01_08037x 11/28/06 9:47 PM Page iiiResumesFOR‰DUMmIES5TH EDITIONby Joyce Lain Kennedy
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01_08037x 11/28/06 9:47 PM Page iResumesFOR‰DUMmIES5TH EDITION
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01_08037x 11/28/06 9:47 PM Page iiiResumesFOR‰DUMmIES5TH EDITIONby Joyce Lain Kennedy
01_08037x 11/28/06 9:47 PM Page iv®Resumes For Dummies, 5th EditionPublished byWiley Publishing, River , NJ ©2007 by Joyce Lain KennedyPublished by Wiley Publishing, Inc., Indianapolis, IndianaPublished simultaneously in CanadaNo part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form orby any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permit-ted under Sections 107 or 108 of the 1976 United States Copyright Act, without either the prior writtenpermission of the Publisher, or authorization through payment of the appropriate per-copy fee to theCopyright Clearance Center, 222 Rosewood Drive, Danvers, MA 01923, 978-750-8400, fax to the Publisher for permission should be addressed to the Legal Department, Wiley Publishing,Inc., 10475 Crosspoint Blvd., Indianapolis, IN 46256, 317-572-3447, fax 317-572-4355, or online at Wiley, the Wiley Publishing logo, For Dummies, the Dummies Man logo, A Reference for theRest of Us!, The Dummies Way, Dummies Daily, The Fun and Easy Way, and related tradedress are trademarks or registered trademarks of John Wiley & Sons, Inc. and/or its affiliates in the UnitedStates and other countries, and may not be used without written permission. All other trademarks are theproperty of their respective owners. Wiley Publishing, Inc., is not associated with any product or vendormentioned in this OF LIABILITY/DISCLAIMER OF WARRANTY: THE PUBLISHER AND THE AUTHOR MAKE NO REP-RESENTATIONS OR WARRANTIES WITH RESPECT TO THE ACCURACY OR COMPLETENESS OF THE CON-TENTS OF THIS WORK AND SPECIFICALLY DISCLAIM ALL WARRANTIES, INCLUDING WITHOUTLIMITATION WARRANTIES OF FITNESS FOR A PARTICULAR PURPOSE. NO WARRANTY MAY BE CRE-ATED OR EXTENDED BY SALES OR PROMOTIONAL MATERIALS. THE ADVICE AND STRATEGIES CON-TAINED HEREIN MAY NOT BE SUITABLE FOR EVERY SITUATION. THIS WORK IS SOLD WITH THEUNDERSTANDING THAT THE PUBLISHER IS NOT ENGAGED IN RENDERING LEGAL, ACCOUNTING, OROTHER PROFESSIONAL SERVICES. IF PROFESSIONAL ASSISTANCE IS REQUIRED, THE SERVICES OF ACOMPETENT PROFESSIONAL PERSON SHOULD BE SOUGHT. NEITHER THE PUBLISHER NOR THEAUTHOR SHALL BE LIABLE FOR DAMAGES ARISING HEREFROM. THE FACT THAT AN ORGANIZATIONOR WEBSITE IS REFERRED TO IN THIS WORK AS A CITATION AND/OR A POTENTIAL SOURCE OF FUR-THER INFORMATION DOES NOT MEAN THAT THE AUTHOR OR THE PUBLISHER ENDORSES THE INFOR-MATION THE ORGANIZATION OR WEBSITE MAY PROVIDE OR RECOMMENDATIONS IT MAY , READERS SHOULD BE AWARE THAT INTERNET WEBSITES LISTED IN THIS WORK MAY HAVECHANGED OR DISAPPEARED BETWEEN WHEN THIS WORK WAS WRITTEN AND WHEN IT IS general information on our other products and services, please contact our Customer CareDepartment within the . at 800-762-2974, outside the . at 317-572-3993, or fax technical support, please visit also publishes its books in a variety of electronic formats. Some content that appears in print maynot be available in electronic of Congress Control Number: 2006936766ISBN-13: 978-0-470-08037-5ISBN-10: 0-470-08037-XManufactured in the United States of America10 9 8 7 6 5 4 3 2 15B/RU/RS/QW/IN
01_08037x 11/28/06 9:47 PM Page vAbout the AuthorJoyce Lain Kennedyis America’s first nationally syndicated careers colum-nist. Her twice-weekly column, CAREERS NOW, appears in newspapers andWeb sites across the land. In her four decades of advising readers — young,senior, and in-between — Joyce has received millions of letters inquiringabout career moves and job search and has answered countless numbers ofthem in is the author of seven career books, including Joyce Lain Kennedy’sCareer Book(McGraw-Hill), and Electronic Job Search Revolution, ElectronicResume Revolution, and Hook Up, Get Hired! The Internet Job SearchRevolution(the last three published by Wiley). Resumes For Dummiesis oneof a trio of job market books published under Wiley’s wildly popular ForDummies branded imprint. The others are Cover Letters For Dummiesand Job Interviews For from a San Diego suburb, the country’s best-known careers colum-nistis a graduate of Washington University in St. Louis. Contact Joyce atjlk@ the Technical ReviewerJames M. Lemkehas earned a reputation as a leader in talent strategies andprocesses. He is director of organizational development for OpportunityInternational. Previously, Jim spent 15 years as a human resources consul-tant. His client list included: Real Networks, Southern California MetropolitanWater District, Northrop Grumman, Southwest Airlines, Jet PropulsionLaboratory, United Arab Emirates University, and the White House. Jim hasheld executive positions with Wachovia Bank, TRW, UCLA, Walt DisneyImagineering, and Raytheon. He resides in Mesa, Arizona. Contact Jim atjmlemke@.
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01_08037x 11/28/06 9:47 PM Page viiDedicationToKathleen Mikol Cox,a remarkable editor who once helped a gratefulcareers columnist crack the Dummies code — and again and again, ten booksin all.
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01_08037x 11/28/06 9:47 PM Page ixAuthor’s AcknowledgmentsAny book is a collaborative effort and I owe applause to a variety of peoplewho guided me through a challenging process. Please clap your handstogether and give enormous recognition to these individuals:Kathryn Kraemer Troutman,whose firm, The Resume Place, Inc. (), created the 48 sample resumes in this book. Troutmanand her team, led by Sarah Blazucki,produced groundbreaking illustrationsthat topped my high M. Lemke,the world’s greatest technical reviewer whose cutting-edgeknowledge is indispensable to my work. Jim’s globe-trotting job keeps himawake and online in airports around the S. Gill,a college student and my technical associate who knows every-thing I don’t about conducting computer analysis, and who gets my vote forMost Likely to Succeed at whatever he goes Cumbay,this book’s talented, conscientious and insightful projecteditor pulled excellent rabbits out of sometimes so-so hats. A strong editor’sfocused oversight on an ambitious work makes all the James,a high school student and my editorial associate whose eagle-eyes never met a typo she invited to stick around, and who provided helpfulonline research Ross,my literary agent-attorney and friend who continues to help mefind new chapters to write N. Weinreb, . and J. Rigby Slight, ., eminent vision authori-ties who kept my eyes alive all the way to the finish cartloads of thanks to the following very special experts for a wide rangeof editorial contributions:Richard H. BeattyPaul HawkinsonTony BesharaRon Krannich, CheesmanKay LuoGerry CrispinMark MehlerJason GoldbergJohn Sumser
01_08037x 11/28/06 9:47 PM Page xPublisher’s AcknowledgmentsWe’re proud of this book; please send us your comments through our Dummies online registrationform located at of the people who helped bring this book to market include the following:Acquisitions, Editorial, and Composition ServicesMedia DevelopmentProject Coordinator: Erin SmithProject Editor: Traci CumbayLayout and Graphics: Brooke Graczyk, (Previous Edition: Kathleen A. Dobie)Denny Hager, Stephanie D. Jumper, Barbara Moore, Barry Offringa, Acquisitions Editor: Lindsay Sandman LefevereHeather Ryan(Previous Editions: Kathy Cox)Proofreaders: Jessica Kramer, TechbooksAssistant Editor: Courtney AllenIndexer: TechbooksCopy Editor: Traci CumbayEditorial Program Coordinator: Hanna K. ScottTechnical Editor: James M. LemkeEditorial Manager: Michelle HackerEditorial Supervisor and Reprint Editor:Carmen KrikorianEditorial Assistant:Erin Calligan, David LuttonCartoons: Rich Tennant ()Publishing and Editorial for Consumer DummiesDiane Graves Steele, Vice President and Publisher, Consumer DummiesJoyce Pepple, Acquisitions Director, Consumer DummiesKristin A. Cocks, Product Development Director, Consumer DummiesMichael Spring, Vice President and Publisher, TravelKelly Regan,Editorial Director, TravelPublishing for Technology DummiesAndy Cummings,Vice President and Publisher, Dummies Technology/General UserComposition ServicesGerry Fahey,Vice President of Production ServicesDebbie Stailey,Director of Composition Services
02_08037x 11/28/06 9:47 PM Page xiContents at a GlanceIntroduction.................................................................1Part I: Pitching Your Resumes in a New Era Job Market...............................................7Chapter 1:The All-Purpose Resume Is So Five Minutes Ago........................................9Chapter 2:New Quick Ways to Find the Right Jobs.....................................................29Chapter 3:Spotlight Your Resume in a Web World................................................45Chapter 4:Familiar Search Tools That Haven’t Gone Away........................................59Part II: Resume Basics That Wow ’Em Every Time.........73Chapter 5:Creating Your Best Resume..........................................................................75Chapter 6:Content Makes the OnTarget Difference..................................................103Chapter 7:Wow Words Work Wonders........................................................................123Chapter 8:Refine Your Design for Great Looks..........................................................141Chapter 9:Passages: Resumes for Your Life’s Changing Phases..............................151Chapter 10:Successful Solutions to Resume Problems............................................175Part III: Bringing It All Together: Sample OnTarget Resumes.........................................197Chapter 11:A Sampling of OnTarget Resumes by Industry and Career Field........199Chapter 12:A Sampling of OnTarget Resumes by Experience Level and Age........219Chapter 13:A Sampling of OnTarget Resumes for Special Circumstances.............239Chapter 14:A Sampling of Extreme Resume Makeovers...........................................259Part IV: You’ve Sent Your Wow. What to Do Now........279Chapter 15:References Safeguard Your Resume........................................................281Chapter 16:Twisting in the Wind? Follow Up!............................................................289Chapter 17:Almost Got the Interview Date? Read This First...................................305Part V: The Part of Tens............................................309Chapter 18:Ten (×3) Ways to Prove Your Claims.......................................................311Chapter 19:Ten Ways to Improve Your Resume........................................................315Chapter 20:Ten Tips on Choosing Professional Resume Help.................................319Chapter 21:Ten Pet Peeves of Recruiters...................................................................325Chapter 22:Your Ten-Point Resume Checklist...........................................................331Index.......................................................................337
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02_08037x 11/28/06 9:47 PM Page xiiiTable of ContentsIntroduction..................................................................1About This Book...............................................................................................1Conventions Used in This Book.....................................................................2Foolish Assumptions.......................................................................................3How This Book Is Organized...........................................................................3Part I: Pitching Your Resumes in a New Era Job Market...................3Part II: Resume Basics That Wow ’Em Every Time.............................4Part III: Bringing It All Together: Sample OnTarget Resumes...........4Part IV: You’ve Sent Your Wow. What to Do Now...............................4Part V: The Part of Tens.........................................................................4Icons Used in This Book..................................................................................5Where to Go from Here....................................................................................5Part I: Pitching Your Resumes in a New Era Job Market................................................7Chapter 1: The All-Purpose Resume Is So Five Minutes Ago . . . . . . . .9In a New Era, the Targeted Resume Rules.....................................................9Market Forces Zap Unqualified Resumes ...................................................10Game-Changing Government Rules Impact Resumes................................12Navigating the regulations..................................................................14Sign of the times...................................................................................15Three Steps to Writing a Targeted Resume.................................................15Step 1: Prepare your core resume......................................................16Step 2: Research requirements of job................................................16Step 3: Customize each spinoff resume.............................................16Sample Core Resume and Spinoffs...............................................................16The back story on Lauren L. Simpson...............................................17Lauren’s core resume ..........................................................................17Lauren’s spinoff resume A...................................................................17Lauren’s spinoff resume B...................................................................22In a New Era, the OnTarget Resume Brings You So Up to Date................25
02_08037x 11/28/06 9:47 PM Page xivResumes For Dummies, 5th EditionxivChapter 2: New Quick Ways to Find the Right Jobs . . . . . . . . . . . . . . .29The Young Giants: Vertical Job Search Engines.........................................30Using a vertical: The generic basics..................................................32Meet the verticals.......................................................................................................................................................................................................................................................................................................................................................................................................35Yahoo! HotJobs ..........................................................................36Job Boards Rising...........................................................................................36Finding job boards...............................................................................37Using job board resources..................................................................38The Continuing Power of Newspapers........................................................39But here’s the rest of the story...........................................................40A new wind is blowing on newspapers..............................................41Hunting on Company Web Sites...................................................................41Seeking and Finding Is Easier than Ever......................................................43Chapter 3: Spotlight Your Resume in a Web World . . . . . . . . . . . . .45Online Employee Referral.............................................................................46What it is................................................................................................47Getting started......................................................................................47Finding more info..................................................................................48Online Social Networking..............................................................................48What it is................................................................................................48Getting started......................................................................................49Finding more info..................................................................................50Blogs................................................................................................................51What it is................................................................................................51Getting started......................................................................................52Finding more info..................................................................................53Really Simple Syndication (RSS)..................................................................53What it is................................................................................................53Getting started......................................................................................54Finding more info..................................................................................54Instant Messaging..........................................................................................54What it is................................................................................................55Getting started......................................................................................56Finding more info..................................................................................56
