Career Hub

Turn Your Job Search Complaints into Opportunities

I just finished reading Jon Gordon's book The No Complaining Rule. According to Jon, people complain either because they feel fearful and helpless or because it has become a habit. He goes on to state that "Complaining can be a gift if we use it correctly. Once we know what we don't like, we can decide what we do like and act on it. We can use complaining as a catalyst for positive change." There are a lot of things to complain about in a job search. It can be a frustrating process. Here are some common job search complaints and some strategies for implementing The No Complaining Rule to move past them.

My resume isn't working. When job seekers don't get interviews, they often blame the resume. While it's true that an achievement-driven resume helps position job seekers for interviews, the resume is just one piece of the process. If you are complaining about your resume, examine how you are using that resume and change your behavior if necessary. If your primary method of search is posting on job boards and you aren't getting results, start building meaningful connections with the people who can hire you rather than the people who are parsing the resume data. Create a proactive plan to target companies that you would like to work for where you believe there is a good fit and approach them directly, whether they are actively recruiting or not. Every company recruits at some point...build relationships now so you are considered as a candidate when an opportunity presents itself.

No one in my network can help me find a job. Why is that? Have you spent the last 15 years talking to the same 3 colleagues or have you extended your networking efforts to include friends, family, school alumni, past colleagues, members of professional organizations, community service providers, and members of online networking communities? Not everyone can help you in a job search and you need to have a robust network so you are not relying on the same 3 people for introductions.

I interviewed for a position and I haven't heard back about next steps. Take the initiative to follow up on your own. This doesn't mean leaving dozens of voicemail messages or sending multiple emails. Become top of mind by sending a reminder of the value you could bring to the team. This might be a relevant article, information about an industry event, or an acknowledgement of something you read about the company recently.

It takes so long for the companies to make a hiring decision. Get used to it. While we would like to think that we are the #1 priority for hiring authorities, we often aren't. General business issues, workplace snafus, and shifting priorities can all effect when the hiring decision is made. Deal with it by reaching out periodically to communicate that you are aware that they haven't made a decision yet but you continue to remain very interested in the position.

The person who interviewed me doesn't seem to "get" what I do. If your first interview is with a human resources professional, that person may recruit for several functions across the company and not know all the nuts and bolts of what you do. They may still represent a bridge to the next round of interviews, so keep an open mind and a positive demeanor. Generally, HR is looking for cultural fit and your ability to work well in a team, so be sure to have several accomplishment-focused stories to demonstrate these competencies.

What other job search complaints do you have and how can you use complaining as a catalyst for positive change?

Posted by Barbara Safani

What the Recruiter Wants to Know versus What You Need to Say

I was just talking to a client who received resume feedback from a recruiter. The recruiter had suggested that her resume would be stronger if she added dates to her earliest employment and education, and if she described the type of companies she worked for.

I know why the headhunter wanted this information - these are both useful pieces of data for his decision-making process. But I left them off for a specific reason: Because the recruiter's interests and your interests don't always align.

Your goal is to get your resume past the screeners and score an interview (because in many cases the information that might screen you out won't actually matter once the company meets you and realizes how fabulous you are). The recruiter's job is to gather the facts so he can see if you fit the exact job criteria. See how those two things don't always match up?

When a product marketer writes a promotional brochure, she doesn't include all the downsides of the product - she just highlights the good things and it's up to you to ferret out the rest if you are so inclined. I think the same thing applies with your resume.

In the case of my client, I left off the early dates to stop possible age discrimination. I omitted the types of companies because she specifically stated that she wanted to change industries and I didn't want her being eliminated from consideration just because all her prior jobs were in telecommunications.

Even though the recruiter suggested these 'improvements' to the resume, he still scheduled an interview with my client. I know many recruiters would disagree with me, but I think that means the resume did exactly what it was supposed to do.

"Do You Still Need a Resume?" Experts Weigh In.

In a recent post "Do You Still Need a Resume?" I opined that the resume, although still useful, is fading in importance in the new world of on-line tools that provide companies and recruiters an array of information about potential candidates. I requested that readers share their opinions, and received some compelling comments -- from a job seeker, a career professional, and a recruiter.

Jeffrey Ishmael shared his success with building an on-line presence to enhance his job search...

...As I found myself in the first "forced" search in my Finance career, I found myself toe-to-toe with some very talented people and needed a way to distinguish myself from the pack...and pursued the development of a website dedicated to corporate finance...while meant to hit the technicalities of Finance, it was also intended to give potential employers and recruiters additional insight into my approach to managing the Finance function of a company...I know that at least one offer I received was the direct result of what they had seen on my site.

