CAREER SUCCESS ESSENTIALS - Regent · PDF file · 2008-12-22Career Success Essentials ... Job Hunt Readiness ... sometimes referred to as head‐hunters or search consultants, are

CAREER

SUCCESS

ESSENTIALS

Part I: Resume Writing

Career Success Essentials

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Career Development Essentials Course Description:

Presented by a professional from the staffing and search industry. This two‐part, Interactive, workshop series will provide you with up‐to‐date information and resources on getting noticed in the job market and landing the right position! Part One of the workshop series will cover resume writing and getting in the door, including an opportunity to have your resume critiqued by professionals. Part two will focus on the interview, utilizing a mix of practical insight and interactive role‐playing. Whether you are searching for a full‐time career position, looking to apply for a part time job or internship, or simply hoping to advance in your current career, this workshop series is a must!

Facilitated by:

ErIc Greco — Experience: Director — The Lee Group Executive Search and Staffing Firm, Former Sales Manager, egional Manager for several companies. Regional Manager and Training Manager — McDonalds R

Corporation. Member of Society of Human Resources ‐ SHRM. Part I — The Resume: Focusing on gearing your resume for success, this 3‐1/2 hour workshop will equip you with essential tools and knowledge to make the grade In regard to your professional resume and getting in the door. You will leave with a number of lasting practical tips and resources, equipped to sharpen your resume to hit the target. Part II ‐ The Interview: With your newly sharpened and targeted resume in hand, part two of this series guides you through the Interview process from preparation to walking out of a successful Interview, In this 4 hour session, you will learn the art of successful interviewing, including how to see from the eyes of the interviewer so that you are more equipped to make a great Impression. The workshop will end with an opportunity to break into groups and practice an interview from both sides of the desk Professional course trainers will be on site to guide you through. This is an opportunity your career can’t afford to miss!

Both workshops, will be recorded and placed online for a limited time for your benefit It shortly after the series is complete.

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CHAPTER ONE – PERSONAL ASSESSMENTS………………….…………………………………………………..…..……...5

WHAT DO WORKERS WANT FROM THEIR JOBS? ………………………………………………………….………………….…6 NEEDS AND WANTS ASSESSMENT ………………………………………………………………………………………………………7 JOB HUNT READINESS…………………………….…………………………………………………………………………………………..8 CHAPTER TWO – RECRUITERS……………………………………………………………………………………………………….. 9

SHOULD YOU USE A RECRUITER? …………………….……………………………………………………………………….………11 WHAT IS A RECRUITER? …………………………………………………………………………………………………………………….10

TYPES OF RECRUITERS ………………………………………………………………………………………………………………………12 SHOULD YOU WORK WITH MULTIPLE THIRD PARTY RECRUITERS? ……………………………………………………13 TIPS FOR WORKING WITH RECRUITERS …………………………………………………………………………………………….14 SOURCES: …………………………………………………………………………………………………………………………………………15 RECRUITERS TOP 10 RESUME PET PEEVES …………………………………………………………………………………………16 CHAPTER THREE ‐ RESUME WRITING…………………………………………...........………………………………………17 WHAT IS A RESUME? ………………………………………………………………………………………………………………………..18 RESUME FORMATS……………………………………………………………………………………………………………………………19 CHRONOLOGICAL FORMAT…………………………………… ………………………………………………………………… 20 FUNCTIONAL FORMAT ………………………………………… …………………………………………………………………..21 COMBINATION RESUME …………………………………………………………………………………………………………………..22 EXECUTIVE RESUME FORMAT …………………………………………………………………………………………………………..23 RESUME TRENDS ………………………………………………………………………………………………………………………………24 RESUME LENGTH ………………………………………………………………………………………………………………………………25 TIPS FOR CREATING A CONCISE RESUME ........................................................................................... 26 EIGHT TIPS TO KEEP YOUR RESUME CONCISE ……………………………………………………………………………………27 USE AN EDITOR’S EYE ……………………………………………………………………………………………………………………….28 THE SALES PITCH ………………………………………………………………………………………………………………………………29 TOP 10 BLUNDERS ……………………………………………………………………………………………………………………………30 CHAPTER FOUR‐COMPONENTS OF A RESUME

………………

………………………..………………………………………………….33 WRITING A GOOD OBJECTIVE ………………………………… …………………………………………………………………34 PUT YOUR EDUCATION TO WORK……………………………………………………………………………………………………. 35 EMPLOYMENT HISTORY ……………………………………………………………………………………………………………………37 CAREER SUMMARY………………………………………………………………………………………………………………………….. 39 1FFECTIVE CAREER SUMMARY SAMPLE ……………………………………………………………………………………………40 USE NUMBERS TO DRAW ATTENTION TO YOUR ACCOMPLISHMENTS ………………………………………………41 RESUME DOCTOR ……………………………………………………………………………………………………………………………..44 RESUME DILEMMAS………………………………………………………………………………………………………………………… 45 LAYOFFS AND DOWNSIZING……………………………………………………………………………………………………………. 48

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CHAPTER FIVE ‐ COVER LETTER ………………………… …….…………………………………………………………………51

YOU WANT YOUR SALES LETTER TO DO THE FOLLOWING: ………………………………………………………………..52 WRITE A LETTER THAT WILL ACTUALLY GET READ …………………………………………………………………………….53 BEFORE …………………………………………………………………………………………………………………………………………….54 AFTER ……………………………………………………………………………………………………………………………………………….55

APPENDIX

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……………………………………………………………………………………………………………………………56

HOW TO E‐MAIL YOUR RESUME …………………………… ………………………………………………………………….58 SCANNABLE RESUMES ………………………………………………………………………………………………………………………59 RESUME WORKSHEET ………………………………………………………………………………………………………………………60 RESUME WORKSHEET ………………………………………………………………………………………………………………………61 RESUME WORKSHEET ………………………………………………………………………………………………………………………62 POWER PHRASES………………………………………………………………………………………………………………………………63 POWER WORDS ……………………………………………………………………………………………………………………………….64

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Chapter One

PERSONAL

ASSESMENTS

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What do Workers want from their jobs?_____________________________________________

A series of studies originally done by Lawrence Lindahl in the late 1940’s, and repeated with similar findings by Ken Kovach in 1980’s and Bob Nelson in 1990’s, found that what managers perceive as being

tant o employees w ees reported as being desirable. s to rank those items from I rs believed was the order of ives of “good wages”, “job

row cost) would be what wante from th

ked the emplo to rank the items themselves. The ull on ngs, and “sympathetic to personal

if any financial cost, but gers. The gap in perception

eir em

most impor t as in sharp contrast to what the employIn a series L selected 10 factors and asked managerof studies, Dr indahl(most important) to 10 (least important) according to what the managepriority for their employees. nagers thought the traditional job incent

“ omoti /g hich a financialMa

security”, and pr on th opportunities’ (each of w hasemployees most d eir jobs.

Dr Lindhal then as yees that report to those managersemployees ranked “f appreciation for work done’, felling in thiproblems’ highes th king — ironically, items whic avet — in eir ran h h littlerequire only awareness, thoughtfulness, and time on part of their manabetween managers and th ployees has persisted to this day.

Managers 1. Good Wages

2. Job Security 3. Promotion I Job Growth 4. Good Working Conditions 5. Interesting Work 6. Personal loyalty to workers 7. Tactful Discipline 8. Full Appreciation for work done 9. Sympathetic to personal problems 10. Feeling in on things

Employees 1. Full appreciation for work done 2. Feeling in on things 3. Sympathetic to personal problems 4. Job Security 5. Good Wages 6. Interesting Work 7. Promotion / Growth opportunities 8. Personal loyalty to workers 9. Good Working Conditions 10. Tactful Discipline

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Needs and Wants Assessment_____________________________________________________

4 5 4 5

4 5 5

4 5

1 2 3 4 5 4 5

I is least important and 5 is most important

Location 1 2 3Job Title 1 2 3 Salary 1 2 3 4 5 Status 1 2 3Intellectually Stimulating 1 2 3 4 Adventure 1 2 3 4 5Leadership 1 2 3 4 5

4 5 Independence 1 2 3 Flexible Schedule 1 2 3Physical Work 1 2 3 4 5 Travel Variety 1 2 3Work with Children 1 2 3 4 5 Company Car 1 2 3 4 5

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Job Hunt Readiness______________________________________________________________ 1. How updated is the information on your resume? 2. Have you chosen the format you want to use? 3. Does your resume list your most current residence? 4. How many people other than yourself have proofread your resume? 5. What kind of paper is your resume printed on? 6. How many copies of your resume do you have on d? 7. Do you have proper interviewing attire? 8. Do you have clear career goals; does your resume convey this? 9. Have your asked your current employer if they may be contacted? 10. How many professional references do you have?11. How many personal references do you have? 12. When Is the last time you contacted your references to confirm you have their permission to list them? 13. How long have you been at your current job? 14. Do you know the bu employer? 15. Is your e‐mail addre

han

siness address and main phone number of your most recentss professional; you’re answering message?