02_08037x 11/28/06 9:47 PM Page xvTable of ContentsxvPodcasts..........................................................................................................56What it is................................................................................................57Getting started......................................................................................57Finding more info..................................................................................58Web Is a Work in Progress.......................................................................58Chapter 4: Familiar Search Tools That Haven’t Gone Away . . . . . . . .59Scannable Resumes: Same as Ever..............................................................60Plain Text Resumes: A Long Last Gasp........................................................61E-Forms: Fill in the Blankety-Blanks.............................................................64Yippee! The Fully Designed, Handsome Resume Is Back!.........................66From Identity Theft to Recruiter Turnoff: Why Resume Blasting Is a Bad Idea.........................................................67Privacy and identity theft problems..................................................67Risks in your workplace......................................................................68Overexposure to recruiters.................................................................69Online Screening Keeps On Keepin’ On......................................................69Sample components of online screening...........................................70Pros and cons of online screening.....................................................71Can your resume be turned away?.....................................................72Match Your Resumes to the Jobs.................................................................72Part II: Resume Basics That Wow ’Em Every Time..........73Chapter 5: Creating Your Best Resume . . . . . . . . . . . . . . . . . . . . . . . . . .75“Telling It” Mutes; “Selling It” Sings.............................................................75Focus Your Resume........................................................................................77Resume Formats Make a Difference.............................................................80Reverse Chronological Format.....................................................................81Strengths and weaknesses..................................................................81Who should use this format and who should think twice..............82Creating a reverse chronological resume..........................................84Functional Format..........................................................................................84Strengths and weaknesses..................................................................84Who should use this format and who should think twice..............85Creating a functional resume..............................................................85
02_08037x 11/28/06 9:47 PM Page xviResumes For Dummies, 5th EditionxviHybrid Format................................................................................................87Strengths and weaknesses..................................................................87Who should use this format and who should think twice..............87Creating a hybrid resume....................................................................87Professional Format.......................................................................................89Strengths and weaknesses..................................................................89Who should use this format and who should think twice..............89Creating a professional resume..........................................................89Academic Curriculum Vitae..........................................................................91Strengths and weaknesses..................................................................91Who should use this format and who should think twice..............91Creating an academic curriculum vitae.............................................94International Curriculum Vitae Format.......................................................94Strengths and weaknesses..................................................................94Who should use this format and who should think twice..............94Creating an international curriculum vitae.......................................97Other Resume Presentations........................................................................97Variations on a theme..........................................................................97Accomplishment format............................................................98Linear format...............................................................................98Keyword format..........................................................................98Resume letters......................................................................................99Portfolios...............................................................................................99Video resumes....................................................................................100Web resumes.......................................................................................101Multimedia resumes...........................................................................101Choose What Works for You.......................................................................101Chapter 6: Content Makes the OnTarget Difference . . . . . . . . . . . . . .103The Parts of Your Resume..........................................................................103Leading with Contact Information.............................................................104Hooking the Reader with a Summary or Objective.................................106Choosing an objective.......................................................................107When to use an objective........................................................107Advantages of an objective.....................................................107Disadvantages of an objective................................................108Opting for a summary........................................................................108When to use a summary..........................................................108Advantages of a summary.......................................................110Disadvantages of a summary..................................................110
02_08037x 11/28/06 9:47 PM Page xviiTable of ContentsxviiMaking Education, Experience, Skills, and Competencies Work for You....................................................................110Education............................................................................................110Experience...........................................................................................111Skills.....................................................................................................111Competencies.....................................................................................113A few examples of core competencies ...........................................114Including competencies in your resumes.......................................116Gaining Extra Points....................................................................................117Activities..............................................................................................117Organizations......................................................................................118Honors and awards............................................................................118Licenses and samples of your work.................................................118Testimonials........................................................................................119Shaping Your Content on Application Forms...........................................119Content to Omit: Your Salary Story...........................................................120Accomplishments Are Your Content Aces................................................121Chapter 7: Wow Words Work Wonders . . . . . . . . . . . . . . . . . . . . . . . . .123Wow Words Can Bring Good News............................................................124Wow words for administration and management..........................124Wow words for communications and creativity.............................125Wow words for sales and persuasion..............................................125Wow words for technical ability.......................................................126Wow words for office support..........................................................127Wow words for teaching....................................................................128Wow words for research and analysis.............................................128Wow words for helping and caregiving...........................................129Wow words for financial management.............................................130Wow words for many skills...............................................................131Keywords Are Key to Finding You..............................................................131Keywords for administration/management....................................132Keywords for banking........................................................................133Keywords for customer service.......................................................133Keywords for information technology.............................................134Keywords for manufacturing............................................................134Keywords for human resources.......................................................134Where to Find Keywords.............................................................................135Get a Grip on Grammar...............................................................................136A Few Words about Spelling.......................................................................137Words Sell Your Story..................................................................................139
02_08037x 11/28/06 9:47 PM Page xviiiResumes For Dummies, 5th EditionxviiiChapter 8: Refine Your Design for Great Looks . . . . . . . . . . . . . . . . . .141Resumes That Resonate..............................................................................142Word processing.................................................................................142Printing................................................................................................142Paper selection...................................................................................142Consistency, consistency, consistency............................................143When three’s not a crowd.................................................................143Come on, break it up!.........................................................................143Open spaces........................................................................................144Typefaces and fonts...........................................................................145A few more tips on appearance........................................................146Choosing between Two Resume Layouts.................................................146Design That Gets the Word Out..................................................................150Chapter 9: Passages: Resumes for Your Life’s Changing Phases . . .151Scoring Big as a Recent Graduate..............................................................152Quick take: Rookie strengths............................................................152Quick take: Rookie soft spots...........................................................152Tips for recent graduates..................................................................153Beef up your sales pitch..........................................................153Clarify your aim........................................................................154Ditch unhelpful information....................................................154Data-mine your college experience........................................154Gaffes common to new graduates....................................................155Falling short of image standards............................................155Omitting heavy-hitter points...................................................155Overcompensating with gimmicky language........................157Making employers guess.........................................................157Leveling the experience field..................................................157Stopping with bare bones........................................................157Hiding hot information.............................................................157Highlighting the immaterial.....................................................158Ignoring employers’ needs......................................................158Writing boastfully.....................................................................158Grabbing Good Jobs as a Baby Boomer....................................................158Quick take: Boomer strengths..........................................................158Quick take: Boomer soft spots..........................................................159
02_08037x 11/28/06 9:47 PM Page xixTable of ContentsxixTips for baby boomers......................................................................160Match your target job description.........................................160Shorten your resume................................................................161Focus your resume...................................................................161Show that you’re a tower of strength.....................................161Demonstrate political correctness.........................................161Distribute your resume online................................................161Murder ancient education dates.............................................162Trim your resume to fighting weight.....................................162Use appropriate headings.......................................................162Taking a lower-level job.....................................................................162Gaffes common to boomers..............................................................163Choosing the wrong focus.......................................................163Using old resume standards....................................................164Lacking a summary..................................................................164Revealing age negatively..........................................................165Appearing low-tech..................................................................165Not supplementing a high school education........................165Winning Interviews as a New Civilian........................................................165Quick take: Transitioning military strengths..................................166Quick take: Transitioning military soft spots.................................166Tips for new civilians.........................................................................167Advertise what you’re selling..................................................167Consider your best format......................................................167Zero in on job fairs...................................................................168Protect your identity from theft.............................................168Be a resource collector............................................................168Visit key Web sites....................................................................170Get the message about milspeak......................................................170Changing Course with an OnTarget Resume............................................172Chapter 10: Successful Solutions to Resume Problems . . . . . . . . . . .175Too Much Experience..................................................................................176Too many qualifications or ageism?................................................176Too much experience in one job......................................................178Divide your job into modules..................................................178Deal honestly with job titles....................................................178Tackle deadly perceptions head-on.......................................179Highlight the issue....................................................................179
02_08037x 11/28/06 9:47 PM Page xxResumes For Dummies, 5th EditionxxToo Long Gone: For Women Only..............................................................180Sift through your past........................................................................182Use professional terms......................................................................182Know the score...................................................................................182Job Seekers with Disabilities......................................................................183Deciding whether to disclose a disability.......................................184Explaining gaps in work history.......................................................184Asking for special equipment...........................................................185When Demotion Strikes...............................................................................185Gaps in Your Record....................................................................................187Too Many Layoffs That Aren’t Your Fault.................................................189Explaining Mergers and Acquisitions........................................................189Here a Job, There a Job, Everywhere a Job, Job......................................190Overcoming a job-hopping image....................................................190Cleaning out your job closet.............................................................192When Substance Abuse Is the Problem.....................................................192A Bad Credit Rap..........................................................................................193Ex-Offenders Job Hunting...........................................................................194Know that negative information is dangerous................................194Avoid the chronological format........................................................194Present your prison experience in nonprison terms.....................195Get help with your resume and job search.....................................195Look for Ways to Scoot Past Resume Blocks............................................195Part III: Bringing It All Together: Sample OnTarget Resumes.........................................197Chapter 11: A Sampling of OnTarget Resumes by Industry and Career Field . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .199Chapter 12: A Sampling of OnTarget Resumes by Experience Level and Age . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .219Chapter 13: A Sampling of OnTarget Resumes for Special Circumstances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .239Chapter 14: A Sampling of Extreme Resume Makeovers . . . . . . . . . .259