Barbara Safani, a New York City personal brand strategist, resume professional, career coach, and author talked about the evolution of the resume into new forms...

...the resume is simply evolving from a piece of paper to a three-dimensional, multi-media presentation of a candidate's value proposition. Hiring authorities still want to know how candidates will help their organizations grow and prosper, but they want to receive that information in more flexible formats. And the "cut to the chase" approach is really taking hold with tools like Twitter...candidates need to be able to communicate a compelling message that screams "pick me" quickly and succinctly to hiring managers in order to get noticed in today's crowded job search space.

Push-back came from "Recruiting Animal" (known for his strong views and cool recruiting radio show)...

...What's your final recommendation? It sounds like you're promoting a good resume to me. Or a good LinkedIn profile which is pretty much the same thing.

Like me, you believe that it's a really good idea to put a detailed profile/resume online. But, then why do you spend half your time saying that you don't believe in resumes?

I'm a headhunter. And I often work with other recruiters. And when we recruit someone, we want a resume.

A LinkedIn profile could very well become the next resume but in the meantime, not enough people understand it. But...none of the other online profile sites are as good as LinkedIn...That's why LI is heavily used by recruiters. If you go on Twitter and follow some recruiters you'll see them whining every time LinkedIn has a problem.

You claim that traditional resumes are too focused on the past? That's how people are hired. On the basis of past experience.You think the focus should be on a brand. But what's your brand based on? My friend Laurence Haughton wrote a book called, "It's not what you say, it's what you do." And your brand is based on what you've done.

Recruiting Animal's comments reflect a certain confusion about points in my post. And that's understandable. The ambiguity Recruiting Animal addressed in his comments about resumes vs LinkedIn; past performance vs potential; brand vs performance, etc. reflects the flux in the job search space right now.

Here's why: There is no "one good way" to get out a clear career-building or job search message -- and there probably never will be. Of course recruiters and decision makers need to know job history. But that's just a part of the process, and the ways to discover that history are quickly changing.

What works best now may be archaic in another year, and something that's a blip on the horizon might be the next new sourcing tool in a year.

Recruiting Animal mentioned "branding" almost as a bad word. I think that's because the way some people use personal branding (if they use it at all) is to showcase "soft skills" without deliver a value message tied to those skills.

Identifying a personal brand is a good place for a job seeker to start, but it's just a piece of the foundation. It certainly helps with the elusive "chemistry and fit" component needed when a candidate hits the short list, but it's not going to help get anyone on that short list. Only value tied to the brand does that. 

As a Certified Personal Brand Strategist, I am not just working a brand message when I assist a senior executive in job search and career management. VALUE that is proven (and predicted) by accomplishments is the thing that we focus upon, because it works.

I like to use the phrase "executive brand" or "branded value proposition" -- both are basically ways to show what your brand looks like when you take it to work and use it to deliver value that hits the bottom line.

Branded value is what needs to be projected across all on- and off-line communication including a resume and LinkedIn.

A good resume (one with an executive brand, short-term and strategic impact shown for each job held, and accomplishments tied to ROI value) is still needed, but I hold fast to my assertion that it is not required as often as one would think.

In regard to Recruiting Animal's comment about people being hired for their past performance, well, sure, that's partly true. Past performance is something we look at, but without a real sense of what that candidate will do moving forward there will be no short list in his future.

That's one of the places executive branding shines -- because value-based branding strips the accomplishment history bare and shows what is beneath it -- what raw ability the candidate delivers from job to job, challenge to challenge. That pure ability is (or should be) a huge differentiator that helps determine the right hire (and fit, too).

LinkedIn (if done right) is a fabulous (albeit static) way to project branded executive value as well as job history, and to be found because of that. Twitter is a interactive way to engage in real-time relationship- and visibility-building. Combining the two is a winning combination.

If someone finds you on Twitter, gets interested in you, and checks you out on LinkedIn (possibly printing out your LinkedIn profile by using the PDF "looks like a resume" option), then you may never need a resume. Then again, you might need to bring one to the interview.

So, do you still need a resume? The answer is still "maybe."

Jeffrey, Barbara, and Recruiting Animal, thanks for giving us lots to think about.

Posted by Deb Dib, the CEO Coach

Do You Still Need a Resume?