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Chapter Two

RECRUITERS

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What is a Recruiter?_____________________________________________________________

sometimes referred to as head‐hunters or search consultants, are independent consultants who are ient

ary office

for qualified candidates and represent the interests of

the employer in filling an open position.

If you are considering a career move, a resource you may wish to consider is a recruiter. Recruiters,

engaged by client companies to locate qualified candidates for professional positions within the clcompany. They do not charge a fee to the job seeker. Fees are paid by their client company.

Recruiting or search agencies are not the same as Employment Agencies or Career Counselors orOutplacement Agencies. Employment Agencies assist candidates in finding a new job and may charge the candidate for their services. Career Counselors are engaged by job seekers to prepare for and conduct a job search. Their services may include skills assessment or personality testing, and career guidance counseling. Fees for their services are paid by the job‐seeker. Outplacement Agencies work with displaced employees to hone their job‐seeking skills, and they typically provide temporspace and clerical support to assist the employee in locating a new position. Their fees are usually paid by employee’s former employer. Recruiters differ from these types of employment‐related groups inthat they are engaged by an employer to search

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Should you use a Recruiter?_______________________________________________________

Companies like to avoid paying fees, so Recruiters are not engaged to fill all open positions in the company. A Recruiter might be used to locate highly specialized and experienced candidates, or to

ly

o a your background happens to fit a job order specification for a current, unadvertised search

not

not fit the requirements of the current job order, they may be useful to us on a future opening. Those that might

quietly conduct a search for an employee without advertising the position publicly. Recruiters generalcannot help candidates that are entry‐level, or those changing fields, or those that are seeking entrepreneurial situations. However, this should not discourage a job seeker from sending a résumé trecruiter. Ifassignment, you might receive what is essentially a free placement service. However, once sent, do expect a recruiter to telephone you to acknowledge your résumé or to discuss a career path with you. Successful recruiters receive hundreds of résumés daily. While most resumes do

be a good fit are usually telephoned very quickly. Those that are not a good fit are entered into the recruiter’s database for future matching.

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Types of Recruiters______________________________________________________________

There are three types of recruiters, retained and contingent or corporate.

Retained Recruiters usually have an exclusive arrangement with the employer. They receive fees for their search at the beginning of a search assignment and continue to submit candidates until the employer fills the position or calls off the search. Retained recruiters are usually used for senior level positions.

Contingent Recruiters work on assignments without retainer fees. They receive payment from the employer only if a candidate they present to the employer is subsequently hired. Contingency recruitnormally work in the middle management, professional and technical ranges.

ers

h

ty y a

Corporate Recruiters are employees of the corporation. They may be assigned to search for all staff openings or they may be assigned specific areas of responsibility ‐ e.g. technical, professional, hourly, and clerical, etc. They usually work under the direction of the Human Resources department thougmany companies are flow having Staffing Specialists” assigned to critical departments such as Information Systems, engineering, etc. Corporate recruiters often engage the services of a third parrecruiter to locate qualified candidates, so It often happens that a candidate Is Initially contacted bthird party recruiter, then Interviewed or screened by the corporate recruiter.

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Should you work with multiple third party Recruiters?_________________________________

If you are considering sending your résumé to more than one recruiter, your résumé might be submittedto the same employer by competing recruitment agencies. To avoid potential problems, you should advise each recruiter that you are working with other search firms and you should disclose the namemployers to which you have already been presented. If your background appears to match a current search assignment, a Recruiter will usually discuss the position with you and disclose the name of the company to you

es of

before he or she presents you to the employer. You might have been discouraged from ecause e

actory to everyone.

interest one might argue that it makes little sense to send your résumé to a recruiter specializing in sales

be affiliated with, or knows another

of inefficient and costly.

submitting your résumé to more than one recruiter out of concern that you might lose an offer bcompeting recruiters have referred you to the same company. Duplicate referrals can occur, but thclient company and the agencies will work out a fee arrangement satisf

Some Career Counselors advocate widely broadcasting your résumé to many Recruiters, while others will tell you to take a more focused approach, using Recruiters selectively. There are points to be made in both approaches. Most recruiters are specialized. That Is, they work in specific narrow areas of

people if you are a manufacturing Engineer looking for a position as plant Operations Manager. However, the recruiter who received your résumé might alsorecruiter who specializes in your area of interest. A collaborative effort between recruiters is very common. On the other hand, sending out your résumé to all recruiters without regard to their areaspecialty or demographic market is very

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Tips for working with Recruiters___________________________________________________

cruiters:

that the recruiter NOT present you to the company because it might eliminate you from

consideration.

t

the

4. Ask the Recruiter about the process he or she uses to present qualified candidates to employers, and

iters working on assignments with longer lead times.

e

résumé they are submitting to their client, so that you are not taken by surprise in the interview. However, do not use this copy to circulate to other recruiters.

10. Recruiting is a people business. Recruiters develop thousands of contacts, and it is a mistake to just assume that they would have no interest in your résumé. Do not be upset if a Recruiter does not respond to your résumé. Their interest in you is gen by the happenstance receipt of your résumé and a job assignment that matches your background. If you appear to be a solid candidate, but one for whom a job order is not currently available, your résumé will often be scanned or coded into the recruiter’s database for future recall. The lack of response to your résumé does not reflect “no interest’ r a turndown. Rather, it reflects that no current job assignments match your skills.

Regardless of the type of recruiter, here are some guidelines for working with re

1. If your résumé is posted openly on Monster.com, let the recruiter know it. Some client companies refuse to pay fees to recruiters if the candidate’s resume is posted on Monster.com. They reason that their internal recruiters also have access to Monster, so they do not want to pay fees for the same candidates they already have access to. If the recruiter is working with a company with these policies, itis better for you

2. Occasionally, a Recruiter cannot disclose the name of the employer to you until the employer indicates an interest in you and wishes to set up a meeting. In such situations, the Recruiter mighpresent your qualifications to the client in the form of a blind resume.

3. Recruiters work for the employer, they are not your agent However, their fees will not be paid byemployer unless you are presented to the client company and you accept an offer.

the manner in which your Information will be published or circulated.

5. If you are unemployed, your chances with a recruiter are diminished, but not impossible. Recruare usually

6. Often, recruiters find that the employer actually needs employees with skills very different than thskills listed in the job order. Recruiters may submit test candidates to determine what types of candidates the employer really wants.

7. When sending your résumé to recruiters, you may request that your résumé not be sent to prospective employers or other recruiters without discussing it with you.

8. Going directly to the employer after hearing about a position through a Recruiter is very risky and unethical The Recruiter and the client company usually has an agreement stipulating that a fee will be incurred if the company hires a presented candidate within a period of time (usually one year). If you attempt to go around the agreement, the Recruiter will invoice the client company. Reputable companies will avoid such disputes, and will not want to hire you under those circumstances.

9. Recruiters often prepare or re‐do the résumés of candidates they submit to their client companies. This is not an Indication that anything was wrong with your résumé. It may simply be a matter of providing a consistent format to the client company, or it might be done to enable electronic scanning ofyour résumé into a computer database. You may request that the Recruiter send you a copy of the

erated

o

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Sources:_______________________________________________________________________

If you are considering selectively targeting a Recruiter or multiple Recruiters, you‐should familiarize yourself with a few resources available to assist you in selecting the Recruiters.

hed by Kennedy Publications, Fitzwilliam NH 03447. This publication is available in the business reference section of most libraries, or you may purchase a copy

ry is alphabetically organized and can be cross‐ referenced by industry, function

s 16,240 Recruiter Listings, sorted by: 811 Industry and Job Specialties & by Location. The directory listings contain Company, Contact, Address, Specialties,

cruiter, International Affiliates, Telephone, Fax, e‐mail, Internet, WWW, and Video‐ The suggested retail price is US $39.99, and is available through Borders or res, or you may place an order direct to the publisher on their website at:

ecwiters.com!

twork (RON), an Internet site at http://www.ipa.com. Or, you can search for recruiter” 4 “your discipline or industry” on a World Wide Web search engine such as Yahoo!, or

ecutive Recruiters. The directory is a compilation of gency and retained search firms. The data is formatted alphabetically and by industry, function or

area, and is available in paperback, hard‐bound, or in PC software. The paperback version ontains less detail than the hardbound edition, but provides the basic information needed to Identify target search firms. This version retails for $44.95 US at this writing. The hardbound edition provides ore detail on the search firms, but at considerably higher cost ($149.95 US). The PC Software edition is Windows‐based software product and will enable you to perform detailed searches by areas of

and demographic markets. The database will then assist you in mailing to selected recruiters. he cost for software is $195.00 US. While these prices might seem high, they are a bargain if you are determined to conduct a mailing to Recruiting Agencies. There are companies that will search similar atabases for you and prepare a mailing to targeted Recruiting Agencies. The charge for such service pically runs $50.00 US for the database search and $1.75 US per letter for a cover letter and one page

résumé. A mailing to 300 firms would cost you $575.00, and that does not include the postage.

The Directory of Executive Recruiters, publis

for $39.99. The directoand geography.

The Best Directory of Recruiters, which boast

Location, Type of Reconferencing numbers.Barnes & Noble bookstohttp://www.bestr

Recruiters Online Ne

AltaVista.

