trust yet to go and “do research” about them. Candidates need to get away from this informal email communication style. It may save time in their present work environment. But in this market, candidates need to get back to relationship-based selling! Networking with anyone, especially recruiters, is about talking, building rapport, and getting people to want to work on your behalf. Hopefully, it will become mutually beneficial for both parties.
So how can candidates work more effectively with recruiters? Here are a few “Smart Tips” from my viewpoint as a career coach:
Be prepared like a politician! Have your résumé smart and professionally prepared. Make strong value statements, and ensure that your accomplishments are summarized and memorized. This is not limited to sales and marketing, either. This approach needs to be followed in all industries and for all functions. Know why you are powerful to an organization and be prepared to say it.
Storytelling matters. Don’t assume the recruiter or the hiring authority understands what you do just from your title. Be prepared to succinctly tell specific stories around the accomplishments you listed in your résumé. Storytelling demonstrates your ability to communicate. It engages people, and that’s how they will remember you.
Keep in mind the recruiter’s responsibility is to the client organization. Remember: Finding and placing the right people with the right business and interpersonal skills into the appropriate positions who will significantly contribute to the corporate culture is the recruiter’s mandate. You need to prove to the recruiter why YOU are that person they should be present and hire.
Treat the interview with the recruiter as if you are interviewing with the CEO and/ or the hiring authority. Demonstrate that you understand your market, the industry trends, and the critical business issues you have solved in your role.
Stay formal. It may be natural to want to be familiar or loose with the recruiter, when responding to tough interview and business questions, which is an all-too common occurrence. You also might feel that you want to save your “good” answers for the real hiring authority, but be very careful in this area. Part of the recruiter’s role is to pre-screen candidates and eliminate those that are not articulate and aligned with business requirements. Remember: you need to sell your business skills in every conversation!
Sell and motivate recruiters on your business acumen, your accomplishments, and your business value proposition. Your goal is to get the recruiter excited about presenting you into their network. The recruiter has a reputation to maintain with their clients, as they are being paid top money to find TOP candidates. You need to demonstrate why you are the top candidate and why they should present you when the right opportunity comes along.
Be prepared to discuss positions that you are best suited for you and can make impact with the recruiter. Share with the recruiter the companies that you are attracted to in the market, and why you feel you are the perfect fit to be presented to them.
Full disclosure. If you have sent résumés to other companies in your industry which are competition to your current employer, make sure to disclose this to the recruiter, to avoid possible missteps during the candidate presentation process.
Hopefully, you found value in these tips/strategies. If you need more advice around effective career strategies, I invite you to contact me at donnam (at) lpifirm (dot) com or call (610) 449-5653.
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