Objectives on Resumes Are SO Last Century - Really??

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Personal Branding & Executive Resumes - What No One Is Talking About

Every once in a while I get to step back and look at the work I do with my clients from a larger, more expansive perspective. Ordinarily, we are laser focused on developing branded executive resumes and LinkedIn profiles that will attract interviews and job offers. But what is really at stake here?                

Nothing less than your life. I'm currently reading The Great Work of Your Life: A Guide for the Journey to Your True Calling by Stephen Cope, Director of the Institute for Extraordinary Living at the famed Kripalu Center for Yoga and Health in Western Massachusetts. I tell you I did a double-take! He's talking about personal branding using the vocabulary of yogic fulfillment!

Yet, the criticality of discovering who you are, who you are given to be in your life, is rarely mentioned in personal branding discussions. Personal branding sounds like it's "nice to have," optional, a smart thing to do for career advancement, for making more money, and achieving greater fulfillment, but - is it a tragedy if you don't do it, find it, live it out?

Steven Cope says it is. If people "miss the mark" by even a little - say, they're a priest when they reallly want to lead the choir - that person may well experience ill effects from boredom, depression, feeling out of sync with what they do with most of their waking hours. And the world will have an uncomfortable, conflicted priest instead of inspired sacred music making.

Another thing that happens is that people undervalue their gifts, and therefore continue to do what they do with a nagging sense of falling short of "the big thing" they should be doing.

This is the situation I see most often. Wiliam Arruda's Reach 360 Survey is a fabulous tool for helping my clients see the gifts that others see in them - that they are too close to to see - or that they discount because their gifts come so naturally to them.

Learning that others DON'T usually have their particular gifts and that they turn to them for their gifts is a real eye-opener. The process helps my clients achieve a new sense of themselves as highly valued for their unique, natural-to-them ways that they do their work and interact with others.

What does the world lose by inidividuals not valuing themselves for their intrinsic personal brand? A person on fire with their passions and coming from a place of inner alignment with the greatest life that they can have - who does his work skillfully and with joy.

So, when you come to write your executive resume, be sure to let employers and recruiters know who you are - someone no one can duplicate - along with why the company needs someone like you. Get your personal brand out there - and give the world a chance to be benefited by you, living out your greatest life.

Cross-posted on Jean Cummings' Blog: http://www.aResumeForToday.com/high-tech-resumes

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Forget Resumes: Silicon Valley Startup Upending Hiring of Elite Programmers

An algorithm deciding which programmer to interview? Permission to ignore resumes?

It had to happen sooner or later. Applicant tracking systems (ATS) were the first major application of technology to recruitment decisions. Now there is a new kid on the Silicon block in Gild.com.  

A good article in the NY Times ties the paradigm of applying technology to applicant selection to Big Data and the emerging field of work-science. Already top companies are testing and using Gild's software: Facebook, Wal-Mart, Twitter and others.

The thesis is this: Traditional hiring of programmers for coveted employer brands such as Google and Apple has often depended on credentials such as a degree from MIT or Stanford, work experience at another premier company, etc. Glid.com believes that talented programmers who may be as good or better are being overlooked because they don't have a degree from a top tech school or a prestige background. They have developed a technology to address this problem.

How do they identify promising candidates then? By applying Big Data analytics to recruitment and using ~300 variables to predict a valuable hire. Instead of looking at three or four factors, they weigh more heavily the actual programming work someone's done.

The NY Times describes the broader criteria this way: "The types of language, positive or negative, that he or she uses to describe technology of various kinds; self-reported skills on LinkedIn; the projects a person has worked on, and for how long; and, yes, where he or she went to school, in what major..."

Executives at Gild.com in an interview with NPR said that they have ambitions to apply the technology to fields in which work is harder to quantify: teaching, community organizing etc.

Gild's vision aligns well with the paradigm shift going on in HR (human resources) towards metrics-based decision making about recruitment and new hire evaluation. HR increasingly is needing to justify its existence in terms of providing quanitifiable value to the business.