Consultants News publishes the Directory of Excontingeographicc

maspecialtyT

dty

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Recruiters Top 10 Resume Pet Peeves_______________________________________________

ere are the top 10 pet peeves from the survey and some advice from recruiters for eliminating them from your resume:

1. Spelling Errors, Typos and Poor Grammar

2. Too Duty‐Oriented

3. Inaccurate Dates or None at All

4. Inaccurate or Missing Contact Information

6. Poor Formatting

6. Functional Resum

7. Long Resumes

8. Long Paragraphs

9. Unqualified Candidates

10.

H

es

Personal Information Unrelated to the Job

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Chapter Three

RESUME

WRITING

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What is a Resume?______________________________________________________________

The resume is a selling tool that outlines your skills and experiences so an employer can see, at a glance, ow you can contribute to the employer’s workplace.

ile you may have all the requirements for a particular e is a failure if the employer does not instantly come to the conclusion that you

”

e resumes are clearly focused on a specific job title and address the employer’s stated d

write a good resume. Not just information about jobs you’ve held in the

n, the more you can tailor your resume

h

Your resume has to sell you in short order. Whposition, your resum“have what it takes.” The first hurdle your resume has to pass—whether it ends up in the “consider fileor the “reject file”‐‐may take less than thirty seconds.

The most effectivrequirements for the position. The more you know about the duties and skills required for the job—anorganize your resume around these points—the more effective the resume.

You will need information topast but also Information to select the most relevant accomplishments, skills and experience for THIS position. The more you know about the employer and the positioto fit the job.

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Resume Formats________________________________________________________________ Chronological Resume Format Employment history is listed in reverse chronological order with the most recent experience at the top. This format is inappropriate for entry‐level applicants and those re‐entering the workforce because it highlights inexperience and recent inactivity. Employee Rating: Employers tend to prefer the chronological resume because the format lists prior positions beginning with the most current Employers perceive this resume style as fact‐based and easily skimmed. Works best for: For Job Seekers with solid experience and a logical job history, the chronological resume is the most effective. Career changers and those who lack formal on‐the‐job experience (like new graduates) find this resume the most difficult to write. Functional Resume Format Skills and education are emphasized at the beginning of the resume Employment history is summarized or avoided altogether. Achieves its purpose for entry‐level applicants, but often raises concerns about withholding information. Employer Rating: Some employers dislike functional resumes IF they find it difficult to match up skills with actual job titles, level of responsibility and dates of experience. You can, and SHOULD, avoid or minimize this objection by including the company name in the ‘bullet” describing each accomplishment. Works Best For: The functional resume might be thought of as a ‘problem solving’ format. The functional resume gives you latitude to” make sense “of your history and match u p skills and accomplishments‐that might not be obvious to the employer In a traditional chronological format. If any of the descriptions below apply you may want to investigate the functional format: • You have ‘mixed bag’ work history ‐ no clear thread uniting positions held. • You are a new graduate or entering the workforce. You must show how the skills you have used in the past (in volunteer or coursework) apply to the job you are seeking. • Your job titles, such as ‘Administrative Assistant” or ‘Marketing Coordinator’, do not clearly reflect the level of skills you used. • You are making a career change — either changing industry (from Hospitals to Pharmaceuticals) or changing occupation (from Manufacturing Technician to Sales Representative.)

Combination Resume

A combination resume is a functional resume with a brief employment.

Emphasizes skills and talents, relates them to the position, and alleviates any questions about experience.

Executive Resume – An executive resume may be a bit longer, usually starts with a skill summary, and follows a chronological arrangement that emphasizes experience and accomplishments in a given field.

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Resume Trends_________________________________________________________________

Technology has inundated us with options. Delivery of your message requires careful consideration. Don’t send a prospective employer an e‐resume without following up with a hard copy. The hard copy requires more thought and effort. However, using the Internet is a smart and effective reinforcement tool.

These are some of the technology trends that can reinforce the standard resume format:

The Web Resume Electronic documents posted on a personal web site make transmission quick and easy. This also allowsfor easy updates. Formatting for maximum search‐ability. (See Formatting)

combination of animation, special effects, sound and music to and a formatted cover letter.

history of affiliations. Job titles and achievements.

Inclusive of extremely brief summary; contact info, qualifications and experience.

Interactive Multimedia Resume Often called Flash Resume uses anyinvolve the reader. These often include a photoBusiness Card Resume Exchanged during self‐Introduction and handshake.

Flip side features a brief but impressive

Broadcast Resume Resumes transmitted through hand‐held’s. (Palm‐Pilots, cell phones, etc.)

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Resume Length_________________________________________________________________

Your resume is a career‐marketing tool, not an autobiography. Strive to keep your resume concise and focused on your key selling points. Be willing to let go of past experiences that don’t market you for your

e should sell your credentials and value to a potential employer. the interview.

ndreds, or even thousands, of resumes to fill one position. Hiring managers often give resumes Just a cursory glance before deciding if the applicant

d if to

Keep these facts in mind when deciding on your résumé’s length:

s, and you need space to list and prove your

Put the most important information at the top of th first page. Lead your resume with a career summary so your key credentials appear at the forefront of the resume. On the second page, include a page number and include your name and contact information.

Consider a Three‐Page Resume or Longer If: You’re a senior‐level manager or executive with a long track record of leadership accomplishments.

You are in an academic or scientific field with an extensive list of publications, speaking engagements, professional courses, licenses or patents.

Multiple‐page resumes can use addendum pages after page two. Job seekers can decide whether or not to send the full document or just the first two pages a potential employer, based on the job opportunity requirements.

current goat every word in the resumYou should also leave something to talk about in

It’s common for employers or recruiters to sort through hu

deserves to be added to the “maybe” pile. While your resume will probably get a more thorough reayou are called for a job interview, ensure that your strongest selling points are immediately visiblemake the first cut.

Consider a One‐Page Resume If You have less then 10 years of experience. You’re pursuing a radical career change and your experience isn’t relevant to your new goal. You’ve held one or two positions with one employer.

Consider a Two‐Page Resume It: You have 10 or more years of experience related to your goal. Your field requires technical or engineering skilltechnical knowledge.

e

to

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Tips for Creating a Concise Resume_________________________________________________

Are you asking yourself any of these questions?

1. How long should my resume be?

4. II you are just graduating, have fewer than five years of work experience or are contemplating a

of experience and a track

my main credentials within 10 to 15 seconds?

3. Do I effectively sell myself on the top quarter of the first page?

2. How can I fit all my experience on one page?

3. What can I eliminate, and what should be highlighted?

complete career change, a one‐page resume will probably suffice. Some technical and executive candidates require multiple‐page resumes, If you have more than five years record of accomplishments, you will need at least two pages to tell your story.

5. Your Resume Is Not an Autobiography ‐ Don’t confuse telling your story with creating your autobiography. Employers are inundated with resume submissions and are faced with weeding out the good from the bad. The first step Involves quickly skimming through resumes and eliminating candidateswho clearly are not qualified. Therefore, your resume needs to pass the skim test.

Dust off your resume and ask yourself

1. Can a hiring manager see

2. Does critical Information jump off the page?

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Eight Tips to Keep Your Resume Concise_____________________________________________

1. Avoid Repeating Information ‐ Did you perform the same or similar job tasks for more than one employer? Instead of repeating job duties, focus on your accomplishments in each position.

2. Eliminate Old Experience ‐ Employers are most interested in what you did recently. If you have a long

3. Don’t Include Irrelevant Information ‐ Avoid listing hobbies and personal information such as date of birth or marital status. Also, eliminate outdated tech ical or business skills.

4. Cut Down on Job Duties ‐ Many job seekers can trim the fat off their resumes simply by removing long descriptions of job duties or responsibilities. Instead, create a paragraph that briefly highlights the scope of your responsibility and then provide a bulleted list of your most impressive accomplishments.

5. Remove “References Available upon Request” ‐ Many job seekers waste the valuable last line of the resume on an obvious statement. Unless you’re using this as a design element, remove it.

6. Use a Telegraphic Writing Style ‐ Eliminate perso pronouns and minimize the use of articles when preparing your resume.

7. Edit Unnecessary Words ‐ Review your resume for unnecessary phrases such as “responsible ford’ or “duties include.” The reader understands you were for the tasks listed on your resume.

8. Customize Your Resume for Your Job Target ‐ Only include information relevant to your goal. This is particularly important for career changers who need to focus on transferable skills and deemphasize unrelated career accomplishments.

career history, focus on the last 10 to 15 years. If your early career Is important to your current goal, briefly mention the experience without going into the details. For example: Early Career: ABC Company— City, State — Served as Assistant Store Manager and Clerk, 1980‐1985.

n

nal

responsible

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Use an Editor’s Eye______________________________________________________________

Many workers are proud of their careers and feel the information on a resume should reflect all they’veaccomplished. However, the resume shouldn’t contain every detail. It should only include the information that will help you land an interview.

So be brutal. If your college days are far behind you, does it really matter that you pledged a fraternity or delivered pizza? The editing step will be difficult if you are holding on to your past for emotional reasons. If this is the case, show your resume to a colleague or professional resume writer for an objective opinion.