02_08037x 11/28/06 9:47 PM Page xxiTable of ContentsxxiPart IV: You’ve Sent Your Wow. What to Do Now.........279Chapter 15: References Safeguard Your Resume . . . . . . . . . . . . . . . .281The Harm Caused by a So-So Reference...................................................281Seven Things You Should Do about References.......................................282Ban references from your resume....................................................282Expect employers to check references............................................283Choose references with thought......................................................283Help references help you...................................................................284Cover your bases with a reference folder.......................................284Stamp out bad references.................................................................286Thank everyone..................................................................................287Finding References without Shedding Your Cloak of Secrecy................287Allow Enough Time for Skillful Reference Management.........................288Chapter 16: Twisting in the Wind? Follow Up! . . . . . . . . . . . . . . . . . . .289Why Follow-Up Efforts Are Essential Today.............................................290Questions to Ask Yourself Before Following Up.......................................291Should I phone or e-mail my follow-up?..........................................292What if the ad says “no phone calls”?.............................................292What is the most powerful opening statement I can make?.........293What are other compelling opening statements?..........................293How much information can I find out from a central phone operator?....................................................294What are some tips to get past screeners, . gatekeepers?....294What can I do if I keep getting booted to voicemail? ....................296Why shouldn’t I leave a message asking the target to call me back?............................................................297How can I keep track of all my calls, e-mails, and contacts as I follow up?..........................................................298When is it time to throw in the towel and move on?.....................298Monitoring Your Follow-up Efforts.............................................................299Using the Follow-Up Matrix...............................................................299Factors on the Follow-Up Matrix............................................300The Values Key..........................................................................301Checking out a sample Matrix..........................................................303Fast-Tracking Your Successful Follow-Up.................................................303
02_08037x 11/28/06 9:47 PM Page xxiiResumes For Dummies, 5th EditionxxiiChapter 17: Almost Got the Interview Date? Read This First . . . . . . .305When Your Job Conflicts with an Interview Date.....................................305Face-to-Face Beats Ear-to-Ear.....................................................................306Going Overboard on Ardor Can Cost You Money....................................307When the Interview Is Out of Town ..........................................................307Making the Most of Your Moment..............................................................308Little Things Do Mean a Lot........................................................................308Part V: The Part of Tens.............................................309Chapter 18: Ten (×3) Ways to Prove Your Claims . . . . . . . . . . . . . . . . .311Say It with Numbers.....................................................................................312Say It with Percentages...............................................................................312Say It with Dollar Amounts.........................................................................313Chapter 19: Ten Ways to Improve Your Resume . . . . . . . . . . . . . . . . . .315Match Your Resume to the Job..................................................................315Use Bulleted Style for Easy Reading..........................................................315Discover Art of Lost Articles......................................................................315Sell, Don’t Tell...............................................................................................316Show Off Your Assets...................................................................................316Make Sure Your Words Play Well Together...............................................316Reach Out with Strength.............................................................................317Trash a Wimpy Objective............................................................................317Check the Horse’s Mouth............................................................................318Erase the “Leave-Outs”................................................................................318Chapter 20: Ten Tips on Choosing Professional Resume Help . . . . .319Choose a Resume Writing Service, Not a Clerical Service......................320Ask Around for a Great Resume Pro..........................................................320Request a Free Initial Consultation............................................................321Watch Out for Overuse of Forms................................................................321Look for a Fair Price.....................................................................................321Check Out Samples......................................................................................322Take Aim........................................................................................................322Consider a Certified Resume Writer..........................................................323Remember That Design Counts..................................................................323Know That a Poor Resume Is No Bargain.................................................324
02_08037x 11/28/06 9:47 PM Page xxiiiTable of ContentsxxiiiChapter 21: Ten Pet Peeves of Recruiters . . . . . . . . . . . . . . . . . . . . . . .325Resume-Free Pitches....................................................................................325Major Mismatches........................................................................................325E-Stalking.......................................................................................................326Caps and Taps and Typos...........................................................................328Too Much Information.................................................................................328Date Grate.....................................................................................................328Guess Who....................................................................................................329File Style........................................................................................................329Useless and Uninformative.........................................................................330Probable Prevarication................................................................................330Chapter 22: Your Ten-Point Resume Checklist . . . . . . . . . . . . . . . . . . .331Tit for Tat......................................................................................................331Format and Style..........................................................................................331Focus and Image...........................................................................................332Achievements and Skills..............................................................................332Language and Expressions..........................................................................332Content and Omissions...............................................................................332Length and Common Sense........................................................................333Appearance: Online Attached and Paper Resumes.................................333Sticky Points and Sugarcoating..................................................................333Tap the Power of OnTarget Resumes........................................................335Index........................................................................337
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03_08037x 11/28/06 9:47 PM Page 1Introductionhen the editors and I first talked about updating this book from theW4th edition, which was published four years ago, we were thinking,well, “revision.”The result, after six intense months of research and writing, is quite For Dummies, 5th Edition, is about 85 percent new content, and allthe sample resumes in Chapters 11 to 14 are was the engine driving the radical makeover. From reinventedrecruiting technology, to unmanageable millions of resumes choking employerdatabases, to government mandates in the name of diversity fairness, a seachange has occurred in the recruiting space over the past several this change demands a fresh look at how you write and market yourresumes. A minor revision just wouldn’t cut it; you deserve to know the ropesand rules for a New Era in recruiting and job This BookResumes For Dummies, 5th Edition, is a playbook showing you how to tap thepower of amazing new technology to write and use your resumes in search ofa good came to resumes in the early part of a time period — roughly1994 to 2005 — now calledWeb 1995, when writing the debut edition ofthis work, I explained that resumes were being scanned and read by job com-puters, and — imagine this — transmitted over the Internet! The fasten-your-seatbelt bumps and wonders happening in Web were nothing less than arevolution in the traditional employment forward to right now. Refasten your seat belts and expect surprise aftersurprise as Web Web . What we’re dealing with today is a kindof revolution of a revolution.
03_08037x 11/28/06 9:47 PM Page 2Resumes For Dummies, 5th Edition 2The second Web phase is again bulldozing the traditional job market with anarray of ambitious ideas and software aimed at solving recruiting-industryproblems and meeting the needs of employers. But a number of develop-ments lighten the load for job seekers, adding high-octane fuel for successfulsearches. What’s the big difference between the first and second Webphases?Web is characterized by static, rigid formats and job boards. Web toward richer, more interactive resources (see Chapter 3).The advancing technology of Web is why Resumes For Dummies, 5th Edition, pinpoints the best ways to distribute your resume, as well ascreate ’s one more notable difference between the beginning days of Web Web : In Web , everyone wanted to know how to get onthe Web; inWeb , everyone wants to know how to get noticedon the these pages I tell you how to get noticed by creating an OnTarget resume(see Chapter 1) and distributing it Used in This BookTo help you navigate this book, I’ve established the following conventions: Italicis used for emphasis and to highlight new words or terms that aredefined. Monofontis used for Web addresses. Sidebars, which are shaded boxes of text, consist of information that’sinteresting but not necessarily critical to your understanding of , in the sample resumes throughout the book, I substitute a reminderto add the relevant dates in your resume with the word “dates” enclosed ineditorial brackets — [dates] — instead of actual years to keep your attentionfocused on key resume concepts. Watch out also for the numbering system I use in the sample resumes inChapter 1 and Chapters 11 to 14. I put cross-matching numbers there to guideyou through important aspects of each resume, but you don’t want to sticknumbers in yours.
03_08037x 11/28/06 9:47 PM Page 3Introduction3Foolish AssumptionsI assume you picked up this book for one of the following reasons: You’ve never written a resume and want an experienced, friendly handon your shoulder. You have written a resume — it got you where you are today — and youwant to do better next time. You like where you are today but want more from life than bloomingwhere you’re planted. To move to the next level, your experience tellsyou that it’s time for a resume makeover. You need a new resume for that great job you heard about but worry thattoo many competitors will submit virtually the same cookie-cutter docu-ment pirated from somewhere. To stop looking like a human photocopymachine, you want to understand resume writing from the ground up. You’ve heard about sweeping technology-based changes in the waypeople and jobs find each other. A realist, you know that technologycan’t be uninvented. You want to be sure your resume is in sync with thevery latest further assume that you are someone who likes information that cuts to thechase, sometimes with a This Book Is OrganizedGetting through the job interview door depends on much more than just beinga great candidate. This book takes you through everything you need to knowabout creating your best resumes, getting them into the right hands, and land-ing interviews. Here’s where you can find all the legs of the I: Pitching Your Resumes in a New Era Job MarketThis part covers the Web changes that are streaming into recruitingoffices. You can also review here the technology of the 1990s still in use. Plus, here’s where you discover how to move your OnTarget resumes to theright eyes.
03_08037x 11/28/06 9:47 PM Page 4Resumes For Dummies, 5th Edition 4Part II: Resume Basics That Wow ’Em Every TimeFormat, content, words, design, savvy handling of special considerations andproblems — all these factors impact the quality of your resume. Find out howbest to highlight your good points and downplay the not-so-good ones how to do it all with grace, clarity, and readable III: Bringing It All Together: Sample OnTarget ResumesWhat does an OnTarget resume look like? Turn to this part to find out. Hereyou get to take a long look at resumes that make use of the strategies Idescribe in this book. I show you resumes from new grads and baby boomers,from nurses and business analysts, and from people who’ve moved straightup in a career and those who’ve had a few stumbles. I also show you somestartling resume IV: You’ve Sent Your Wow. What to Do NowBecause of intense competition for better jobs (which especially affects mid-career and baby-boomer candidates), the follow-up tips of earlier times maybe too tentative to be effective. This part includes creative new moves thatkeep you from waiting all alone by your cell phone for calls that never V: The Part of TensIn these short chapters, I give you quick bits of information on yet moreresume topics. I offer guidance on proving your resume claims, avoidingunnecessary mistakes, choosing professional resume help, recognizing thebig peeves of recruiters, and, finally, using a resume checklist that won’t takehalf a day to complete.
03_08037x 11/28/06 9:47 PM Page 5Introduction5Icons Used in This BookFor Dummiessignature icons are the little round pictures you see in the mar-gins of the book. I use them to laser-guide your attention to key bits of infor-mation. Here’s a list of the icons you find in this book and what they icon directs your attention to techniques that cause readers to lavishpraise and respect on your resume and then move it to the “you betcha” move achieves the resume–interview connection every single time. Thisicon reminds you to think through an issue and try to make the best choicefor your points in these pages are so useful that I hope you’ll keep them in mindas you read. I make a big deal out of these ideas with this and information that can spark a difference in the outcome of yourresume-led job search are flagged with this out for deep waters filled with things that bite. This icon signals therecould be trouble ahead if you don’t make a good to Go from HereMost For Dummiesbooks are set up so that you can flip to the section of thebook that meets your present needs. You can do that in this book, too. I tellyou where to find the information you might need when I refer to a concept,and I define terms as they arise to enable you to feel at home no matterwhere you open the this book breaks new ground in resume creation and distribution. To getahead and stay ahead, start by reading Chapters 1 through 4. They providethe foundation you need to come through a Web job search with the inter-view invitations that lead to employment . The good news is that you need not be a techie to make sense out of innovations and to bend them to your will as a job seeker. Using a new e-tool is like owning a stylish automobile: You don’t have to know how to repairits engine to get ooohsand ahhhsas you drive it smartly down the street.