Takeaways for programmers and job seekers in general? If this early-stage tech company is a harbinger of things to come, jumpstart the expansion of your online footprint now! Leverage Linkedin to the max, including work products (once you get the media feature), put up a personal website to provide even more examples of your work and its impacts, start now to build thought leadership on Twitter, and start to blog. In other words, be everywhere and anywhere recruiters might be looking.

It's hard for me to say this more strongly: If you're not branded online - with breadth and depth - you will not be ready for the hiring environment of the future. With the tremendous communication potential of the Internet, you have the potential to beat out other applicants with much more impressive credentials. Who doesn't want to be able to do that?

What are your thoughts on this trend? I'd love to hear.

Cross-posted on Jean Cummings' blog: http://www.aResumeForToday.com/high-tech-resumes/

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Resumes: The Unwritten Rules of The Game.

There are certain unwritten rules that if you adhere to will increase your chance of getting the attention you deserve.

Give Your Readers What They Want

You have 6-30 seconds to convince a reader that your resume warrants a complete read, an investment on their end of 5-6 minutes.

A recent poll I conducted among fellow recruiters revealed most spend less than 15 seconds on the first page of your resume. Most, in fact, never get past the email note or cover letter, let alone your carefully worded “Objective” and, frankly, human resource managers are no better.

No one has time to waste waiting for a Job Seeker to get to the point… so the first rule of resume writing is to construct your resume so the Reader gets the information they need fast. A little advance planning is called for.

Be Relevant.

Presumably the reader has a job you’re interested in, so show how your experience fits their requirements. Don’t assume people can or will “read between the lines” – they don’t have time. It’s not their job and they don’t care about you – yet.

Target your Reader.

You need to understand who your “reader” is because – different people read resumes looking for different things.

Recruiters look for “hot” marketable skills because they want to make money marketing you. If your skill set is not in high demand, they won’t call unless you are an exact fit for a job order they have.HR folks look for an exact skill fit with a job first, then your stability, then your personality type. Hiring managers look for skill sets first, then how flexible you are and finally your ability to learn on the job.

Keep it Crisp

People are visual. They like looking at documents that are clean, neat and well constructed.

Use Bullets

Sentences, that is. Short sentences are easier to write and easier to read. They also give the reader a sense of action and energy. The reader can get the gist of your experience quickly. You can elaborate at the interview.

Highlight your Strengths

Whichever strengths (accomplishments) are the most relevant to your reader – they go first. Always lead with your best foot forward.

Demonstrate Results

Use ###, %%%, and $$$ to emphasize your accomplishments. One million dollars is less likely to be noticed than $1,000,000. Numbers and symbols jump off the page.

Give it “POP”

Power verbs like those below give your resume “pop”, that crisp delivery of “just the facts ma’a’m – just the facts”. They’re high energy and factual, making you appear to be a “driver”! Just rewriting your resume alone with these words will increase your chances of being interviewed by 50%.

Accelerated

Accomplished

Achieved

Activated

Addressed

Admitted

Aided

Allowed

Amended

Analyzed

Apportioned

Approved

Arranged

Assessed

Attained

Augmented

Balanced

Brainstormed

Calculated

Certified

Collaborated

Committed

Compiled

Conceptualized

Consented

Contracted

Convinced

Coordinated

Correlated

Created

Increased

Initiated

Invented

Led

Negotiated

Started

Be Concise

Your resume should not contain one more word than it needs – to make your point. Ok?

Connect the DOTS for them

Make it easy for the reader to see your fit to their job. Before you write your resume, research newspapers, job boards and Internet ads for positions that are similar to the ones you’ll be seeking.

Ensure that the latest “buzzwords” are prevalent. Common key words and phrases like “JAVA or Audit Trail or channel management or DWDM” should map to the bullets in your resume.

Scientists and senior executives should prepare an appendix of publications and papers as well. Technical people need a separate Technical Summary page like this for easy identification of your skills.

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Career Advice: How To Get More Interviews While Sending Fewer Resumes

By Phil Rosenberg

Which do you think is more effective?

1) Sending 100 resumes responding to many jobs in the hope that a couple might be interested in you

or

2) Sending a few resumes to a few jobs where you are a perfect fit and a superior candidate?