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The Sales Pitch_________________________________________________________________

Because resumes are quickly skimmed during the first pass, it is crucial your resume gets right to work selling your credentials. Your key selling points need to be prominently displayed at the top of the first

p the statements made in your summary.

page. If an MBA degree is important in your career field, your education shouldn’t be buried at the endof a four‐page resume.

An effective way to showcase your key qualifications is to include a Career Summary statement at thetop of the first page. On your resume, use the Objective section to relay your top qualifications. The remainder of the resume should back u

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Top 10 Blunders________________________________________________________________

ties and responsibilities. Go beyond showing what

company benefit from your performance? Did you receive any awards, special or promotions as a result?

lace the objective ith a tagline stating what you do of your expertise.

any people try to squeeze their experiences onto one page, because

r resume, ask yourself, “Will this help me land an interview?” Every word should sell you, so only include information that

icles resume is a form of business communication, so it should be concise and written in a telegraphic style.

There should be no mentions of “I” or “me,” and only minimal use of articles. le: I developed a new product that added $2 million in sales and increased the market

5. Listing Irrelevant Information Many people include their interests, but they should only include those relating to the job. For example, if a candidate is applying for a position as a ski instru tor, he should list cross‐country skiing as a hobby. Personal information, such as date of birth, marital status, height and weight, normally should not be on the resume unless you’re an entertainment professional or job seeker outside the US.

1. Too Focused on Job Duties

Your resume should not be a boring listing of job duwas required and demonstrate how you made a difference at each company, providing specific examples. When developing your achievements, ask yourself how did you perform the job better thanothers? What were the problems or challenges faced? How did you overcome them? What were the sults? How did there

recognition

2, Flowery or General Objective Statement

Many candidates lose their readers in the beginning. Statements like, “A challenging position enabling me to contribute to organizational goals while offering an opportunity for growth and advancement,” are overseen, too general and waste valuable space. If you’re on a career track, repw

3. Too Short or Too Long — mthey’ve heard resumes shouldn’t be longer. By doing this, job seekers may delete Impressive achievements. There are also candidates who ramble on about irrelevant or redundant experiences. There is no rule about appropriate resume length. When writing youstatementelicits a “yes.”

4. Using Personal Pronouns and ArtA

For exampsegments gross margin by 12 percent Should be changed to: Developed new product that added $2 million in sales and increased market segments gross margin by 12 percent

c

‐ 31 ‐


6. Using a Functional Resume When You Have a Good Career History It is irksome for hiring managers not to see the career progression and the impact made at each position. Unless you have an emergency situation, such as virtually no work history or excessive job‐hopping, avoid the functional format The modified chronological format is often the most effective. Here’s the basic layout: Header (name, address, email address, phone number). Lead with a strong profile section detailing the scope of your experience and areas of proficiency. Reverse chronological employment history emphasizing achievements in the past 10 to 15 years. Education (New grads may put this at the top).

7. Not including a Summary Section That Makes an Initial Hard Sell This is one of the job seeker’s greatest tools. Candidates who have done their homework will know the skills and competencies important to the position. The summary should demonstrate the skill level and experiences directly related to the position being sought to create a high‐impact summary statement, peruse job openings to determine what’s important to employers. Next, write a list of your matching skills, experience and education and incorporate these points into your summary.

8. Where Are the Keywords? With so many companies using technology to store resumes, the only hope a job seeker has of being found is to include relevant keywords sprinkled throughout the resume. Determine keywords by reading job descriptions that interest you and include them in your resume.

9. References Available Employers know you have professional references. Only use this statement to signal the end of a long resume or to round out the design.

10. Typos One typo can land your resume in the garbage. Proofread and show your resume to several friends to have them proofread it as well. This document is a reflection of you and should be perfect.

‐ 32 ‐


‐ 33 ‐


Chapter Four

COMPONENTS OF A RESUME

‐ 34 ‐


Writing a Good Objective_________________________________________________________

The most important part here is that you can clearly state what sort of a job you want and know whatkinds of skills and experiences are needed to do well in that jo

b. Even if you decide to change your job

bjective later, it is very important that you decide on a temporary one now.

alyst can involve very different

ch jobs as

if that is what you would really consider — and qualify for.

willing to accept a variety of jobs related to your skills, you should Include those that require

ive that includes the of jobs you are willing to accept This bracket should include the lower range of jobs that

ls of responsibility, including those u think you could handle. Even if you have not handled those higher levels of

many employers may consider you for them If you have the skills to

most important skills needed for the job you The

u urse, your interview (and resume) should support those skills with

c examples.

Important to You ‐ If you have substantial experience in a d specific

your alternatives down you will often not be considered for other jobs, which you might qualify. If that is what you want, it just may be worth

.

6. Finalize Your Job Objective Statement ‐ Some are very brief, providing just a job title or category of jobs, while others are quite long and detailed. Use your best judgment for what is right for you.

o

1. Avoid Job Titles ‐ Job titles such as secretary or marketing an activities in different organizations. The same job can often have different titles in different organizations, and using such a title may very well limit your being considered for su office manager or marketing assistant. It is best to use broad categories of jobs rather than specific titles, so that you can be considered for a wide variety of jobs related to the skills you have. For example, instead of secretary you could say “responsible office management or clerical position,”

2. Define a “Bracket of Responsibility” ‐ Include the Possibility of Upward Mobility ‐ While you may be higher levels of responsibility and pay. In the example above, it keeps open the option to be considered for an office management position as well as clerical jobs.

3. In effect, you should define a “bracket of responsibility” in your object range you would consider, as well as those requiring higher leve that yo responsibility in the past, support the objective.

4. Include your most important Skills ‐ What are the want? Consider including one or more of these as being required in the job that you seek implication here is that if you are looking for a job that requires organizational skills,” then yo have those skills. Of co specifi

5. Include Specifics if These Are particular industry, such as “computer controlled machine tools”, or a narrow an objective that you really want, such as “art therapist with the mentally handicapped”, then it is OK to state this. In so doing, realize by narrowing

pursuing — though I still encourage you to have a second, more general objective just in case

‐ 35 ‐


Put your education to work_______________________________________________________

tion to outshine your competition. If you are unsure about the best way to present your e are some common scenarios and strategies:

he best placement depends on what you are trying to emphasize. Place experience before education if you have five or more years of experience related to your goal.

re interested in your job accomplishments than your education.

education to support your new goal,

scientific professionals typically place education before

you need to highlight educational credentials, use the “Objective” section as a career summary and mention your relevant education and training both here and in the designated “Education” section.

your GPA if it is 3.0 or higher. Consider Including a lower GPA your major GPA if Ws higher than your overall GPA. If your

school doesn’t use the standard 4.0 scale, avoid confusion by listing the scale (e.g. GPA. 4.1/4.5). As your s less important and can be removed.

A in ac laude) June 2000

Delta A: 3.9

ew Grtudent related work experience may use the education section as the

hievements, extracurricular activities, special rojects

For example:

ABC College — Brooklyn, New York BA in Communications, concentration in advertising, anticipated graduation December 2001 Senior Project Currently completing mock advertising campaign for Coca‐Cola (billboard/print/TV radio ads, direct‐mail campaign and press releases).

Related Coursework: Advertising, Advertising Writing, Direct Mail and Telemarketing, Media Plans in Advertising, Marketing and Advertising, Public Relations, Broadcasting

Whether you’re a Harvard‐educated MBA or recently obtained your GED, you can use your résumé’s education seceducation, her Where to Place Education? T

Hiring managers will be mo

Place education before experience if you are a recent graduate or have less than five years of workyou are changing careers and have continued yourexperience. If

education should come first. Academic and experience on their CVS.

If

The GPA If you are a student or recent graduate, list you are in a very challenging program. Addif

career progresses, college GPA becomeHonors Include academic honors to show you excelled in your program. For example: Ace College — Springfield, Illinois

B counting (cum

‐ Gamma Delta Honor Society, Dean’s List, GP

N ads S s and new grads with little centerpiece of their resumes, showcasing academic acp and related courses.

‐ 36 ‐


Degree Incomplete If you abandoned an educational program, list the number of credits completed or the type of study

n name, location, degree, major and date.

ew JerS in Ec

igh Scde

.

ations don’t measure up to HR requirements. If you don’t have a degree but have been participating in ongoing training, list your related courses, seminars,

ing in the Education section (create a list called “Professional Development’). Your

‐Commerce Solutions

undertaken. For example: College of Staten Island ‐‐ Staten Island, New York Completed 90 credits toward a BA in political science, 1981 to 1984

Experienced Job Seekers If you are focusing more on experience than education, list the basic facts regarding your degree, including institutioFor example: N sey College — Newark, New Jersey B onomics, Minor in Psychology, June 1983

H hool Information Inclu your high school or GED information if you don’t have any college credits. If you have college credits, remove references to high school

Educational Credentials Lacking? Some job seekers are concerned that their educ

conferences and traintraining might be so impressive that a lack of a formal degree is overlooked. For example: Professional Development Highlights: Product Launch in a Global Marketplace E Selling the Dotcom Vision Increasing Sales through Relationship Selling Professional Management Program

‐ 37 ‐


Employment History_____________________________________________________________

sections that read like job descriptions. so far as to copy job descriptions word‐for‐word. The result is a boring

hat type of worker you are. If you show that ntly produced positive results for previous employers, you will be seen as a desirable

.