03_08037x 11/28/06 9:47 PM Page 6Resumes For Dummies, 5th Edition 6
04_08037x 11/28/06 9:50 PM Page 7Part IPitching YourResumes in a NewEra Job Market
04_08037x 11/28/06 9:50 PM Page 8In this part . . .hanges aplenty make the current Web climate differ-Cent from that of just a couple years ago, and this partgets you up to date. I also show you how to sift throughthe myriad online job boards and how to get your resumeinto the hands that can get you the interview.
05_08037x 11/28/06 9:48 PM Page 9Chapter 1The All-Purpose Resume Is So Five Minutes AgoIn This Chapter Understanding the radical change overtaking recruitment and resumes Responding to the pull of market forces and the push of government regulations Writing targeted resumes, from a core document to spinoff communications Fighting back when technology isn’t your friend and your resumes go missing ey there! Is your job search stalling out after you submit a resume butHbefore you are offered an interview?If your answer is yes,this book can open significant new insights for you witha quick update on how to thrive in a landscape where recruiting processeshave turned digital but resume practices are stuck in a New Era, the Targeted Resume RulesJob seekers, brace yourselves. Trolling the job market is getting trickier andrequires more effort than the last time you baited your resume hook. Even ifyou were job hunting fairly recently, resumes and related techniques thatwere revolutionary in the savvy job seeker’s toolkit a mere dozen years agoare headed for history. The all-purpose resume is at the top of the list of jobsearch tools gliding to irrelevance or probably have an all-purpose resume lying around in a desk drawersomewhere. What you and legions of job seekers everywhere like about theall-purpose resume is that it casts a wide net to snag the attention of manyemployers — and it saves time for those of us who are too busy gettingthrough the day to keep writing different resumes for different jobs. I appreci-ate that. But, sorry to say, your one-size-fits-all work of art is obsolete, andit’s going to get lost in more and more recruiting black holes.
05_08037x 11/28/06 9:48 PM Page 10Part I:Pitching Your Resumes in a New Era Job Market 10Of friends and resumes“The number one way to use your OnTargetlong-time Internet job-hunting expert. He saysresume is to find a friend to walk it into the hiringhis firm’s annual survey of how people get hiredmanager’s or recruiter’s office with the friend’sat major corporations shows that one out ofstamp of approval,” advises Mark Mehler,three openings is filled this and principal of CareerXroads and aThe all-purpose, or generic, resume is being replaced by the targeted resume(which I refer to in this book as OnTarget), a resume that is tailor-made for aspecific employment OnTarget resume is a marketing tool that convinces the reader your workwill benefit a specific employer and that you should make the cut of candi-dates invited in for a closer look. An OnTarget resume Addresses a given opportunity, making it easy to see how your qualifica-tions are a close match to a job’s requirements. Uses powerful words to persuade and clean design to attract interest. Plays up strengths and downplays any factor that undermines your bidfor an previous editions of this book, I said that when you want to be picked outof a crowd and invited to a job interview, nothing beats a perfect or near-perfect match between a job order and your resume. What was solid advicein earlier years has become critical advice in this New Era. I repeat: Targetingyour resume for each job is becoming necessary, not just along and killed off by technology advances, the demise of the genericresume is driven by two factors: the pull of market forces and the push of gov-ernment mandate. I explain both factors in the next two Forces Zap Unqualified Resumes The word got out, slowly at first. And then — whoosh! — millions of job seekersfound out how easy it is to instantly put a resume in the hands of employersacross the country as well as across and praybecame the job seekers’ mantra as they learned how to manipu-late online resumes and click them into the digital world as quickly as fast-shuffling dealers lay down cards at casino poker tables.
05_08037x 11/28/06 9:48 PM Page 11Chapter 1: The All-Purpose Resume Is So Five Minutes Ago11Are resumes outdated?Every few years for as long as I can remember,As my crystal ball is in the repair shop, I don’tan employment “thought leader” announcesknow whether, when, orhow widelytechnologythat resumes are old hat and unnecessary,will erase resumes. But this is what I believe:advising that you, as a job seeker, forgoAt some point in a hunt for better employment,resumes and talk your way into an needs market-driven job search com-The problem with this advice is that it’s munications. That is, everyone needs a resumeimpractical — it doesn’t work for most something very much like a resume that tellsVery few of us are extroverted and glib enoughthe buyer (employer) such critical facts asto carry the entire weight of an employ-these:ment marketing presentation without support- Why you are an excellent match for the jobing materials before or during face-to-facemeetings. What skills you bring to the organizationNow a new resume attack has surfaced. This Why you are worth the money you hope totime it turns on technology. Industry consultantsearnobserve that companies are weary of sifting Your capacity for doing the work better thanthrough too many resumes and instead will other candidatessubstitute structured e-profiles, screeningquestions via the Web, and assessment instru- Your ability to solve company or industryments (tests) in deciding who gets offered a jobproblemsinterview. The resume rush began back in the first phase of the World Wide Web, whichretroactively is termedWeb ,a time frame of about 1994 to the Net’s resume sludge got yuckier and more frustrating as commercialresume-blasting services appeared on the scene. Almost overnight, itseemed, anyone willing to pay the price could splatter resume confetti every-where an online address could be consequences of resume spamming for employers were staggering:Despite their use of the Web era’s best recruiting selection software,employers were overrun with unsolicited, disorganized generic resumes con-taining everything but the kitchen what about the job seekers who sent all those all-purpose, unstructuredresumes? They were left to wonder in disappointment why they never got ’s all in the numbers. A job advertised by a major company in the era beforeWeb might have attracted hundreds or even thousands of responses, butthe same ad posted online creates a feeding frenzy of many thousands ofresumes. A few super-sized companies report that they receive millions of
05_08037x 11/28/06 9:48 PM Page 12Part I:Pitching Your Resumes in a New Era Job Market 12unsolicited resumes each year. No wonder the Web is falling-down-drunk withbillions of resumes that overwhelm both technology and eyeballs. No wonderemployment databases are hammered with such mismatches as sales clerksand sports trainers applying for jobs as scientists and senior managers, andvice -forward to 2005 when digital curtains went up on a second Internetphase. It’s called Web ,a term suggesting a host of new ideas and amazingsoftware that has leapt onto the world recruiting stage. Web is fueled bythe desire of companies to eliminate resume fatigue and, at the same time, toace out the competition in acquiring top talent. And, of course, employersuniversally want to do it , the Web-based services of Web are characterized by their move-ment away from static, rigid Web sites merely listing jobs and links to applyfor them and toward richer, more interactive and socially inclusive methods.(To read more about Web services, check out Chapters 2 and 3.)As employers hope to use Web solutions to dry out the resume delugecreated by Web innovation, job seekers have updated aspirations as well. In Web , job seekers wanted to know how to get onthe Internet. In Web ,job seekers want to know how to get noticedon the forces, the term describing the interaction of supply and demand thatshapes a market economy, are pulling companies toward targeted resumes byrewarding them with less unnecessary work to wade through. And marketforces are pulling job seekers toward targeted resumes by showing them howto get noticed on the -Changing Government Rules Impact ResumesAs market forces pull toward targeted resumes, the federal government government didn’t set out to establish resume targeting as a newlyessential job-market skill. But that’s what happened as a result of the govern-ment’s official guidelines mandated in 2006 by the Office of Federal ContractCompliance Programs (OFCCP), the agency established to track the diversityhiring record of those applying for positions with federal rationale for the government’s interest in employment practices is thatfederal tax dollars should not support discrimination in the workplace. Theagency’s new guidelines are intended to encourage hiring fairness towardthose who work for federal contractors. Accurate record keeping is requiredfor gender, race, and ethnicity. (Strangely, age isn’t included in the OFCCP
05_08037x 11/28/06 9:48 PM Page 13Chapter 1: The All-Purpose Resume Is So Five Minutes Ago13protected classes.) While the diversity issue was already in place before2006, it effectively was on the back burner and probably would have stayedthere except that the Internet came along and made it so easy for everyone toapply for every job under the likely are you to be covered by the new OFCCP rules? Perhaps morelikely than you think. It’s surprising how many businesses are subject to “fed-eral contractors or subcontractors” mandates. Estimates range from a con-servative 20,000 companies in the United States to nearly 200,000 facilitiesand companies worldwide, of which half are reported to be constructionfirms. One in five American workers is thought to be employed by federalcontractors. (Official government figures aren’t available at this writing butmay be in the future following the establishment of a federal contractor data-base required by 2006 legislation.)Even if you postal mail, fax, or hand deliver your resume to someone at afriend’s backyard barbeque and never, ever send it online, you still may beclassified as an Internet applicant if the contractor accepts some applicationsfor a specific position via the Internet; all applicants for that position mustnow be considered Internet applicants, according to the OFCCP action to deal with Internet record keeping started with a ques-tion: Who is an “Internet applicant” and who is a looky-lou? Why does anyone care? Think about it this way: If 50,000 individuals send acontractor unsolicited and unqualified resumes, should those people, fordiversity counts, be considered applicants? The OFCCP says agencybelieves that their inclusion would muddy the database used for officialaudits and lawsuits based on bias claims. Using a transportation metaphor, the OFCCP guidelines identify people whoshould be counted as Internet applicants because they have a specific desti-nation in mind and drive straight for that destination. By contrast, peoplewho should not be counted aimlessly cruise traffic-jammed streets hoping toget lucky and find an acceptable destination. Policy makers insist that thegovernment must know who is and who isn’t an Internet applicant to mea-sure hiring fairness when dealing with the otherwise unmanageable hoards ofonline competitive advantage as you distribute your resumes by bearing inmind the official criteria for your being validated as an Internet applicant: You express your interest for a particular position. The employer considers you for employment in a particular position. You have the basic qualifications for the particular position. Prior to receiving a job offer for the particular position, you don’t dropout of consideration for the job — by taking other employment, forexample, or saying you’re no longer interested in the particular position.