Most candidates still send too many resumes today, and many still use method #1 above … but it doesn't work well today, leaving candidates frustrated and job search even more difficult.

While this strategy is counter-intuitive, sending fewer resumes is a much more effective method. It’s more effective and gets most candidates more interviews than the "spray and pray" method.

Why? Because candidates can’t target 100 resumes per day – not even close.

Sending many resumes per day is random. Candidates who use this method randomly apply for jobs, using the same resume. The strategy here is to hope that the words on their form letter resume magically match the 7 -10 keywords an HR rep, recruiter, employer, or admin (at a small company) is searching for.

The odds are awful, which is a big reason I see candidates with an average 1.5% resume response rate (see ''2 Ways To Determine Your Resume Response Rate" at http://www.recareered.com/blog/2011/03/02/career-advice-2-ways-to-determine-your-resume-response-rate/).

You can target one or two resumes reasonably well per day, maximum. Sending fewer resumes allows the candidate to research the company and customize each resume to specifically meet that employer's unique needs.

An effective and customized resume can get a 15-25% resume response rate (face to face interviews with hiring managers divided by total resumes sent) using a send fewer strategy.

Notice this ratio doesn't include recruiters (nor informational interviews) – while both are nice they aren't job interviews…they may be a preliminary step to an interview, or they may not be.

Why does this work?

When you send fewer resumes, you spend more time customizing and targeting each position. Candidates tend to do more research (See "4 Killer Ways To Use Research In Job Search: Best of reCareered" at http://www.recareered.com/blog/2010/07/16/4-killer-ways-to-use-research-in-job-search-best-of-recareered/) when they send fewer resumes.

Candidates tend to select jobs they are "perfect for" if they send fewer.

I advise my clients, even unemployed clients, to send no more than 5 resumes per day. That's only if there are 5 perfect fit jobs, otherwise sending fewer than 5 works more effectively.

When you send fewer resumes … you focus.

When you send fewer resumes you also take more care on each, and really spend time on wording, bullet locations, look of the resume, reformatting.

So try sending fewer resumes and let me know – How did it work for you?

Please include your experiences in the comments below.

Phil Rosenberg is President of reCareered, the web’s central hub for job search advice. An active blogger about social media and career change, Phil’s articles have been republished by several of the leading job, career and recruiting sites. Connect with Phil on Twitter @philreCareered.

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JibberJobber Partner: Kim Mohiuddin, Movin’ On Up Resumes

April 20th, 2011

Meet Kim Mohiuddin, another JibberJobber partner.  I like Kim a lot … I’ve met her at numerous conferences. At one of the last conferences (in San Diego) I got to chat with her more than usual and learn about her business – I was impressed!

Kim has an interesting practice – she is a resume writer and a coach (well, maybe not a coach, readh below and judge for yourself ), but she’s… different.  Her typical client is looking for something different, to position themselves differently.  One thing that jumped out to me is her passion for creating a career portfolio in way that I haven’t seen before.

Here’s a message from Kim, to you:

I work one-on-one with mostly executive clients and at all levels through my small team of hand-picked writers. My clients come from all fields and industries, and their common qualities are:

An understanding that they need to be active participants in creating their documents if they are to be meaningful. (notice, she didn’t say “resumes”)An affinity for the idea that storytelling is a core component of successful career documents.

My background as a creative writer (I had a novel with an agent by the age of 25) and successful sales/marketing pro has translated into an ability to help clients crystallize and communicate their story and value proposition in a way that gets decision-makers interested.

Though I am a writer, not a coach, my clients repeatedly tell me that our work together has empowered them to authentically and enthusiastically articulate their value, core competencies, and ROI (return on investment) for the company that hires them.

My firm also delivers teleseminars on career-related topics and offers outplacement services for companies who are downsizing and want to give their departing employees a leg-up in their next career move.

You can learn more about Kim and her services at her Movin’on up blog and/or newsletter (on the left).  She also writes stuff for YOU on Twitter: @kimmohiuddin.

Check her out!

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JibberJobber Partner: Liz Handlin of Ultimate Resumes

March 30th, 2011

I am going to (re)introduce my JibberJobber Partners to you, starting with Liz Handlin of Ultimate Resumes.  I met Liz a number of years ago and she was one of the first to sign up for the JibberJobber Partnership.