A. Significantly increased revenues and grew base between 1997 and 2000. B. Increased revenues from $250,000 in 1997 to $1.5 million in 2000 and tripled client base from 2,500 to 7,000. In both cases, the candidate is trying to convey he increased revenues and expanded the client base, but statement B measures how well h achieved this growth. Wherever possible, include measurable results of your work.

Note that not everyone can release company performance figures. If presenting this information is a breach of confidentiality, find another way to present your accomplishments. For example, use percentages rather than actual dollar figures.

Are You Up to PAR? PAR stands for Problem Action Results and is a good starting point for thinking about your accomplishments. What types of challenges did you ce? What actions did you take to overcome the problems? What was the result of your efforts, and how did your performance benefit the company? Write down a list of your PAR accomplishments and corporate the most impressive ones into your resume. Lead with Your Work’s Outcomes An effective strategy is to write the result of your work before listing the problem and action. This allows you to lead with the most compelling aspect of your For example: Reversed an annual $2 million decline in market share by streamlining the benchmark process and building a top‐flight sales team. Make It Readable Some resumes use bullets to outline work histories, ut this tends to blur duties and accomplishments, which dilutes the impact of achievements. Other resumes use a narrative style to describe work history, which tends to be cumbersome to read, especially for hiring managers who are quickly scanning resumes to extract key information. Instead, use a combination of paragraphs and bullets. For each employer, provide a brief paragraph that details the scope of your responsibilities. Then create a bulleted list of your top contributions. The bullets draw attention to your accomplishments, wh e giving the eye a place to rest Preface accomplishments with a heading such as Key Accom lishments or Significant Contributions.

Ditch the Job Description One of the most common mistakes is to write experienceSome job seekers gorecap of job duties with no indication of actual job performance. Prove Your Value Hiring managers scan your resume looking for dues about wyou consistecandidate. The key is to emphasize your accomplishments and provide proof of your potential valueQuantify Results Which statement has more Impact?

client

e

fa

in

accomplishment

b

ilp

‐ 38 ‐


Target Your Experience to Your Goal Resumes are marketing tools. Your employment history should effectively market you for your current

nts that relate to your goal and remove job duties and

our chances for an interview, so select your words carefully. void dull or stale phrases such as “responsible for” and “duties include.” Review our list of “Action

Phrases and Power Verbs for inspiration. See Appendix ##

will is to always be truthful about your background.

job objective. Focus on accomplishmeaccomplishments that don’t support your objective. Use Power Words The quality of the writing makes or breaks yA

Be Honest Studies indicate that job seekers often lie about their work experiences on their resumes. But with honest and well‐written employment histories, even job seekers with less‐than‐perfect backgroundssecure interviews. The best strategy for your resume

‐ 39 ‐


Career Summary________________________________________________________________

Conduct Research on Your Ideal Job The more closely you can target your profile to the employer’s needs, the better your results will be.

write a list of common job requirements and preferred qualifications.

r

e You Bring to the Table weave your top credentials into your summary. Keep In mind that the summary helps

for an interview. Include a synopsis of your career ults is transferable to your next employer. Explain how

ou wo benefit from hiring me?”

dd a H headli A headline should clude hiring you.

ocus ohe mo have more than one possible objective, consider drafting different versions. Fill yo r summary with key words related to your career field. Your profile can also be supplemented with a bulleted “Key Skills” section, which provides an easy‐to‐read listing of your core capabilities.

Proofread, Refine and Perfect First impressions are lasting impressions. Is your summary persuasive and free of errors? Is your tone appropriate for you career field? Avoid empty, gene lized statements such as “excellent communication skills.”

Start by searching jobs for your ideal position. Compare the ads and

Assess Your Credentials Based on your research, how do you measure up? How would you help potential employers meet theigoals? Besides the qualifications described, do you offer any added bonus? If you are lacking in onearea, do you make up for it with other credentials?

If you are having a hard time assessing your skills, get help. Ask your colleagues, instructors and supervisors what they see as your key qualifications. Review your performance evaluations. What doothers say about the quality of your work? Then write a list of your top 10 marketable credentials.

Relay the ValuThe next step is to the hiring manager determine If you should be calledachievements to show that your dedication to resy uld help solve their problems. Ask yourself, “How will the employer

A eadline A ne on a resume hooks your readers and compels them to continue reading.in your job target as well as the main benefit of

F n Your Goal T st effective summaries are targeted on one career goal. If you

u

ra

‐ 40 ‐


Effective Career Summary Sample__________________________________________________

Corporate Real Estate Executive

Increasing Bottom‐line Profitability through Real Estate Strategies

Professional Profile

Accomplished executive with a proven ability to develop and implement real estate strategies that

rmance and contributed to 550 percent stock increase. Recognized as an xpert in applying financial concepts to real estate asset management decisions.

d on achieving revenue oals. K ng

estate and master of corporate real estate

ertise

• Statistical Modeling and ROl Analyses

support business and financial objectives. Negotiate and structure multimillion‐dollar real estate and service transactions. Have led key initiatives that reduced operating budget by $32 million, turned around company’s overall perfoe

Respected leader, able to build highly motivated management teams focuseg eep up‐to‐date with changes in the industry through professional affiliations and continuiprofessional development (earned an MBA in finance/realdesignation).

Areas of Exp • High‐Volume, High‐Dollar Negotiations • Strategic/Tactical Planning • Multimillion‐Dollar Operating and Capital Budget Administration • Analytical and Financial Skills • Management Reporting, Accounting, Property and Lease Administration • Build‐to‐Suit Development Transactions • Relationship Management • Partnership Deals • FCC Legal and Financial Compliance • Facilities Planning/Management Acquisitions/Dispositions

‐ 41 ‐


Use numbers to draw attention to your accomplishments______________________________

he more you focus o nts in relation to your accomplishments, the better you’ll ent your successe tential — and the more you’ll realize just how much you

ally have to offer p Add it all up, and you’ll see that playing the “numbers game” s yet another way to rs that you should be a part of their equation for success.

hink Money For‐profit and nonpro are and always wilt be concerned about money. So as you ontemplate your ac re to present them on your resume, think about ways you’ve saved money, ed money in your internships, part‐time jobs and xtracurricular activit

A few possibilities tha typical college student’s resume: • Identified, mmended a new Internet Service Provider, cutting the

company’s o t • Wrote pros ught in more than $25,000 in donations so far.

• Managed a nization budget of more than $7,000. hink Time You’ve heard the old saying, “Time is money,” and it’s true. Companies and organizations are constantly looking for ways to save time and do things more efficiently. They’re also necessarily concerned about meeting deadlines, both Internal and external. So whatever you can do on your resume to show that you can save time, make time or manage time will grab your reader’s immediate attention.

Here are some time‐oriented entries that might appear on a typical college student’s resume: • Assisted with twice‐monthly payroll activities, ensuring and on time. • Attended high school basketball games, interviewed players and composed 750‐word articles by an 11 p.m. deadline. • Suggested procedures that decreased average order‐pr five minutes. Think Amounts It’s very easy to neglect mentioning how much or how many of so rseen. There’s a tendency instead to simply pluralize your accomplishme“developed lesson plans” — without including the Important spec e 25 news releases” or “developed lesson plans for two classes of 20 students each.” Don’t fall into the “no figures included” trap. Instead, include amoappear on a typical college student’s resume: Recruited 25 members for a new student environmental organization.

• Trained five new employees on restaurant operations procedures. • Introduced 17 student‐service‐improvement proposals as residence hall representative for student government.

T n money, time and amous and highlight your porospective employers.

presreA convince employe

fit organizations alike complishments and prepa earned money, or managies so far.

t might appear on a researched and reconline costs by 15 percenpect letter that has bro student orga

T

c

e

T

that employees were paid as expected

and coaches afterward,

ocessing time from 10 minutes to

mething you’ve produced or ovents — e.g., “wrote news releases” or ifics — e.g., “wrot

unts, like these entries that might

‐ 42 ‐


Look what a resume did for this person who wants to change to a new career.

In this example, Abby discovered that she liked her insurance adjusting duties more than she liked doing auto repairs. So, she matched her experience with the skills needed to become an Insurance adjuster and set off to find a new career. She also modified her resume by listing all her skills and abilities (qualifications) up front—to give them added emphasis.

Look what a resume did for a Serviceman with on‐the‐job experience.

In this example, Chris studied carpentry and construction in school, then took a summer job with Slap‐M‐Up‐Homes. During Army National Guard service he was introduced to cabinetry and received some hands‐on training. Now, he’s looking for a job as a full‐time cabinet maker.

Chris also modified his resume. He listed his accomplishments under each job, rather than separating them by different skills.

‐ 43 ‐


See how a resume sells your abilities, even when you have no experience.