Career Hub contributor Sital Ruparella recently posted thoughts on the question: "Will LinkedIn Profiles Become The New Resume?"

My answer is a qualified "maybe." As a trend watcher within the resume and career coaching industry, I've taught classes, written articles, and presented at conferences about the diminishing importance of the resume. I believe that the resume as we know it is an increasingly minor, even irrelevant, part of job search.

Why? Because although companies, recruiters, and networking contacts still ask for resumes, resumes are very often not where they acquire the information they rely upon for decision-making.

AND -- perhaps most importantly -- vanishing time and attention spans (due in part to the brevity required by Blackberries, iPhones, text messaging, and Twitter) are quickly eroding the desire for a multi-page, 10-point type, margin-to-margin traditional resume. A hard-to-read resume -- when sent to a human, is begging to be trashed. Literally.

I do not think LinkedIn will be THE one-stop-shop resume-replacement solution but I do think it will be an important tool in an array of tools that supplement the resume.

Here are just a few of the places resume-type (career history) and personal brand information is now found:

** social networking sites (especially LinkedIn and even Facebook and Twitter)

** profile aggregators like Ziggs and Zoom

** online profile builders (used by companies and recruiters)

** electronic searches (typically turn up far more than any resume can present)

** web portfolio sites (DIY sites like Visual CV or customized portfolios/blogs by on-line identity experts like Kirsten Dixson)

Traditional resumes (and badly done LinkedIn profiles) are typically "job graveyards" focused on past success rather than targeted, branded potential.

Graveyards are not conducive to job search! 

Employers and recruiters need more than history. They can get job history from LinkedIn, or electronic profile builders. There is plenty of online software that can (and does) help companies gather information in ways that require no resume.

The big question is how do companies and recruiters get what they really want -- an understanding of value and chemistry that predict contribution and fit? A great resume -- a brief document focused on a branded value proposition, IMPACT, and targeted accomplishments with a "dotted line" to how these can help the new target -- can work. However, most resumes are not great, and even the great ones have limitations.

At the very least even a great resume needs to be supplemented with case studies of accomplishments that put accomplishments in context of challenge and action, and showcase wins that create employer desire. Most job seekers never do that.

It's no wonder that resumes are becoming increasingly irrelevant -- resumes just don't provide what's needed and they take too much time to read. And if they are posted on-line they don't make it out of the "electronic abyss" -- the black hole that most on-line resumes fall into, never to be seen again.

For many people, the best time to use a resume is often after an interview, as a brief reminder of experience and education. Getting the interview is a job for the above tools (plus networking, of course, and possibly a value-proposition-focused direct mail campaign); it's increasingly not the job for the resume.

Anecdotal information from many of my senior executive clients tells me that resumes are no longer critical to success. 

This year alone, I've had clients land interviews and jobs after we've done deep executive brand and value discovery, but before we've even completed a resume. By creating a succinct value- and brand-driven LinkedIn profile and creating a branded bio and accomplishment studies, they have been prepared to out-compete the right way -- by using on-line tools to raise visibility and by crafting a powerful message to share when that visibility produces interest.

Don't look for the resume to disappear quite yet.

Job seekers are still expected to have resumes, especially for entry-level jobs, for jobs within small companies, and for very senior executives who need distinctive multi-page resume/accomplishment portfolios.

Do create a great, brand, and value packed resume (the process alone is exceptional preparation for networking and interviewing), but be aware that you may not need your resume as often as you think you will, or even when you think you will.

Bottom-line? The resume is losing its luster as the tool of choice for job search. For now, a great branded resume, branded collaterals, and a branded LinkedIn profile need to be in your tool box -- but you may be pulling out that resume less often as you replace it with LinkedIn and other newer tools that get the job done.

If you are a job seeker, recruiter, employer, or career expert, what's been your experience? What do you think?

Posted by Deb Dib, the CEO Coach

Will LinkedIn Profiles Become The New Resume?

Earlier this week I wrote a guest article for a financial services job site on how to create resumes that stands out in a tough job market.

On the back of this, I had the following question and answer exchange in the comments box with one of the readers:

Question

“Sital,
Why even worry about the more traditional versions of a resume?
Is LinkedIn not the new 'resume’?
John”

Answer

“John,

Your LinkedIn profile does not replace the CV or resume - but instead compliments it by helping you build your personal brand online.

Most recruiters I know use LinkedIn to search for candidates. Many in-house corporate recruiters doing their own direct sourcing use LinkedIn as the first place to go when they have a vacancy. And in business, something like 60% of people apparently do a Google search on the name of a contact before meeting them - a search which invariably takes them to a LinkedIn profile (if they have one).