05_08037x 11/28/06 9:48 PM Page 14Part I:Pitching Your Resumes in a New Era Job Market 14To clone or not to clone: Mirroring ad languageMust you use the exact words in the job ad?and related terms and not the exact sameTwo schools of thought exist on this authorities advise that you should stateCareer advisers won’t have a definitive answeryour qualifications in the identical languageon the same words-or-synonym question untilused in the ad to which you respond. The dittoenough time has passed to give us more expe-contingent points out that computer selectionrience with the new OFCCP awards rating points to a resumebased on how closely your words mirror thoseI agree with the latter view — that synonymsin the job ad: Get closer to the ad, get moreand related terms are acceptable — and taken that approach in this book. But ifyou’re worried that a company is using older,Others disagree, saying that modern recruitinglimited software, go with the ditto school. Thesoftware is sophisticated enough to grasp yourimportant thing is to play matchmaker with eachqualifications even though you use synonymsresume you the regulationsBecause the OFCCP rules are new to most of us, the following recommenda-tions for resume success with federal contractors are crucial. Most of the tipscome from CareerXroads () co-founder and princi-pal Gerry Crispin, who is way out in front on Internet applicant advises that you Follow the company’s exactly as the company instructsyou on how to apply. One way to make it easy for employers to consideryou for a specific job is to clone a portion of the job description to yourresume for each job you target. Clearly spell out your matching a list of basicrequirements and check item by item to be sure you have included yourqualification for each one. If you’re missing a requirement-qualificationmatch, your resume will gather dust unless no one else qualifies and thecompany is desperate. ( I talk more about matching qualifications torequirements in the section “Three Steps to Writing a Targeted Resume,”and illustrate targeting throughout sample resumes in Chapters 11 to 14.) Send multiple resumes to the same your preferredcompany’s Web sites and submit a new targeted resume for each posi-tion that interests you. Keep your resume you remember the classic tip to stay atthe top of a list of candidates by changing a word or two in your resume
05_08037x 11/28/06 9:48 PM Page 15Chapter 1: The All-Purpose Resume Is So Five Minutes Ago15and reposting to job boards frequently? Well, that tip is alive and well.“OFCCP rules allow companies to pick a random pool of applicants bysearching the job boards for ‘most recent’ qualified applicants,” Crispinobserves. “In those cases, no one will even look at a resume that is morethan two or three weeks old.”Sign of the timesAlthough there are enough federal contractor jobs to justify your payingattention to the OFCCP guidelines, the new rules appear to be spreading intojob search quarters across America, starting at the largest companies, saysGerry Crispin, whose CareerXroads consulting firm arranges scholarly con-ferences where staffing professionals at major corporations share their , the buzz among recruiting-industry insiders is that the EqualEmployment Opportunity Commission will soon extend similar, if not identi-cal, guidelines to all . companies with more than 50 employees. Whetherthe EEOC drops the other diversity-protection shoe in the near future or not,Crispin believes the targeted resume is gaining mainstream status in theUnited States.“More and more companies are accepting the OFCCP definition of Internetapplicants — individuals who continue to express interest, who are beingconsidered for a specific position, and who meet the position’s basic qualifi-cations,” Crispin says. “The move toward targeted resumes ensures that jobseekers who willy-nilly apply for every job that is even close will be wastingtheir time.”Three Steps to Writing a Targeted ResumeWhen you begin to think seriously about greener grass, the race is on! Youalready need 36-hour days to accomplish all the responsibilities you carry onyour shoulders. And then you see a job that you hope has your name on itbut can’t carve out the time to write from scratch a targeted resume that willshow an employer why you’re the one to answer is to begin building a core resume before the pressure hits,using it as a base to spin off targeted editions when you must move a targeted resume is easier when you follow this game plan.
05_08037x 11/28/06 9:48 PM Page 16Part I:Pitching Your Resumes in a New Era Job Market 16Step 1: Prepare your core resumeProbe your memory to jot down every factor in your background that youcould use to customize a resume, from experience, competencies, and skillsto education. This is your working model, a resume you will never submit toan employer but a rich well you will draw from time and time again. Use asmany pages as you need. (To get pointers on content, go to Chapter 6.)Step 2: Research requirements of jobIf you’re responding to a specific advertised job, jot down the requirementsthat the ad lists. Don’t confuse the job duties and the stated first with the requirements and then see how you can show experienceor education that matches the most important job you’re not responding to a specific advertised job but are posting yourresume in an online database, attempt to attract interest in your candidacyby researching the most commonly requested qualifications for a given occu-pation or career field. You can do this by studying many job 3: Customize each spinoff resumeAfter compiling the requirements you must satisfy in a tailor-made resume,scour your core resume to see whether you can add secondary items men-tioned in the ad that further improve your chances and start professional Kathryn Troutman suggests a way to cut down on yourtime and effort customizing each resume. Constructing a two-page resume,customize the first page and, whenever possible, keep the second page thesame each time. Freezing the second page isn’t always possible, Troutmansays, but the concept is a good starting Core Resume and SpinoffsLook over the following examples for Lauren L. Simpson created by CEO Kathryn Troutman. (For privacy reasons, names and otheridentifying data have been changed.) You’ll see how attention to details canmake all the difference in getting your resume noticed, first by computersand then by humans.
05_08037x 11/28/06 9:48 PM Page 17Chapter 1: The All-Purpose Resume Is So Five Minutes Ago17The back story on Lauren L. SimpsonLauren grew up on the Mid-Atlantic seaboard (Baltimore, Washington, ., andNorthern Virginia). After graduating from high school, Lauren worked for a yearas an administrative assistant at a health insurance company in NorthernVirginia. Deciding she didn’t want to continue in administrative work, Laurenlanded a job as a sales associate at a nationwide women’s wear was good at retailing, and after six months the clothing chain offeredher a managerial traineeship at one of the chain’s stores in Texas. Once there,Lauren enrolled in the retailing program of a well-regarded school of businessat the state university. While working and studying, Lauren was promoted toassistant graduation from college, another retailer recruited Lauren, who spentseveral years at the new company. Although successful there, Lauren had achange of mind and began to feel that she’d gotten off on the wrong isn’t really what she wants to do for the rest of her life and she’slooking around for another way to learn a going back to school and retooling for another career field is anoption Lauren is considering, she isn’t anxious to incur student debt. Beforedoing that, she’s checking out how she can adapt her hard-earned educationto related but different types of ’s core resume Using a reverse chronological time frame (see Chapter 5), Lauren writes acomprehensive document, highlighting her competencies, skills, and accom-plishments. (See Figure 1-1) Your core document can run as many pages asyou need to include all your qualifications. No one but you will see creates distinct units that she can add and subtract as needed when shetargets a specific ’s spinoff resume ASpotting a job ad in a trade publication for a sales position with a cosmeticscompany that markets products through beauty salons, Lauren takes note ofthe employer’s requirements (which are listed in a mission statement in thebox atop spinoff resume A; see Figure 1-2.) Lauren makes sure she addresses each of the cosmetics company require-ments in her targeted resume.
05_08037x 11/28/06 9:48 PM Page 18Part I:Pitching Your Resumes in a New Era Job Market 18Lauren L. Simpson 19 First Avenue, Austin, Texas, 76746 lauren@, (512) 555-1212 PROFESSIONAL EXPERIENCE Brilliant Buyers Inc.[dates]Austin, TexasCompany is a specialty airport retailer selling 10 brands in 67 stores in major airports throughout Coordinator ?Buyer’s right hand in selecting merchandise for 67 stores. Set up new vendors, create SKUs, place and expedite orders. ?Responsible for product launches in four separate concepts: Silver, Gold, Playful Kids and DogTown. Use strong communications skills to make product presentations to store personnel. ?Supervise implementation of products into stores. Give work direction and supervise employee set-ups of new product lines. ?Problem solving 24/7: Communicate with vendors, manufacturers, and receivers to resolve shipment problems; for example, product out of stock, wrong product, or shipment to wrong location. ?Created model for quarterly human resources newsletter distributed to all employees, explaining merchandising policies and highlighting new products. ?Organize and conduct quarterly schedule of Webcasts for all store managers, in which managers have opportunity to ask questions of buyer and receive answers. Conduct conference calls intermittently as needed. The agenda for both Webcasts and conference calls include new product assortment, floor sets, markdowns, and sales and promotions. ?Competent with paperwork: Review and approve all tickets and receivers for hundreds of purchase orders going to 67 stores weekly. ?Assist in merging data from old point-of-sale system to new Celerant System; changed thousands of SKUs from old system to convert correctly into new system. ?Meet weekly with buyers and merchandising assistants to discuss sales, budgets, and airport news—terminal closures and construction or strikes—impacting company sales. Accomplishments ?In a commendation to my personnel file, HR Director complimented me on creating the model for a quarterly human resurfaces newsletter, complimenting me on my “professionalism, creativity, and presentation of company values.” Additionally, the director praised my “marketing presentation approach to the newsletter, which ‘made all the difference in readability.’ ” ?After six months of assisting buyer in making product presentations to store personnel, buy has since sent me solo to 35 stores, expressing confidence in my “gifted marketing and sales abilities.” ?Product returns from airport stores are down 12 percent since my involvement in selecting merchandise. Figure 1-1: A core resume is a comprehensive document.
05_08037x 11/28/06 9:48 PM Page 19Chapter 1: The All-Purpose Resume Is So Five Minutes Ago19Lauren L. SimpsonPage 2 LouAnn’sBased in Denver, LouAnn’s is a division of Outwear, FAS, with apparel marketed to professional middle-to-upper income women in 220 stores across the . Assistant Manager, Barton Creek Square, Austin, Texas [dates]Sales Associate & Manager-In-Training, Barton Creek Square, Austin, Texas [dates]Sales Associate, Tysons Corner Center, McLean, Va. [dates] Sales & Business Analysis ?Maximized merchandise visibility by analyzing customer traffic patterns before floor sets. ?Set effective work schedules by analyzing each employee’s sales as well as store sales. Customer Relationship Management ?Developed 16 high-spending regular customers by building and cultivating supportive relationships with new customers. ?Sold by appointment whenever possible. Management ?Communicated via phone and email with corporate management multiple times daily. ?Met national goals and competed with stores across the . for daily sales results, as well as comparable percentages over the previous year. ?Supervised two to three part-time sales reps per shift. ?Trained employees how best to utilize the preferred corporate selling system and industry standards for up-selling. ?Worked with floor plans to display merchandise for maximum attraction and sales. ?Met daily management responsibilities: maintaining sales floor, inventory, shipping, ordering and record-keeping. Keyboard 40 WPM, competent use of Microsoft Suite, including Word, Excel, Outlook and PowerPoint. Accomplishments ?Personally delivered one-third of overall store revenues by closing $30,000 to $40,000 sales per month in store with 7 staff (3 full time, 4 part time).?Consistently maximized income through commissions earned.?In three months [dates], averaged $15,000 per month sales from regular customers. OTHER EXPERIENCE Blue Circle/Blue Badge of Virginia[dates]McLean, Va. State office of health insurance company. Administrative Assistant ?After high school, worked one year in administration for government marketing department. ?Compiled marketing analysis, and supported cross-company project teams. EDUCATIONBachelor of Science, McCombs School of Business [date] Retail Merchandising University of Texas, Austin
05_08037x 11/28/06 9:48 PM Page 20Part I:Pitching Your Resumes in a New Era Job Market 20Cosmetic Sales To Salons. Sales Specialist. Reverse Chronological. Retailer seeks to become 1 manufacturer’s sales agent to retail outlets. Requirements: Strong sales ability, Strong communication 2 3 and presentation skills, Computer skills: Word, Excel, Outlook and comfort with new program, college 45degree, min. 3 yrs in relationship based sales .Lauren L. Simpson 19 First Avenue, Austin, Texas, 76746 lauren@, (512) 555-1212 Objective Seeking field sales position with Beauty Beckons Inc. Wish to be responsible for developing sales and relationships with assigned salons, as well as to develop new business relationships with salons in my territory. Offering closely related experience/skills for this position 1? Years in relationship based sales ?Reliable and proven sales ability ?Tested communications ability with groups and individuals?Support of salon management: sales, business plans, product selection, & inventory management ?Leadership of new product launches, special event management, high quality product presentations ?Deliverance of training for salon employees; review sales production ?Support of new business development—marketing, brand promotion ?Monitoring of business development budgets, merchandise & special promotions ?Appropriate appearance and grooming for quality cosmetic products Professional Experience Brilliant Buyers Inc.[dates]Austin, TexasCompany is a specialty airport retailer selling 10 brands in 67 stores in major airports throughout Coordinator ?Buyer’s right hand in selecting merchandise for 67 stores. Set up new vendors, create SKUs, place and expedite orders. ?Responsible for product launches in four separate concepts: Silver, Gold, Playful Kids and 2DogTown. Use strong communications skills to make product presentations to store personnel.?Supervise implementation of products into stores. Give work direction and supervise employee set-ups of new product lines. ?Problem solving 24/7: Communicate with vendors, manufacturers, and receivers to resolve shipment problems; for example, product out of stock, wrong product, or shipment to wrong location. ?Created model for quarterly human resources newsletter distributed to all employees, explaining merchandising policies and highlighting new products. ?Organize and conduct quarterly schedule of Webcasts for all store managers, in which managers have opportunity to ask questions of buyer and receive answers. Conduct conference calls intermittently as needed. The agenda for both Webcasts and conference calls include new product assortment, floor sets, markdowns, and sales and promotions. ?Competent with paperwork: Review and approve all tickets and receivers for hundreds of purchase orders going to 67 stores weekly. ?Meet weekly with buyers and merchandising assistants to discuss sales, budgets, and airport news—terminal closures and construction or strikes—impacting company sales. Figure 1-2: Spinoff A addresses each of the ad’s requirements.