This high school Student never

everyday experiences, his resume shows that he could

accomplishments with the skills needed for the job you want.

you can earn the job easily and

held a real job. But, by using

easily qualify for a sales job in a department store.

Match your use skills and

You’ll show an employer that

quickly become a productive member of the team.

See how a resume sells your abilities, even when you have no

This high school Student never

at he could easily qualify for a sales job in a department

skills

experience.

held a real job. But, by using everyday experiences, his resume shows th

store.

Match your use skills and accomplishments with theneeded for the job you want. You’ll show an employer that you can earn the job easily and quickly become a productive member of the team.

‐ 44 ‐


Resume Doctor_________________________________________________________________

1. Don’t be vague, and be sure to customize your resume for each employer. The inability to do this on‐

puter, or just passing a resume around an organization courtesy of a iend) you lose the all‐important opportunity to craft the resume to fit a particular position.

relevant courses.

tual

ll time student and a full‐time employee,

;

.

former, but not the latter.

nds; don’t make them

r

line, accounts for some of the low return rate on on‐line applications. Anytime you try to do a “one sizefits all” approach (by agency, comfr

2. Don’t be long‐winded. Be pithy and keep it to one (preferably) or two pages unless you want a job in academia, research or the arts.

3. Don’t confuse a resume and curriculum vitae. The latter is for employers who will want to know all about what you’ve studied, taught, written, researched, and exhibited. Resume readers want a quick summary of what you’ve done with just enough detail to let them know the depth of your skills. If you drown them in verbiage, you’ll never get to the interview.

4. Students and recent grads: put education up top and include

5. Find out which skills the employer is seeking and be sure to showcase them. If you’re short on acjob experience, include a Highlights or Skills Summary section to “editorialize” about yourself a little.

6. Be clear about what you want If you intend to be both a fufor instance, this might be a turnoff for some employers.

7. Use verb phrases — “conceived campaign for student elections”, “created online student newspaper”, “initiated weekly meetings for minority students”, “lead charity drive” — not sentencesthis is not an essay or an obituary you’re writing.

8. Use dates to show when you did things, not just the vague “one year”.

9. NEVER overtook spelling errors or typos. That’s a one‐way trip to the circular file. Check and recheckTypos and spelling errors usually occur when you try to do something at the last minute. So leave enough time!

10. For new grads without much work experience, have an “Experience” section rather than one called“Employment,” because you can include internships, class projects and Independent study under the

11.Tailor the objective to a given position or leave it out altogether. Objectives are helpful when you’retrying to show the relationship between your skills and a particular position, but they merely annoy when they say inane things like “a challenging position suited to my education and skills.” What position? What skills? Resume readers will give yours, on average, seven secocranky with filler.

12. We had an entry from a poet Poets don’t write resumes, they write and rewrite poems, entecontests, and try to sell them. Better to start there.

‐ 45 ‐


Resume Dilemmas______________________________________________________________

that

of resumes. They have a job opening and are looking for a candidate who meets

ll with only one resume. Think about whether or not y linked, requiring the same or similar skills, experience, and training or decide the objectives are similar, use a tagline at the top of the resume that

nce and training related to the particular goal.

n

e

resumes is that you need to track where you

you sent each resume but will keep your job search ganized and on track.

l

anagers and increase your chances of getting that all‐important job interview.

More than one career goal? Solution ‐ If you have more than one career goal, the best strategy is to develop multiple resumes target your different objectives. Why Should I? The most effective resumes focus on specific career goals. Hiring managers are busy and often process hundredstheir criteria. Resumes that appear to solve their problems will get a closer look, and the ones that are unfocused are often discarded. Did you ever receive a promotional sales letter but were unsure about what the company was actually selling? If the marketer’s message is unclear, the campaign is likely to be unsuccessful. The same goes for your resume, which is really just a sales piece designed to market your credentials. To maximize the success of your resume campaign, your resume needs to address the needs of your potential employer.

How do I Determine If I Need More than one resume? If your job targets are similar, you might do very wethe positions are intricatelpersonal attributes. If youincludes each job title. On your resume, the Title section is a good place to include your goals. For example: “Director of Procurement/Commodity Manager.” If your job targets are unrelated and would be considered distinct positions, you would probably be more successful with a different resume for each goal. A great way to decide how many resumes you need is to do a job search. Enter the keywords for your job titles and see how employers list the positions. If they always come up under separate listings, then you need separate resume versions.

How Do I Create Different Resumes? Start with your objective or tagline because these will differ depending on the job you target. Yourresume challenge will be to highlight only the experieFollow your objective with a Highlights of Qualifications section, which provides the resume reviewer with the top reasons why you should be called for an interview (your highlights can be incorporated intothe Objective section on your resume). Even though your experience might be diverse, concentrate oincluding the main reasons why you’re qualified for the goal listed on each resume. When you describe your work history, emphasize your relevant experiences and achievements. Tondown any emphasis on jobs, skills, training and characteristics that are unrelated to your résumé’s goal.

The Importance of Tracking The downside to using multiple distribute each version. Keep a log that includes company contact information, dates, resume version sent, your actions, company actions and follow‐up needed. This will not only help you remember where

or

If your career goals warrant it, writing a resume tailored for each objective allows you to directly appeato the employer’s needs. By distributing targeted resumes, you will grab the attention of hiring m

‐ 46 ‐


Recent Graduate if you have recently graduated, you probably are competing against those with similar levels of education and more work experience. If you don’t have a lot of work experience related to the job you ant, you wilt obviously want to emphasize your recent education or training. This might include

specific mention of courses you took and other activities that most directly relate to the job you now

o those

techniques In your field and can apply these skills right away to the new job. And, since you

thought, to support your resumes job objective.

tting the jobs they want since employers will often hire someone with more experience. In this case, you may want to emphasize your

a lack of experience. Once again, a skills resume would llow yond “lea rienced

ou sho difficult or less desirable conditions as one ay to break into a field and gain experience. For example, “wilting to work weekends and evenings” or able to pen up some possibilities that might appeal to an employer.

you’rhink a our jobspecial projects, consulting engagements and contin ing education can be used in the Experience section. Short gaps might not be apparent if you eliminate months from your traditional resume. Use the Objective statement to summarize your goal as well s your top qualifications. This will draw attention to your selling points and downplay your work chronology.

If you’re returning to the workforce after an extended absence, show how you’ve kept up‐to‐date with changes in your industry.

If you’ve been out of work because you raised a family, continued your education, cared for a sick family member or recovered from an injury, be sure your tone is not apologetic. There’s nothing wrong with being out of work for whatever reason, and a negati attitude might affect your résumé’s quality.

w

seek new graduates need to look at their schoolwork as the equivalent of work. Indeed, it is work in thatit required self‐discipline, completion of a variety of tasks, and other activities that are similar trequired in many jobs. You also may have learned a variety of things that are directly related to doing the job you want and you should present these in a skills resume in the same way you might present work experiences in a chronological resume. You should also play up the fact, if you can, that you are familiar with the latest trends and are experienced in studying and learning new things, you will be better able to quickly learn the new job.A skills resume will also allow you to more effectively present skills you used in other jobs (such as waiting on tables) that don’t seem to directly relate to the job you now want These jobs were also work experiences and can provide a wealth of adaptive and transferable skills that you can use, with some

Not enough experience Young people, including recent graduates, often have difficulty in ge

adaptive skills that would tend to overcome a u to present yourself in the best light. For example, emphasizing skills such as “hardworking” a rn new things quickly’ may impress an employer enough to consider you over more expeworkers. Y uld also consider expressing a willingness to accept w“ travel or relocate” may o

If e Concerned about Employment Gaps T bout other activities you can use to fill that time period. You might have experience relevant toy target, regardless of whether you were paid. Volunteer activities, community Involvement,

u

a

ve

‐ 47 ‐


If you’re Concerned about Job‐Hopping Some fields are prone to short periods of employment, and job‐hopping might not be a concern.

ss of a stigma regarding job‐hopping than in the past.

epresentative, ABC Company and DEF Company, 2/94‐4/96). You can list your combined work ir

held. Short‐term positions that don’t do anything for ly be omitted. Keep in mind: A resume is a marketing piece, but you will need to provide

nt.

. Use your cover letter to explain your work history and put a positive spin on your

Many hiring professionals say they prefer chronological resume presentations to the functional spicious of functional resumes, which are usually used to hide

e, so the best strategy is to develop a forward‐looking resume that shows the value you offer potential employers. If you are sticking

s Summary, a narrative profile s.

For many other occupations, there is le

The best way to handle job‐hopping on your resume depends on your specific job titles and companies. You may be able to lump two or more similar positions under one heading (for example, Sales Rexperience’s highlights. Independent contractors and temporary workers should consider grouping theexperience under one time period (such as IT Consultant/Network Specialist, 4/95‐present) with project highlights.

You don’t need to include every job you’ve everyou can certaina complete work history if you are asked to fill out a job application, which Is a signed legal docume

Employers might be leery of hiring candidates with a history of job‐hopping due to recruiting and training expensescircumstances. Also, indicate your interest in a long‐term position.