Liz is a delightful colleague, working out of Austin, Texas. She has a strong background in the financial space and gave me one of the keenest tips, from entrepreneur to entrepreneur, as I was just starting my business.

Liz runs Ultimate Resumes, which focuses on helping mostly senior executives across many industries and located in many different countries.  Here are some things she says about her business:

Ultimate Resumes is targeted mostly to global senior executives across a wide variety of public and private sector industries including technology, finance, energy, law, accounting, and manufacturing.

My client base has grown to include global executives located in countries including Japan, Thailand, London, Sweden, Canada, Mexico, Kenya, and the Middle East.

I have extensive experience working with military officers who are exiting the military and looking for their next gig.

I am not the least expensive resume service but I am the best because of my own breadth of business experience, my education (BA and MBA from the University of Chicago), and my experience in working with and learning from executives to develop resumes, bios, and board packages.

I have appreciated my relationship with Liz over the years – if you are looking for an executive resume writer who specializes in executives with a global reach (or military officers, or financial executives, etc.), check out Liz’s stuff:

Ultimate Resumes website

Ultimate Resumes blog

Liz Handlin on LinkedIn

Liz Handlin on Twitter

Wait! Did I mention she is an author of a resource I’ve cited here before?  Check out the Ultimate Book of Sample Thank You and Sympathy Notes – what I consider a MUST HAVE for someone who needs to send thank you notes! (yes, that would be ALL OF US!)

Posted in Books and Resources, Coaches, JibberJobber Partner, Job Seeker Advocates | Permalink | TrackBack |

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Photos On Resumes Or LinkedIn - Advice To The Job Seeker

Recently, someone who saw my presentation on the importance of LinkedIn for the job search asked me this: "If it's not a good idea to include a photo on your resume, why is it a good idea to include it on LinkedIn? Doesn't the photo on LinkedIn invite the same potential discrimination issues as including it on the resume does?"

This is a tricky issue. We've all been told over and over again never to use a photo on the resume, and there are good reasons for that. Anti-discrimination laws in our country have resulted in many Human Resources departments throwing out otherwise great resumes if they include a picture. Companies are so afraid of being sued that they avoid the slightest appearance of bias by eliminating any resume with a photo right off the bat. And that's not necessarily a bad thing-your skills and accomplishments should be what gets you the interview, not your looks.

On the other hand, what's the first thing a hiring manager will do after receiving your resume? See if he can find out more about you on LinkedIn. What's on LinkedIn? Your picture.

You could easily argue exactly that line of reasoning for eliminating your photo from LinkedIn, also. Just like on your resume, you want the focus to be on your accomplishments, not your physical appearance.

Here's where I think the difference lies: The resume is always completely and exclusively targeted toward your ability to perform a particular job, and your looks have nothing to do with that (unless you're an actor!). Anti-discrimination laws are targeted to job applications, which a resume is.

But, LinkedIn is first and foremost a networking site. Even though LinkedIn is an extremely valuable tool for your job search, not everyone on LinkedIn is looking for a job. They're using LinkedIn to build their contact list, join groups that relate to their current careers, and see what the competition's up to. When you make networking the focus of your LinkedIn activities, it becomes clear that you need to include a photo, because we (all humans) bond more with a face than with the typed text. LinkedIn users expect to see a photo, and it looks a little odd if you don't...like you're trying to hide something. A photo makes other users more comfortable connecting with you, which is one of your primary goals.

So, never include a photo on your resume, because you don't want to sabotage yourself in the HR screening process-and graphics don't usually mesh well with Applicant Tracking Systems, anyway. But always include a professional (business-appropriate) photo on your LinkedIn profile. Not only is it expected, it's a valuable part of your online credibility and networking success.