05_08037x 11/28/06 9:48 PM Page 21Chapter 1: The All-Purpose Resume Is So Five Minutes Ago21Lauren L. SimpsonPage 2 Accomplishments ?In a commendation to my personnel file, HR Director complimented me on creating the model for a quarterly human resurfaces newsletter, complimenting me on my “professionalism, creativity, and presentation of company values.” Additionally, the director praised my “marketing presentation approach to the newsletter, which ‘made all the difference in readability.’ ” ?After six months of assisting buyer in making product presentations to store personnel, buy has since sent me solo to 35 stores, expressing confidence in my “gifted marketing and sales abilities.” ?Product returns from airport stores are down 12 percent since my involvement in selecting merchandise. LouAnn’sBased in Denver, LouAnn’s is a division of Outwear, FAS, with apparel marketed to professional middle-to-upper income women in 220 stores across the . Assistant Manager, Barton Creek Square, Austin, Texas [dates]Sales Associate & Manager-In-Training, Barton Creek Square, Austin, Texas [dates]Sales Associate, Tysons Corner Center, McLean, Va. [dates] Sales & Business Analysis ?Maximized merchandise visibility by analyzing customer traffic patterns before floor sets. ?Set effective work schedules by analyzing each employee’s sales as well as store sales. 5Customer Relationship Management?Developed 16 high-spending regular customers by building and cultivating supportive relationships with new customers. ?Sold by appointment whenever possible. Management ?Communicated via phone and email with corporate management multiple times daily. ?Met national goals and competed with stores across the . for daily sales results, as well as comparable percentages over the previous year. ?Supervised two to three part-time sales reps per shift. ?Trained employees how best to utilize the preferred corporate selling system and industry 1standards for up-selling.?Worked with floor plans to display merchandise for maximum attraction and sales. ?Met daily management responsibilities: maintaining sales floor, inventory, shipping, ordering and record-keeping. Keyboard 40 WPM, competent useof Microsoft Suite, including Word, 3Excel, Outlook and ?Personally delivered one-third of overall store revenues by closing $30,000 to $40,000 sales per month in store with 7 staff (3 full time, 4 part time).?Consistently maximized income through commissions three months [dates], averaged $15,000 per month sales from regular of Science, McCombs School of Business[date]Retail Merchandising University of Texas, Austin
05_08037x 11/28/06 9:48 PM Page 22Part I:Pitching Your Resumes in a New Era Job Market 22To illustrate the concept of targeting, I have added numbers and cross-matched them between the cosmetic company’s requirements and Lauren’squalifications. The numbers on this sample resume are for illustration pur-poses only. Do not put numbers on your own actual ’s how Lauren addresses each of the cosmetics company’s requirements: Requirement 1 shows up in the skills summary and under managementduties at LouAnn’s. Requirement 2 is addressed by her merchandising coordinator duty atBrilliant Buyers Inc. Requirement 3 appears as a management skill at LouAnn’s. Requirement 4 is met under the education segment. Note that Laurenspells out her retail merchandising studies because the salon jobrequires a familiarity with what retail customers will buy. Requirement 5 is noted in two places. The first is a subhead titled“Customer Relationship Management” at LouAnn’s. The second is also atLouAnn’s, within the accomplishments purposely did not include certain information, such as her job rightafter high school as an administrative assistant at a health insurance com-pany because it isn’t relevant to the position she ’s spinoff resume BLauren took note of an online job posting for a marketing position advertised bya health insurance company. She printed out the job posting, which includedthe basic qualifications, and echoed the posting in her objective, almost wordfor word. (The basic qualifications are described in a mission statement in thebox atop spinoff resume B; see Figure 1-3.) Lauren takes care to address each ofthe health insurance company’s requirements in her targeted illustrate the concept of targeting, I have added numbers and cross-matched them between the health insurance company’s requirements andLauren’s qualifications. The numbers on this sample resume are for illustra-tion purposes only. Don’t put numbers on your own actual ’s how Lauren address the requirements from the ad placed by thehealth insurance company: Lauren meets requirement 1 in the education segment. Because thehealth insurance marketing job is not on the retail level, Lauren selects afew different facts from her core resume than those she chose for SpinoffResume A. Lauren truthfully writes that she has a business degree anddoesn’t mention retail merchandising, a study that is within the schoolof business she attended.
05_08037x 11/28/06 9:48 PM Page 23Chapter 1: The All-Purpose Resume Is So Five Minutes Ago23Retail To Health Insurance Marketing. Retailer seeks healthcare marketing position. Reverse 1 Chronological. Requirements: Bachelor’s degree in business or marketing, min. 5 years’ experience in 2 3 marketing, or in education/marketing mix, knowledge of healthcare industry, Leadership in collaborative 4 work environment. Lauren L. Simpson 19 First Avenue, Austin, Texas, 76746 lauren@, (512) 555-1212 Objective: Marketing Planning Specialist – for health care insurance company to coordinate marketing of government program segments, including Medicare, Public Programs, and Federal Employee Programs; to workwith corporate communications and outside vendors in development of marketing collateral, direct mail andadvertising; and to assist Market Segment Of Qualifications: 2?Five years’ marketing/education experience?Liaison with corporate communications and vendors ?Develop effective marketing materials, direct mailprojects ?Coordinate marketing campaigns for new and existing products ?Assist Market Segment Manager with market analysis, strategy, planning and reporting ?Assist with marketing plans to grow enrollment programs?Coordinate new product introductions 4?Lead teams for collaborative marketing projects?Expert in Excel, Word, PowerPoint skills ?Skilled oral communicator, competent writer and editorProfessional Experience: 2Brilliant Buyers Inc.[dates]Austin, TexasCompany is a specialty airport retailer selling 10 brands in 67 stores in major airports throughout Coordinator ?Buyer’s right hand in selecting and marketing merchandise for 67 stores. Set up new vendors, create SKUs, place and expedite orders. ?Responsible for product launches in four separate concepts: Silver, Gold, Playful Kids and DogTown. Use strong communications skills to make product presentations to store personnel. ?Supervise implementation of products into stores. Give work direction and supervise employee set-ups of new product lines. ?Problem solving 24/7: Communicate with vendors, manufacturers, and receivers to resolve shipment problems; for example, product out of stock, wrong product, or shipment to wrong location. ?Created model for quarterly human resources newsletter distributed to all employees, explaining merchandising policies and highlighting new products. ?Organize and conduct quarterly schedule of Webcasts for all store managers, in which managers have opportunity to ask questions of buyer and receive answers. Conduct conference calls intermittently as needed. The agenda for both Webcasts and conference calls include new product assortment, floor sets, markdowns, and sales and promotions. ?Competent with paperwork: Review and approve all tickets and receivers for hundreds of purchase orders going to 67 stores weekly. ?Meet weekly with buyers and merchandising assistants to discuss sales, budgets, and airport news—terminal closures and construction or strikes—impacting company sales. Figure 1-3:Spinoff B was adapted to apply for a marketing position.
05_08037x 11/28/06 9:48 PM Page 24Part I:Pitching Your Resumes in a New Era Job Market 24Lauren L. SimpsonPage 2 Accomplishments ?In a commendation to my personnel file, HR Director complimented me on creating the model for a quarterly human resurfaces newsletter, complimenting me on my “professionalism, creativity, and presentation of company values.” Additionally, the director praised my “marketing presentation approach to the newsletter, which ‘made all the difference in readability.’ ” ?After six months of assisting buyer in making product presentations to store personnel, buy has since sent me solo to 35 stores, expressing confidence in my “gifted marketing and sales abilities.” ?Product returns from stores down 12 percent since my involvement in marketing merchandise. LouAnn’sBased in Denver, LouAnn’s is a division of Outwear, FAS, with apparel marketed to professional middle-to-upper income women in 220 stores across the . Assistant Manager, Barton Creek Square, Austin, Texas [dates]Sales Associate & Manager-In-Training, Barton Creek Square, Austin, Texas [dates]Sales Associate, Tysons Corner Center, McLean, Va. [dates] Marketing Management ?Met national goals and competed with stores acrossthe . for daily sales results, as well as comparable percentages over the previous year. ?Supervised two to three part-time sales reps per shift. ?Trained employees how best to utilize the preferred corporate selling system and industry standards for up-selling. ?Met daily management responsibilities: maintaining sales floor, inventory, shipping, ordering and record-keeping. Keyboard 40 WPM, competent use of Microsoft Suite, including Word, Excel, Outlook and PowerPoint. Accomplishments ?Personally delivered one-third of overall store revenues by closing $30,000 to $40,000 sales per month in store with 7 staff (3 full time, 4 part time).?Consistently maximized income through commissions earned.?In three months [dates], averaged $15,000 per month sales from regular customers. Other Experience: 3Blue Circle/Blue Badge of Virginia[dates]McLean, Va. State office of health insurance company. Administrative Assistant ?After high school, worked one year in administration for government marketing department. ?Compiled marketing analysis, and supported cross-company project teams. Education:1Bachelor of Science, McCombs School of Business[date] University of Texas, Austin
05_08037x 11/28/06 9:48 PM Page 25Chapter 1: The All-Purpose Resume Is So Five Minutes Ago25If during an interview Lauren is asked about her studies in retail merchan-dising, Lauren will finesse the issue, briefly pointing out the plus factors inlearning retail merchandising, and then moving onto her marketing andbusiness coursework and her experience-based accomplishments. Lauren responds to requirement 2 with her marketing experience atBrilliant Buyers. Requirement 3, knowledge of the health care industry, was more difficultto match than the other requirements but Lauren puts on her game faceand reaches back to the health insurance company she worked for rightafter high school. Lauren addresses requirement 4 in her opening summary of qualifica-tions. A reading of her resume backs up her claims regarding leadershipin a collaborative a New Era, the OnTarget ResumeBrings You So Up to DateThe pace of globalization today is faster and more sweeping than at any timein world history, says Federal Reserve Chairman Ben a recent speech before Federal Reserve leaders, the central banking chiefwent on to explain that few lands are left out of the globalization of theplanet: “The emergence of China, India, and the former communist-bloc coun-tries implies that the greater part of the Earth’s population is now engaged, atleast potentially, in the global economy.”Few argue Bernanke’s conclusion — even if they don’t like it. But anotheraspect of globalization not often mentioned is that in economic terms, capital(money) is chasing cheap labor all over the globe: Jobs are shipped to low-wage countries and educated and skilled workers migrate to developednations with good jobs on pursuit of cheap labor creates growing worldwide competition anddirectly impacts your resume — now and in the years forget the resume–job interview connection. To nab one of the betterjobs and to move up the rewards chain, your targeted resume has to attract adecision maker who will invite you to an interview to further explain how youwill give that employer precisely what his or her organization says it wantsand needs to succeed.