What About a Functional Resume? format. They are often su something. Only select this format if you have an extremely poor work background with extended gaps or a terrible history of job‐hopping. Accentuate the Positive There’s nothing you can do to change your work experienc with a chronological resume format, lead with a Qualification summing up your key qualifications for the position. This will draw attention to your strength

‐ 48 ‐


Layoffs and Downsizing__________________________________________________________

mployer. sk your former employer or colleagues to supply you with written reference letters. Consider including

e Qualifications Summary or Experience section.

ls into your resume. Don’t misrepresent your employment status by dicating, “to present” on your resume. Don’t write the reason for leaving on your resume, but do use

nemployment benefits are

hich

Your Resume not to do: Fire off a volley of resumes to human resources departments. “Sending a mply a way to oblivion,” says Jeffrey Fox, author of “Don’t Send A Resume”. HR

r the overqualified candidates? Go directly to the hiring manager to pitch your ability to excel in the open position. You can either call or write, but hold back your resume in the first round of communication with the employer. Sell to the Employer’s Need Once you’ve found out as much as you can about the company and the position, you’ve got to imagine how your qualifications mesh perfe ly with the job requirements. “If you’re overqualified, you need to articulate how a handful of your skills will help that specific employer,” says Nick Corcodilos, author of Ask a headhunter. At least at first, say nothing about higher‐level skills that don’t pertain to the position at hand. Use Emphasis to Shape Employer Perceptions Sooner or later, you’ll probably have to send resume. More than you ever have before; you’ll need to customize your one‐page presentation of yourself. To de‐emphasize those over‐the‐top elements of your professional background, “you can make some Information more sparse, but you’ve got to be careful about misrepresenting yourself, “says Corcodilos.

Quick Tips to Improve Your Resume Update your resume right away and be sure to showcase your recent achievements no matter how you may feel about your eAa positive quote from a reference letter in th

Read as many job openings as possible to evaluate the skills and experience employers find desirable. Incorporate your matching credentiainthe cover letter to explain your circumstances.

Overqualified Six months ago, you were laid off from your executive job by a company that’s now six feet under. You’ve sent out 800 resumes, done one interview, and received zero offers. You blew through the severance pay In two months, the COBRA health insurance Is gone and your uabout to expire. You find yourself looking lower and lower on the totem pole and occasionally eyeing openings for line managers at the competitor that killed your former employer. If you must apply for a position for wyou’re dearly overqualified, how do you actually land the job? Withhold Here’s what resume Is, si departments must quickly eliminate nearly all of the hundreds of resumes submitted for a single opening. At the first whiff of your extra qualifications, most screeners will stamp “no” on your application. “Resumes are read to be rejected,” Fox says. What’s the workaround fo

ct

a

‐ 49 ‐


How do you tread this fine line? One solution is to create a functional resume where relevant skills are pumped up in detail toward the top of the resume, while overly impressive titles are demoted to the bottom and given little ink. Strategic emphasis is integral to persuasion; omission of recent, important rungs in your career ladder is unethical deception. Make a Virtue of Your Extra Qualifications In the interview, if your prospective employer says that your extraordinary qualifications cast doubt on your candidacy, recast your past as an asset to your future at the company. Emphasize that “you’re getting somebody with the potential to move up,” says Frances Haynes, coauthor with Daniel Porot of 101 Toughest Interview Questions.

Draw Out Objections; Don’t Volunteer Them Employers typically have the following objections to candidates with extra qualifications: You’ll get bored quickly; you won’t be satisfied with the salary; you’ll jump to another company as soon as you get a better offer. “Employers are pretty reticent to hire overqualified people, because they believe when the economy picks up, they’ll lose those people,” says Haynes. If you raise these Issues early in the application process, you risk short‐circuiting your candidacy. Instead, see what’s on the minds of your interviewers by asking open‐ended questions such as these: “What else do you need to hear to be convinced that I’m the best fit for the job? Do you have any questions about my candidacy that I haven’t yet had the chance to answer?” Just make sure you’ve already ferreted out all the tough questions that your work history could possibly raise — and practiced answering them.

The Ultimate Issue Finally, be prepared to answer one question that the interviewer may be too embarrassed to ask Won’t It be humiliating for you to take a job that many people would consider beneath you? You can address this issue indirectly through the positive attitude you convey in everything you say about the available position and your fitness for It. “You have to be perceived as the kind of person who believes there is honor in every job,” says Haynes.

‐ 50 ‐


‐ 51 ‐


Chapter Five

COVER LETTER You really mean your Sales Letter!

‐ 52 ‐


You want your sales letter to do the following:_______________________________________

friend, relative, or referral who knows the manager, ask if you can use their name in your letter.

your Pitch — First: if you just graduated from school, if you just got out of the service, or if you on experience‐say so! Second: Explain why you chose this company. If you know

there, If you use their products, or if you’ve heard about their good reputation — e that you would like to, learn about the career opportunities, in her department.

manager if she could spare some time to explore those opportunities with you.

Support — Let the manager know that you are not wasting her time. Show her that you are job by asking her to review your resume. To pique her curiosity, list the four

for a job in her department

ce the manager will not call you, tell her when she can expect your call.

1. Seize attention — In the very first sentence of your letter, grab the manager’s full attention by tellingher exactly what you want. In one, short, bold sentence, tell her that you want an appointment

2. Perk Interest — Whet the manager’s interest by telling her how you got her name. If you have a

3. Makehave some hands‐someone who worksmention it. Third: StatFourth: Ask the

4. Addqualified to handle thisbasic skills needed

5. Wrap it up — Sin

‐ 53 ‐


Write a letter that will actually get read

Managers are very busy people. They read dozens of letters, reports, memos, and proposals each week they won’t read long letters that never seem to get to the point. Keep your letter brief, clear, and to the

on the idea of granting you a job interview. Send each manager on your list an individual or her. Here’s the magic formula for writing a professional sales letter.

point sell themletter, addressed directly to home

Seize In the r letterattenwhat bold sentence tell them that you want

Attention very first sentence of you, grab the managers’ full tion by telling them exactly you want. In one, short,

an appointment

Perk Interest Whettellingname.relative,the m can use their name in your letter.

the managers’ interest by them how you got their If you have a friend, or referral who knows

anager, ask if you

eforeB

Get D s First would like to “learn about the career oppodepa why you chose their company‐perhaps you know someone who works there, you’re familiar with their good name or reputation, or you’ve used their products. Third, ask if the manager could spare some time to explore career opportunities with you.

own to Businesexplain that you

rtunities in their rtment.” Second, explain

Show our Stuf Y f If you just graduated from school, if you st got out of the service, or if you have some hands‐on‐experience‐ say so. Then, show that you’re qualified to handle the job by listing a few of the skills eded to do the job.

ju

ne

Wrap up Since the manager will probably not cal you, tell them that you’d like to ‐up and see if they could schedule some time to talk with you.

it

l follow

‐ 54 ‐


Before________________________________________________________________________

November 29, 1999

John Collins Manager, Recruiting Human Resources Hospital ABC 123 Street West City ABC, State ABC 12345 Dear Mr. Collins:

I am submitting my resume for the position of Team Leader, Physical Therapy. Please allow me to identify my experience.

I received a Bachelor of Science in Physiotherapy at XYZ State College. I worked for 2 years as the Manager of Physical Therapy at Hospital XYZ and6 years as a Physical Therapist at the same hospital.

Thank‐you for your time and consideration and I hope you will consider me for this position.

Sincerely,

Joan Smith

‐ 55 ‐


After __________________________________ _______________________________________

Joan Smith 123 2nd Avenue New York, NY 12345 (555) 555‐5555 November 29, 1999 John Collins Manager, Recruiting Human Resources Hospital ABC 123 1 Street West City ABC, State ABC 12345 Dear Mr. Collins: I am submitting my resume in response to your ad in the November 30, 1999 edition of Newspaper ABC for team leader, Physical Therapy. I believe my credentials would be a great asset to your organization. This is exactly the type of position I have been looking for and I know that my seven years of progressive experience would be a significant asset to your orga My credentials include: nization.I possess a Bachelor of Science degree in Physiotherapy and a Bachelor of Science degree in Anatomy. I am also a member of The State College of Physical Therapists. I retain five years experience as a physical therapist and two years experience as Manager of Physical Therapy with Hospital XYZ. I was responsible for the delivery of physical therapy services to all ho ital clients. Included in this role were client/family spservices, student and staff education, and research activities. You may ask yourself, “What can this individual brin to this position that other may not?” g My positions with Company XYZ required me to perform the following: Screen and assess new clients Determine initial treatment programs for new clients Conduct follow up evaluations and consultative sessions with clients Develop and implement strategic plans, goals, objectives, policies and procedures for the Department of Physical Therapy Assist with budget development and determine bud t allocations for physical therapy geservices at Hospital XYZ Recruitment and selection of physical therapists, staff development and evaluation, reward, discipline and dismiss staff. I worked closely with physicians, occupational therapists, clients and their families. I also collaborated with Senior Leadership to develop the organization’s long term strategic plans and goals. I hope that after you have read the attached resume we can meet to discuss how I could contribute to , your organization. Thank you for your time and consideration and I look forward to hearing from you soon. I will contact your office if I have not heard from you by December 9, 1999. Sincerely, Joan Smith

‐ 56 ‐


APPENDIX

International Resume Choices

‐ 57 ‐


The brieemployposition rs expect tserious

“We pre

These r clearly c is too vag qualific about e me regardless of their particular work experience.