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Photos On Resumes Or LinkedIn – Advice To The <b>Job Seeker</b> <b>...</b>

February 15, 2011 · Posted in Clinical Diagnostics, HealthCare Sales, HealthCare Sales Jobs, Laboratory Sales, Laboratory Sales Recruitment, LinkedIn Tips, Medical Sales, Medical Sales Job Search, Medical Sales Recruiting, Medical Sales Recruitment, Medical Sales Resumes, Research Products, Resumes 

Recently, someone who has seen what I’ve said on the importance of LinkedIn for the job search asked me this:  “If it’s not a good idea to include a photo on your resume, why is it a good idea to include it on LinkedIn?  Doesn’t the photo on LinkedIn invite the same potential discrimination issues as including it on the resume does?”

Smile for your LinkedIn picture!

This is a tricky issue.  We’ve all been told over and over again never to use a photo on the resume, and there are good reasons for that.  Anti-discrimination laws in our country have resulted in many Human Resources departments throwing out otherwise great resumes if they include a picture.  Companies are so afraid of being sued that they avoid the slightest appearance of bias by eliminating any resume with a photo right off the bat.  And that’s not necessarily a bad thing—your skills and accomplishments should be what gets you the interview, not your looks.

On the other hand, what’s the first thing a hiring manager will do after receiving your resume?  See if he can find out more about you on LinkedIn.  What’s on LinkedIn?  Your picture.

You could easily argue exactly that line of reasoning for eliminating your photo from LinkedIn, also.  Just like on your resume, you want the focus to be on your accomplishments, not your physical appearance.  A LinkedIn profile photo seems questionable.

Here’s where I think the difference lies:  The resume is always completely and exclusively targeted toward your ability to perform a particular job, and your looks have nothing to do with that (unless you’re an actor!).  Anti-discrimination laws are targeted to job applications, which a resume is.

But, LinkedIn is first and foremost a networking site.  Even though LinkedIn is an extremely valuable tool for your job search, not everyone on LinkedIn is looking for a job.  They’re using LinkedIn to build their contact list, join groups that relate to their current careers, and see what the competition’s up to.  When you make networking the focus of your LinkedIn activities, it becomes clear that you need to include a photo, because we (all humans) bond more with a face than with the typed text.  LinkedIn users expect to see a photo, and it looks a little odd if you don’t…like you’re trying to hide something.  A photo makes other users more comfortable connecting with you, which is one of your primary goals.

So, never include a photo on your resume, because you don’t want to sabotage yourself in the HR screening process—and graphics don’t usually mesh well with Applicant Tracking Systems, anyway.  But always include a professional (business-appropriate) photo on your LinkedIn profile.  Not only is it expected, it’s a valuable part of your online credibility and networking success.

Written by Peggy McKee - the medical sales recruiter
Get top medical sales candidates at PHC Consulting

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Photos On Resumes Or LinkedIn – Advice To The <b>Job Seeker</b> … | Job <b>...</b>

Recently, someone who has seen what I’ve said on the importance of LinkedIn for the job search asked me this: “If it’s not a good idea to include a photo on your resume , why is it a good idea to include it on LinkedIn? Doesn’t the photo on LinkedIn invite the same potential ..

Here is the original post:
Photos On Resumes Or LinkedIn – Advice To The Job Seeker …

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Do Video Resumes Really Add to Your Brand?

“I’m thinking about hiring a guy to do a video resume for me” one of my senior executive clients said recently to me in a career coaching session. These days 91% of successful coaching is done via the telephone, and that was the case now, I was on the phone with my client; It was a good thing too because my jaw dropped as I quickly organized my thoughts like papers in file that had just fallen on the floor.

Questions about fads and trends have become commonplace over the years but this one, from a client of this caliber, caught me as much by surprise as the slap Chantal O. gave Brad Womack on premiere night of The Bachelor this season. Let’s just say neither Brad nor I saw this one coming (and she’s got a heck of a right hook). Are video resumes getting this much attention?

Put yourself in the shoes of today’s corporate recruiter. It’s Monday morning and you walk in your office, boot up your laptop and take the first sip of your extra-hot grande latte as you begin reading through the morning’s 320 plus e-mails eager candidates and over-worked hiring manager’s sent this weekend.

Message #1: Great cover letter. Attached: 25-page resume for a candidate with 5 years of experience. Delete. (true story)

Message #2: Brief e-mail. No cover letter (no good). Killer resume. You sip more delicious latte as you read with a focused, results-heavy resume. Definite yes.