05_08037x 11/28/06 9:48 PM Page 26Part I:Pitching Your Resumes in a New Era Job Market 26When technology fails: The human antidoteThe job market is made up of A-list candidates Develop your own job leads by doing sub-and B-list candidates (and many candidatesstantial research and targeting your resumewho are perceived to be further down thefor a direct scale). Network to a referral-chain, asking each ofIf you’re a seasoned worker, have you ever20 or more people whom you call daily:noticed that A-list candidates are typically“Who else should I be talking to?”younger than you and have recently done the Follow up on job ads, but to diffuse thevery job the employer is trying to fill?crushing competition attempt to figure outOn the other hand, when you’re a rookie, does itwho the hiring manager is and contact thatseem as though those on the A-list are typicallydecision maker directly (see Chapter 2). Youolder than you and have recently done the verycan even write a resume letter (see Chap-job the employer is trying to fill? ter 5) to that person, but do not mention thejob ad. Your approach is that you’ve beenThe definition of frustration is when you areresearching companies where your excel-treated like an ant at a picnic because you’relent qualifications might be a good fit. Evennot perceived as an A- or B-list this “happy coincidence” causes theUnfortunately, your exclusion rate from inter-hiring manager to send your resume to view offers may be high when the employerthe HR department, now it arrives from uses online recruiting important executive and will likely answer to your dilemma: When technologykicks you to the curb, consider back-to-the- Remember that the vast majority of jobs arefuture strategies that are most advantageous tofound in small businesses. Many aren’t yetyou. Play on your turf. Get personal:using modern job-search tools and willvalue your person-to-person you write your targeted resume, remember the magic formula:Employer wantsYou offerAABBCCDD
05_08037x 11/28/06 9:48 PM Page 27Chapter 1: The All-Purpose Resume Is So Five Minutes Ago27To accomplish this custom-fit hiring, make your self-marketing document anOnTarget resume that convinces a single employer that your value proposi-tion(a buzzword meaning reason for hire) is a perfect fit for the job, not amaybefit for the is, meet as many of the employer’s requirements as you truthfully , doing so isn’t a walk on the beach. Expect to do some headscratching and creative thinking from time to time in a world growing notonly more global but more complex as the clock ticks.
05_08037x 11/28/06 9:48 PM Page 28Part I:Pitching Your Resumes in a New Era Job Market 28
06_08037x 11/28/06 9:51 PM Page 29Chapter 2New Quick Ways to Find the Right JobsIn This Chapter Using new gorilla job search engines Revisiting vigorous job boards Reviewing media job ads Going directly to company Web siteshis book shows you how to master the New Era art of peppering eachTresume with persuasive marketing facts that target a job’s 1 explains why the matchup between job requirements and yourqualifications has become critical and occupies much of this work. But yourefforts will go down the drain if you can’t put your marketing facts beforepeople who can hire Internet makes it easier than ever to uncover hoards of job opportuni-ties; the trick is to find the right ones for you. In this chapter, I discuss theonline tools you can use to reach the right eyes without stumbling aroundand wasting time. First, examine the really new tools and then take anupdated look at familiar important note: The history of the past decade proves that recruitingtechnology can turn on a dime. That’s why I cover this chapter’s online job-hunt destinations as a digest, using relatively few examples to illustrate theconcepts you want to know.
06_08037x 11/28/06 9:51 PM Page 30Part I: Pitching Your Resumes in a New Era Job Market 30The Young Giants: Vertical Job Search EnginesVertical search engines— also called verticalsor VJSEsor aggregators— arethe job seeker’s new best friends, and they’re changing the online recruit-ment game in dramatic ways. You can think of VJSEs as “Google for jobs.”That is, the verticals work like Google or other search engines, except theysearch only for job represent the next level in job search and they have arrived in thenick of time for harried job seekers who can use the services without days of yore (before early 2005), you could grow old and gray wastingweeks trudging through job listing after job listing on various job boards. One informed guesstimate says there are 50,000 job boards around the world!By contrast to this crowded cybermart where you board-hop from one site to another and on and on, the cutting-edge job verticals offer one-stop day hunter-gatherers, the verticals do the collection work for you,making it possible to go to one place and see virtually all the jobs that fityour personal criteria on the Internet. They give you the options to slice anddice your search results, based on what you want, such as full or part time,large companies or small, and so forth. And they reveal when each job wasposted. Some verticals even show you where the jobs are clustered on a do the verticals do it? Specialized search engines scrape (crawl) theWeb to find and haul in job content. That is, they use automated programs(software) called spidersor robots. The ’botsgo sleuthing on the Web, compil-ing a vast array of listings from newspaper classified ads, job boards, corpo-rate sites, and industry verticals also receiveonline feeds (direct communications) from jobboards that want their listings included in a VJSE’s inventory of jobs. Based on the keywords you supply, you can bring all relevant listings to yourcomputer in one search by using a vertical job search vertical sites usually don’t engage in job transactions themselves butpass users along to the source of the information. The verticals can point youto specialty job boards you’ve never heard of but that are opportunity richfor your occupation or industry.
06_08037x 11/28/06 9:51 PM Page 31Chapter 2: New Quick Ways to Find the Right Jobs31Four signs of hot verticalsEven though VJSEs are gifts from the technol- Easy-to-use delivery options (e-mail or RSSogy gods who know how busy you are, they’refeeds; see Chapter 3)not all created the same. Whether you experi- Tools for saving and managing savedment with one vertical at a time, or arrange forsearchesrelevant job listings to your computer from sev-eral verticals simultaneously and watch themI don’t comment on how verticals score on eachcompete for jobs that match your criteria, bearcriterion because, like auto model redesigns,in mind the four basic requirements for a greateach year brings changes for the young verti-experience. They are:cals. Judge for yourself. You may be able to getexpert comments from the Job Search Engine A search-and-match technology that worksGuide (), as well as Joel Cheesman’s blog Wide coverage of available jobs with dates().of postingsWhile it’s true that some of the material that vertical engines come up withalso appears on large search engines (such as Google, Yahoo, MSN, ), the general-purpose engines lack the vertical engines’ relevancy(the degree to which a job matches what you specified, or the ability to filter(sort out unwanted search results).By contrast, job seekers using VJSEs can filter search results using a wealthof criteria. You may, for example, want to look at jobs at companies withannual revenues of more than $100 million, or within 25 miles of a ZIP code,or only those jobs based on another criterion that you biggest potential fly in the VJSE soup is what could happen when thenew vertical giants do not have contractual agreements with the original pub-lishers of job ads. Some verticals are attempting to index and post for free allthe job openings in the universe, including those that employers paid toplace on job boards, in print, and through other media. Whether potentiallegal squabbles eventually cut into your one-stop convenience by shrinkingthe number of job postings you can shop on a VJSE is unknown. But for nowand the foreseeable future, vertical job search sites are the hot new blood-hounds to help you sniff out the jobs you want.
06_08037x 11/28/06 9:51 PM Page 32Part I: Pitching Your Resumes in a New Era Job Market 32Using a vertical: The generic basicsWhile each vertical search engine includes specific instructions on the bestway to use it, you can expect certain basic information to apply across theboard. Here are the general steps you’re likely to follow when using a verticalsearch engine: a personal with one or several verticals. Many job listings will appear onall the verticals because, with exceptions, they pull their inventory fromthe same how to receive the may prefer daily or weekly job alerts. Or you may choose an RSS(real simple syndication) feed (Chapter 3) to have job ads sent as theyare posted directly to your computer or handheld device. the preferences setting to select the jobsyou want to show on yourresults page. You may select to show results based only on location (ZIPcodes) or timeliness, for familiar with related options on the vertical vary by vertical but may include such extras as a map of thejob’s location, salary market information, company research, or poten-tial contacts inside the target your down through the job listings to be as specificas possible to get to the jobs you want. Quality — not quantity — counts most. Look for freshness of the listingand those jobs that are relevant to your preferences. Search on skills,interests, and and save your vertical allows you to save your searches on its site. Doing soenables you to manage the most current and desirable to advanced search, if you need you’re drowning in job listings or seem to be missing the mark, tryusing the vertical’s advanced search feature. You can search by such cri-teria as keywords, words in job title, company, type of job, and Doyle’s book, The Guide to Job Searching: Tools and Tacticsto Help You Get the Job You Want(Adams Media, 2006) provides more infor-mation on using vertical job search engines to scout job leads.
06_08037x 11/28/06 9:51 PM Page 33Chapter 2: New Quick Ways to Find the Right Jobs33Meet the verticalsHere’s a thumbnail sketch of each of the best-known verticals, those thatoffer the most amenities and draw from thousands of sources. Expect thedetails of any or all of these sites to change from time to Hired is an award-winning site that says it’s building the largest onlinedatabase of jobs on the planet and recently announced more than five millionjob listings indexed from large and small job boards, newspaper and classi-fied listings, government and association Web sites, and company Web site’s personable founders are dog lovers who enjoy a good joke: The siteonce ran a contest for the best true I-was-fired tale on its sister site, SimplyFired (). Dog owners can search for jobs at dog-friendly companies all over the country and find a job that welcomes bestfour-pawed friends in the office. But if that doesn’t make you barking happy,the company offers a host of other filters including family- and minority-friendly about the power of who-you-know? Simply Hired’s business networkpartner LinkedIn offers a referral job network that aims to connect job appli-cants with hiring managers. Simply Hired’s “Who Do I Know” button displaysafter each job listing to help you discover whether you have an “inside friend”whom you can tap for referrals or information. The service has a similar part-nership with the social networking site, MySpace ().The result is a splashy pairing of business or social networking with Simply Hired, you can save and simultaneously post a resume on anumber of carefully chosen job sites. Additionally, you can use any computerto visit your account. one simple search, Indeed gives job seekers free access to millions of jobsfrom thousands of Web sites. All the job listings from major job boards, news-paper classifieds, associations, and company career pages are included .The company says that more than one million new jobs are added weekly. To keep your opportunities fresh, Indeed automatically removes all jobs after30 days.