Since mpositionyou can improved chronological and combination resume. However, we recomm eight‐ page re ved chronological or combination resume that essentially synthesizes the information or documentation

ader

t l

nd

a

In the process of doing such a resume, you are permitted to include many of the prohibitions normally associated with the brief one or two‐page American resume. Yes, in many

hobbies, interests, family data, age, sex, religion, and health. Remember, international employers want to know a lot more about you than just your skills. They are interested in looking a you as an individual with many characteristics that may or may not qualify you for both the job and the ternational living situation.

f one to two‐page American resume communicates the wrong messages to many international ers who either feel you have little in‐depth experience or you are not interested enough in the to take the time to detail your qualifications and experience. Many international employeo receive a five to eight‐page resume — commonly referred to as curriculum vitae (CV) — from candidates. Don’t argue with this logic — just use it to your advantage.

fer the improved chronological or combination resume for international jobs.”

esumes have the best potential to meet the expectations of international employers as well asommunicate your international experience and qualifications to them. The functional resumeue for most serious international jobs. It often says little or nothing about work‐content skills andations other than provides some highly generalized and somewhat “canned” resume statementsxperiences that anyone can include on a resu

any International employers prefer lengthy resumes or curriculum vitas, which list numerous s, duties, responsibilities, names, dates, locations, professional memberships, and references, provide such Information In theend that you write these resumes in a nontraditional manner. Rather than just provide an sume with long listings of experience, job titles, and skills, write a one to two‐page impro

found on the remaining pages of the resume. Consequently, your resume may be seven pages long but the first‐page actually functions like an “executive summary” for a report; it synthesizes for the reall of the back‐up Information provided in the remaining five or six pages.

These other pages should be well organized by functional information categories that summarize and lisimportant accomplishments relevant to your education and experience. These might include the actuatitles and dates of speeches and presentations you gave or articles you published; the formal duties aresponsibilities of your past jobs along with a listing of actual accomplishments and any special recognition received for your performance; a listing of honors and awards, complete with dates andsummary of their significance; information on your professional memberships and contact information on three or four references.

cases it’s okay to list publications, speeches, memberships, references,

t in

How to e‐mail your resume_______________________________________________________

‐ 58 ‐


1. Create an ASCII/PIain Text Resume and Cover Letter ‐ Your ASCII resume will be stripped of formatting enhancements such as bold and underline, so it won’t be as attractive as your word‐ processed resume. However, it will be universally compatible, allowing you to control its appearance. The ASCII file should contain manual line breaks at 65 characters or less. To convert

File> Page Setup and change the left and right margins to 1.5. Go to File>

that warns about features being compatible. Close and reopen the file, which now has a text . Change bullets to asterisks or dashes;

ensure that your contact information is in a logical sequence; add horizontal lines using a series s

t marks) that didn’t convert properly.

to that

the text transfers as intended.

3. Select an Email Address to be used throughout Your Job Search ‐ Use a personal email iated with your office, and pick a name that sounds professional.

e email program and set your

cover letter file. Customize your letter to suit the co pany and job opening. if you normally use a long cover letter, edit It so that it’s brief (a couple of paragraphs). Rename the file for your records. When you are finished editing your letter, copy the text of our resume and cover letter to your cupboard. Place the curser in the email message section and pa your ASCII cover letter and resume. Here’s an example of how your message would appear: Unless the employer has requested no attachments, attach your virus‐free Word resume (.doc or .rtf file) This will accommodate hiring managers who prefer to see a traditional resume.

Review your documents to ensure perfection and send your message.

Scannable Resumes_____________________________________________________________

your file from MS Word: Open your document, go to Edit> Select All and change the font to Courier 12 pt; go to Save As> Under “Save as Type,.” select “Text Only with Line Breaks.” Select “Yes” at the prompt

(.txt) extension. Review and clean up your document

of dashes or asterisks (up to 65 characters) to separate sections; and remove symbols (such aaccen

2. Test the File ‐ Open the text file, copy and paste into your email message box and sendyourself and a few friends (preferably ones who use different email programs) to ensure

address, not one assoc

Create the Email Message ‐ Some employers provide instructions for emailing a resume — follow thesprecisely. If no Instructions are given, follow these steps: Open your message format to plain text, not HTML. Enter the recipients address and write a subject line that sells your value and references the position opening or your career objective. Open your ASCII resume and

m

yste .

‐ 59 ‐


1. One of the most important factors is whether or not letters touch each other. Scanning systems have difficulty interpreting characters that are melded into one, so make sure that no characters touch each

lics and bold are both fine, as long as the letters do not touch.

2. Choose a common, non‐decorative sans serif font (such as Aria! or Optima) and keep the font size tween 10 and 14 points.

ining and horizontal/vertical lines are okay, as long as the lines do not touch any of the letters.

4. Avoid columns (the OCR reads the text from left to right).

use round, hollow bullets (they may be interpreted as the letter 0). Instead, choose round, ts.

t use ampersands, percent signs or foreign characters (they may not translate properly).

7. Add a space in between slashes so that the slash doesn’t touch the letters (e.g., IT I IS).

ht‐colored paper (white is best) and avoid paper that contains dark speckles.

aple your resume.

il your resume in a flat envelope. If you fold your resume and the crease lands on a line of text toner may flake off and render the entire line unreadable.

re you have keywords throughout your resume, so that you will be found in a database search.

other. Ita

be

3. Underl

5. Do notsolid bulle

6. Do no

8. Use lig

9. Do not st

10. Mathe laser

Make su

Resume Worksheet_____________________________________________________________

‐ 60 ‐


Tell the employers here they can contact you

If you have no experience, state that you’re “Seeking an entry‐level position in…”

Start with your most recent degree, diploma, award, certificate, workshop, training program, or on‐the‐job training.

Give an example of how you used each skill. Stress accomplishments results, or achievements. Use number whenever possible to show the amount, extent, or volume. If you have lot of work experience, you can list your skills and abilities directly under each job and omit this section.

Resume Worksheet_____________________________________________________________

‐ 61 ‐


If you have no work experience, skip this section and move on. But, if you have some full‐time, part‐time, temporary, volunteer, charitable, or no‐pay experience, be sure to put it in your resume. If you have lots of experience, don’t go back more than ten years. If you’ve worked for the same employer for many years, treat each promotion as a different job.

If you have no military service, skip this section and move on. If you have military service, enter your technical or on‐the‐job training under “Education.” Enter your assignments under

“Work History”

List items that show you’re professional, hard working, able to and

can get er people.

learn, that youalong with oth

Cover Letter Worksheet__________________________________________________________

When you’ve finished with this worksheet, type your resume. Try to limit it to one page.

‐ 62 ‐


Your Full Name ___________________ Mailing Address ___________________

Date ___________________

Manager’s Name ___________________ Title or Position __ _________________Company’s Nam __ e _________________Mailing Address ___________________City, State Zip

Dear (Ms. or Mr.): ___________________

Seize Attention ___________________

Perk Interest ____ _______________

Get Down To Business ______ _______________________________________________________________________________________ ___________________________________________________________________________________________________________________________________________________________

Show Your Stuff ______ _____________________________________________________________________________________ _____________________________________________________________________________________ _____________________________________________________ ___________________

Wrap It Up ______ _____________________________________________________________________________________ _______________________________________________________________________________________ ____________________________________________________ __________________

Sincerely, __________ __________

Your Signature ____________________

Your Typed Name ____________________

‐ 63 ‐


Power Phrases__________________________________________________________________

scribing your work experi n’t easy. To help you, mpiled a list of act s and verbs. The purpose of using them is to show employers that you know how to get results. Begin

riptions with a b or phrase: enlis t..., formed a sold, increased, ned the client relationshi

CHRONOLOGICAL RESUME Design, devConduct needs analysis Write cours cuments Manage development Consult witFacilitate pro meetings Implement Develop and rmatting Developed Revamped pr ng Assessed em ient training nAnalyzed evaluationDesigned an

EDUCATION EMPHASIS Followed sp rce Assisted special task force Proctored aFacilitated discussion

SCANNABLEReduced manufacturing plant’s burden Reduced m sts

BLUECHIP RESUME Managed an rson team negot coordinated st r plan created and implemented innovative approach developed new product

Depower

ence is we’ve co ion phrase

your job desc power ver ted the suppor committee...,budgeted, improved, maintai p.

elop and deliver

e design do

h clients blem‐solving

solutions implement fo

and delivered oduct trainiployee and cl eeds

data d implemented

ecial task fo

nd scored

RESUME

aterial co

eleven‐pe iated over $tk rategic five‐yea

‐ 64 ‐


‐ 65 ‐

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Documents

CAREER SUCCESS ESSENTIALS - Regent · PDF file · 2008-12-22Career Success Essentials ... Job Hunt Readiness ... sometimes referred to as head‐hunters or search consultants, are