Message #3: Concise cover letter and a link to the resume. You bite into your blueberry scone and click the link. 4 minutes later you’re more entertained than interested and have other things to do besides, you can’t forward it on because there’s too much potential for hiring bias. Delete.

Video resumes are a popular trend, just like skinny jeans. They have a place and fit for some industries. For example, skinny jeans are great on hipsters, rockers and those that can strum the strings of a guitar. Video resumes are great for creative directors, photographers, graphic designers or web designers. Those professionals that are in the arts or creative professions are well suited to make their experience come to life in a video resume.

The bottom-line is you have to know your brand or any choice will come off as a brand crisis. Have your personal brand stand out in today’s job search market in a way that represents your authentic self and true identity. Creating a video resume as an actuarial would come off a bit like Donald Trump wearing skinny jeans; you might get a second look but not for the reasons you want.

Author:

Adriana Llames is a veteran career coach and acclaimed author of Career Sudoku: 9 Ways to Win the Job Search Game, released with top book seller Amazon.com. She is creator of  “HR In-A-Box,” a Human Resources software product helping small businesses across America and a professional keynote speaker motivating and inspiring audiences with her focused programs on “9 Ways to Win the Job Search Game”, “Confessions of a Career Coach” and “Nice Girls End Up on Welfare.” For more information, visit www.adrianallames.com

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Resumes and Hackdays

Stop for a second and consider this question: where is your resume?

If you’re like most people, it’s probably scattered across a half dozen Word documents somewhere on your computer; or maybe your old laptop; actually, you may even have to search the sent mail folder of your email to find it. It’s probably out of date and the thought of updating it and fighting with formatting issues makes you groan. And after all the effort you put into it, it still never looks quite right. It’s 2011: why don’t we have a better solution?

Challenge accepted.

I took on the resume problem as a “hackday” project. LinkedIn holds hackday competitions once per month to encourage employees to work on – well, just about anything. Got a great idea for a new product? Build it. Think some new technology is better than what we currently have? Try it out. Spend a lot of time complaining about some issue? Put your money where your mouth (or keyboard) is and fix it. The format is simple and informal: form teams, code up a storm, and then show off the results to the rest of the company. The best hacks – as determined by a panel of judges (such as the CEO, VP of engineering, and various directors) as well as by popular vote – win prizes and become real products.

The idea for my hackday project was simple: create a tool that will take the contents of you LinkedIn profile and automatically convert them into a resume. The key features:

Pre-built templates: resume styles for all occasions, including business, classic, modern, law, and more.

Drag and drop: choose which sections are visible in your resume and put them in any order you want.

Privacy options: control who can see your resume.

Share options: share a link to your resume with others via LinkedIn, Facebook, and Twitter.

Export: convert the resume to PDF format for emailing or printing.

In short, you can produce a beautiful resume in just a couple of mouse clicks. And since it is online, you always know where to find it! Check out some samples: resume 1, resume 2, and resume 3.

The Resume Builder project won the hackday prize for “most likely to ship”, so the next step was to try it out on our experimental site, LinkedIn Labs. The Labs site lets us experiment not only with new products, but also to new technologies. Building and deploying the Resume Builder gave me a chance to learn and play with an arsenal of best-of-breed tools, including Ruby on Rails, jQuery, Compass/SASS, Git, Capistrano and LinkedIn’s RESTful API’s.

The Resume Builder launched in early December and has seen an overwhelming response. Check out some of the recent reviews from Lifehacker, Mashable, The Next Web and more. Hopefully, it’ll save you from having to dig around your computer for Word documents or battling with formatting issues. Just keep your LinkedIn profile up to date and your resume will be ready the next time a great opportunity comes along – Jim.

Try out LinkedIn’s Resume Builder now!

http://blog.linkedin.com/2011/01/12/linkedin-resumes-hackdays/trackback/

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Writing Resumes That Win Jobs Part Five.wmv

Resume writing tips presented by http://usa-jobs-careers.com/ to the active job seeker. Through this series of videos you will receive from each video 5 new tips for resume writing, be it online resume writing; improving your resume writing skills; establishing a clear resume writing objective; etc.

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