So yes, if you’re job searching - ensure you have an upto date LinkedIn profile.

But for the moment, most hiring managers will still want to see a full version of the conventional resume. I say 'for the moment' as this may well change in the future when online platforms like LinkedIn become more sophisticated and employers decide that it's easier to use online profiles instead. But for the time being, the resume still remains your primary sales brochure to work alongside online profiles such as LinkedIn - not instead of them.

Sital”

But that’s just my take on things – what do you think? Are the days of the traditional resume numbered?

Feel free to leave your thoughts in the comments box below.

By Sital Ruparelia, Cross posted on the 6 Figure Career Management Blog

Five Tips for Online Resume Optimization

I recently attended the National Resume Writers' Association annual conference in San Diego and had the pleasure of hearing Paul Forster, Co-Founder and CEO of Indeed.com speak. Paul offered some excellent tips for resume optimization that can help job seekers increase the chances that they will be found on a job board. Here are my favorites:

Use full and abbreviated words in your resume. For example, a CFO should include both CFO and Chief Financial Officer in the body of the document. A candidate in the pharmaceuticals industry should use both pharmaceuticals and pharma to describe their industry.

Stem keywords and vary your word choices. For example, rather than just using the word analyst on your resume, include variants such as analysis or financial analyst as well.

Use a text only version of your resume for online posting. Many companies use parsing technology to locate the information they need on a resume. Heavily formatted Word documents may be compromised or unreadable when uploaded into their databases. Save a copy of your resume as an ASCII, plain text document to maximize the chances of having your document read.

Refresh your resume. Recent, fresh resumes appear higher in the database cue. By changing something on the resume you have uploaded to a job board, you increase your chances of being found online. Be careful not to use this technique too frequently or your resume could be perceived as spam.

Don't compromise the reader. While it is important to optimize the resume, it must be done in a way that it still makes sense to the human reader. Be sure to balance the needs of the human reader with search engine optimization techniques to create the best results. Weave word variations into your document in a logical and natural way.

Posted by Barbara Safani

Attention Job Seekers: Being Is as Important as Doing

I empathize with my job seeking clients who tell me how frustrated they are trying to come up with a "value proposition" and write their resumes.

The language used in securing employment and in transacting business in general in the U.S. is heavy on doing, and light on being.

By doing I mean achieving, accomplishing, completing, winning, trumping, securing, scoring, managing, and so on. We are expected to quantify our value and enumerate our measurable accomplishments in order to be deemed a worthy risk in which to invest (i.e., get hired).

By being I mean those qualities that are not by themselves about achievement, although they often make what we achieve possible. We may be inspiring, authentic, honest, strong, nurturing, competitive, tenacious, creative, optimistic, patient, reliable and so on.

Some of my clients feel frustrated that because so much of their self identity is tied to who they are rather than what they have achieved that writing a great resume and being successful in an interview will be a discouraging process.

The truth is that who you are being on the job is every bit as important as what you are doing (at least in most professional jobs). People experience and evaluate us very much on what we show of who we are.

This is why getting your foot in the door of a company or new career through personal contacts can be so much more successful and gratifying than applying to a posted job opening as an unknown quantity. Who you are is immediately part of the conversation - the decision to bring you there is based on it. Articulating the details of all of your spectacular career achievements comes second.

If you are relying on your resume to secure an interview, then I advise that you pay attention to how the job search game is played and make sure your resume is filled with all kinds of doing.

But the good news is that there is room on your resume for plenty of the less quantifiable but equally critical qualities you bring to the table. A good professional resume writer understands this and is able to make your resume a more three-dimensional portrait than a mere list of accomplishments.

Posted by Heather Mundell

cross-posted at life@work

Will it Sell?

Just answering some questions from a client who wanted to know why certain information had been omitted from her resume and after a while my answers got repetitive - really there was just one answer: "I didn't include it because it won't sell."

For example, the two colleges she attended for a year before settling at a third and getting her degree. They're not ivy league schools and there's nothing remarkable about them - they won't sell her and so I left them off the resume to make room for more valuable information.

How about the retail sales job she had right out of college? She's not in retail sales anymore and it's 10 years later. It won't sell so why include it?

She wrote: "Shouldn't company names be bolded?"

My answer: "not necessarily - not if they won't help to sell you." (In this case, the companies were unknown and I wanted the reader to focus on the job titles, so I bolded those instead).

Finally she asked 'shouldn't I include the towns and states of the companies I worked at? By now you probably know my answer. 

If you have questions about what should or should not be on your resume, you can usually make a quick determination by just asking yourself 'does this piece of information make it more likely that I will get interviews?'

In other words: Will it sell?

Cross posted on my own blog.

Why Spelling Remains in Style

Back in April, the Brazen Careerist (aka Penelope Trunk) made the assertion that writing without typos is totally outdated. I've been thinking about the post ever since, particularly given that we are living in a shorthand, emoticon-filled world and I am a spelling bee kind of girl.

I agree with Brazen Careerist's assertions that "spellchecker isn't perfect." In my opinion, spell check can also be dangerous if you aren't paying attention: I remember well the laughs that a friend received in college when a rapid paper correction translated her last name from "Borden" to "Bordello." (Fortunately, our Sociology Professor had a great sense of humor.)

A small piece of me that also agrees with the sentiment behind the Brazen Careerist's observation that we don't "have unlimited time, so spend it on ideas, not hyphens." That said, the career counselor in me--the one who has spent the majority of the last decade advising emerging professionals and college students on career-related issues, resumes, and job applications--disagrees.

To me, spelling is as essential as making eye contact when you meet someone new: it's a fundamental part of making a strong impression. When someone looks you in the eye, you know that you have their attention; when you take the time to spell--you show that you care about both the appearance and the content of your information. Good spelling also demonstrates that you are good with details, and that you are paying attention. This builds trust, and increases the likelihood that your ideas will be carefully considered. Bottom line: I'll stick with the timeless assertion that a typo on your resume or cover letter can still--quite possibly--land you in the reject pile.

I know I'm out of sync with many bloggers and members of the court of public opinion--even Verizon directories pronounce "zero" as "O"--and I am doing my best to stay in the game. Unless I'm working with a client, I no longer focus on correcting typos before evaluating what is being said: I am working hard to evaluate ideas before presentation. But I continue to hold my love of spelling close to my heart, and I still answer text messages in longhand.

I hold firm that--in the professional world--spelling is unlikely to go out of style. One of the most-viewed stories in this Sunday's Washington Post: the story of William Glass III, an eighth grader whose attention to grammar wowed judges and the audience of an LG-sponsored national text messaging competition. He didn't win the competition, but his speed, accuracy, and ability to write SMS messages as if he were an "middle-aged technology-clueless English teacher" have certainly garnered him the recognition which will come in handy when it comes to securing his first internship. I rest my case.

Cross Posted at Careers in Context

Not Getting a Response to Your Resume?

Over on my own blog, I invite my readers to submit questions about resume writing or job search, and then I answer the best questions in blog posts.

I received an email the other day from a reader who called himself 'Confused in Austin.' He's confused because after being told that the job market was hot in Austin, and uprooting his life to move there from New York City, he's finding it difficult to get interviews. He sent me a link to his online portfolio (he's a designer) and asked 'what can I do to get more call-backs and interviews?'

I won't link to his portfolio for confidentiality reasons, but I will say that it's clear to me why he isn't getting much response. The portfolio isn't the problem however - it's his resume. (Remember that people won't even get to your web portfolio in most cases unless they like what they see on your resume.)

Confused's resume looks like almost every other resume that I see, and that's the problem. Although I don't know him, I am 100% sure that he's better and more interesting than his resume. His resume communicates nothing of his personality. It says nothing about his design accomplishments. It doesn't even hint at the creative challenges he has faced and how he has addressed them. It basically says nothing about how he can be expected to add value.

Instead there are job titles, company names and dates followed by brief job descriptions - just lists of duties. All web designers have the same duties, however, so reading this list tells me nothing about this particular candidate.

Is he passionate about his work? Is he often the last one to leave at night because he just has to finish up a design? What are his design strengths? What projects does he love to work on and why? What is the most challenging project he was ever given and how did he handle it? How does he work under pressure? Does he do well when given a tight deadline? How does he approach difficult clients?

In other words, what are the unique blend of personality traits, skills and experiences that make this web designer different from the other people who sent resumes?

For me this is the core of writing a resume that drives call-backs and interview requests. (I wrote more about it in my free resume writing report which you are welcome to download here). Standing out from the crowd isn't about fancy designs or unusual fonts - it's simply about showing how and why you are unique.

This post was cross-posted at the Blue Sky blog. Connect with me on Linkedin, Facebook or Twitter.