06_08037x 11/28/06 9:51 PM Page 34Part I: Pitching Your Resumes in a New Era Job Market 34With the familiar look and feel of general search engines, the popular Indeedmakes it easy to drill down by keyword and location to jobs that fit yourrequirements. You can quick-search from the Indeed home page. Just typekeywords into the “What” box describing the kind of job you want, and entera city, state or ZIP code in the “Where” box. Then click the “Find Jobs” buttonor hit the Enter key on your keyboard. You can put search results on your plate in several different ways. For exam-ple, you can View results ranked by relevance (how close the job comes to what you want). View results ranked by date, with newest jobs appearing first. View results by distance of your potential commute to ’s “Advanced Job Search” allows for more sophisticated filtering: Youcan specify exact phrases, exclude jobs that contain certain keywords,exclude jobs from recruiters, and limit results to jobs published today orwithin the last ’s more. When you want to research a company, investigate salaries forthat kind of job, see who you may know at the company through networkingsites like LinkedIn and Ryze, or view the job’s location on Google maps, clickon the “more actions” link next to each job search hip, youth-oriented Jobster site seems headed toward cyberwall-to-cyberwall coverage of online recruiting functions — from gathering employeereferrals to social networking. More than a leading vertical online recruitingservice, Jobster lets users search for jobs either nationwide or within a par-ticular region from its massive inventory of instance, a job seeker curious about the working environment at a partic-ular company may be able to read spirited postings from people who alreadywork there in a Jobster-run workers’ online social network (see Chapter 3).Additionally, you can receive two types of e-mail alerts, which you can cus-tomize to your job interests and delivery preference. Job alertsgive you aheads-up about new jobs on the Internet that match your interests. Insideralertsnotify you about new jobs that you can be referred to (by someone youknow inside the hiring company) and be recommended for by Jobster. It’skind of like getting prequalified for a mortgage when buying a don’t need to submit a resume through Jobster’s system but if you do,remember that it handles only plain text (ASCII) versions.
06_08037x 11/28/06 9:51 PM Page 35Chapter 2: New Quick Ways to Find the Right Jobs35Where are verticals headed?“Verticals are going gangbusters,” says searchspecific information categories, such asengine expert Joel Cheesman. The head ofimages, news, or even product information, theHRSEO, a search engine optimization firm spe-extension of using ever more sophisticatedcializing in recruitment, and the author ofsearch to find jobs was a natural developmentCheezhead, an award-winning blog aboutand makes a lot of search, Cheesman thinks that informa-Although not an entirely new phenomenon,tion overload has created the right environmentsites that send out spiders to aggregate job con-for vertical search to thrive. A veteran recruit-tent from sites like CareerBuilder, associationment-industry authority, Cheesman answers myportals, and corporate Web sites have just in the past few are we so hooked on search engines?How about breaking-news developments?The human brain has to digest between 3,000The vertical job search game looks to stay hotand 10,000 ad messages every day, accordingfor the foreseeable future. As of this writing,to various studies. Makes your eyes glaze over,Monster is beta testing a vertical offering underdoesn’t it? The rise in acclaimof search enginesits FlipDog brand. Net-Temps, a stalwart in thelike Google is due, in large part, to helpingstaffing industry, has launched a vertical namedpeople cut through the tremendous stated, search engines help people findwhat they want when they want it. Figure out aIf success breeds competition, the current land-few keywords for your specific need andscape of vertical job search will show robustGoogle is typically there with a good . As the great 20th Century comedianJimmy Durante often sang: “Everybody wantsWhen did verticals come along to create spe-to get inna de act.”cific categories?Although an early model ofjob verticals firstturned up in 1997 to help users search for Receiving a Jobster e-mail gives you a direct connection to a company’shiring team, and that helps you stand out from gathers job postings from more than 150,000 corporate Websites and presents them to job seekers in a searchable database. At this writ-ing, the site holds about million job listings. The inventory of job open-ings is directly collected only from companies that are hiring; no third-partyrecruiters are allowed to post openings. The database of jobs represents thehidden (or hard-to-find) job market because 50 percent to 60 percent of thepostings can’t be found on commercial job boards.
06_08037x 11/28/06 9:51 PM Page 36Part I: Pitching Your Resumes in a New Era Job Market 36GetTheJob’s “Direct Connect” technology links job seekers to each postingon the hiring company’s Web site. This allows you to read the entire jobdescription and deadhead for the job, without middle-people standing inyour reason to pounce on is that it’s free of Internet jobscams and “too good to be true” hype about jobs that don’t really is a newcomer in the ranks of job search verticals, but itsoperators say the company is hot on the trail of some new features that will“vastly improve” the job-seeker ! HotJobs In addition to providing advertised job listings on the Yahoo! HotJobs site(), the company uses its sophisticated search technologyto crawl the Internet. It offers job seekers listings from other employer andjob-related sites. This means you can inspect jobs in both employer-paid andcrawled job listings — all at no cost to actively searching for jobs, you can upload your resume so thatemployers can find you when they search the company’s database for , you can sign up for personal job search agents where you enteryour job criteria, such as industry, location, experience level, salary, and soforth. You receive new job postings that match your criteria e-mailed to youdirectly when a suitable job is in the database. Yahoo! HotJobs also has toolsto help you find a job and also manage your career — everything from a jobrecommendation engine to a salary calculator to advice on networking Boards RisingSince 1994, when job boards effectively began operating in the then newrecruiting terrain, it has seemed as though another one appears daily, leadingone observer to announce: “Holy resume, Batman — another job boardlaunches!” Today, as noted earlier in this chapter, estimates put the numberof job boards operating globally as high as 50,000.
06_08037x 11/28/06 9:51 PM Page 37Chapter 2: New Quick Ways to Find the Right Jobs37If you’ve been in the job market during the past 15 years or so, you probablyknow that a job board is a Web site where you can look for a job. Employerspay job boards to post their open positions. Job seekers typically view theirjobs for can apply through a job board for specific positions, or you can postyour resume in the board’s resume database. When you mouse aboard a jobboard, you can search for job listings by career field, occupation, job title,location, and job detail keywords. The emphasis is on local job marketsbecause most people won’t move for a job unless they have little boards have not been frozen in time. They often add user-friendlyenhancements, including privacy-sensitive features and fast-forward match-ing of job situation and job find job boards in two basic flavors: General job boards,such as CareerBuilder and Monster, cover all kindsof jobs. Specialty (or niche) job boardscover a specific group of jobs, accordingto factors like industry (), geography () or job-seeker qualifications ().Job boards are established hunting grounds for vertical job search can, of course, skip the verticals if you prefer and go straight to a jobboard. Many people job boardsThe only constant in Internet job search is change, but I want to give you asense of where to find some high-traffic job boards. As of this writing, the fol-lowing are the top three sites (according to traffic) in six commonly to () to get the latest site rank-ings, which are published
06_08037x 11/28/06 9:51 PM Page 38Part I: Pitching Your Resumes in a New Era Job Market 38ExecutiveNicheThe (English) job board resourcesThe most comprehensive, searchable listing of job boards is published onlineby AIRS, a respected training and technology company that helps recruitersround up annually, the listing is called AIRS Job Board and RecruitingTechnology is available for downloading to anyone for free, saysAIRS chief executive officer Chris Forman. The total number of job boardslisted is in the thousands, and the directory runs about 100 pages. Eachyear’s edition appears at the end of the previous valuable resource includes job sites for virtually every niche and is orga-nized in a “yellow pages” style: employment hubs, industry, business func-tion, government, financial services, healthcare, diversity, technical, collegeand alumni, and contractors, both part time and hourly. Find the directory Guide to Internet Job Searching, 2006–2007 edition,by Margaret F. Dikeland Frances E. Roehm (McGraw-Hill, 2006), is a terrific book that includes thelisting of some 700 job boards and career information sites, compiled andchecked by two pros who have specialized in online job search since it wasinvented in the early 1990s. The sites are divided by topic and job area. Thebook also includes basic information on how to search , you can Google to locate specific job boards, using relevantsearch terms, such as “job board marketing Nashville” to find a job board inthe Nashville, Tennessee, area that specializes in marketing jobs.
06_08037x 11/28/06 9:51 PM Page 39Chapter 2: New Quick Ways to Find the Right Jobs39Watch out for the black hole at major job boardsRecruiter Mary Nurrenbrock doesn’t sugarcoathave profiles. Get the name of the VP Marketing,it when describing her view of the practice ofCEO, CMO — whomever the open position isresponding to jobs advertised on the major joblikely to report :“Figuring out the address isn’t hard. Look under“When you respond to openings directlythe press releases where you’ll usually find athrough job boards, your resume usually endscompany contact e-mail address. Use the sameup in a black hole, a passive database. If you’reformat — john_doe@, @, jdoe@ — toresponding right from the board, it’s going to your resume. If it bounces back, try a dif-Bad move. These guys are up to their eyeballsferent format. If that doesn’t work, try to wran-and usually don’t even really know what thegle the address from the company manager is looking for. That is, if the HRIf all else fails, snail mail even sees the resume in the passive“What usually happens next is that the sends your resume to HR. But we’re“You need to get to the hiring manager, not to avoid that, right? No, we’re trying toHow? When you visit a job board and see a jobavoid the black hole. Now the HR person is look-that looks like it’s a fit (you notice I didn’t say thating at a resume that came to her from an inter-it looks interesting), go to that company’s Webnal source. Big difference!”site and get a name. Most of the corporate sitesJob Central National Labor Exchange ()is in a classby itself — a nonprofit Web site owned by 200 major employers through theirmembership in Direct Employers Association. JobCentral’s search enginetakes you directly to the careers page of member corporations advertisingopen jobs you may spy and want to make a run Continuing Power of Newspapers“The dead tree industry is done for and all the job ads are online.”I’ve seen and heard versions of that requiem for classified print ads in news-papers and in specialized publications during the past dozen years or so. Thetruth is, it’s not true.
06_08037x 11/28/06 9:51 PM Page 40Part I: Pitching Your Resumes in a New Era Job Market 40As breathless — and later debunked — press releases from online recruitingvendors roll into my message box, I am reminded of the joke about thetabloid editor’s instant message to his on-the-spot reporter: “Send all mind facts.”Speaking of facts, job ads certainly are trending online, especially with read-ers under 35. There’s no debate about that. And my guess is that onlinerecruiting usage will break even with print or slightly overtake it within thenext couple of here’s the rest of the storyThe latest (December 2005; updates are expected to be issued annually) reli-able study says that newspaper job ads are still licking the new digital kids onthe study, issued by The Conference Board (a major business research orga-nization), reports that despite the proliferation of online job boards, three outof four job seekers still use newspapers to look for Internet was not far behind, with three out of five job seekers using the ’ other words, 75 percent of . job seekers are turning the pages with a redSharpie in hand, while 60 percent of job seekers are firing up their computerswith a mouse at the wisdom contends that print classified advertising is valuablemainly for hourly and lower-wage jobs. That point, too, is addressed by TheConference Board study, which states that newspapers are still the mostcommon method of looking for a job in three of the four major regions acrossthe United States (The Western region is the exception), and in all but the topincome group (households with incomes of $50,000 and over).More than 75 percent in the highest group reported using the Internet in theirjob search, while roughly 70 percent used newspapers. Those with house-hold incomes below $25,000 were more likely to search newspapers (80 per-cent) than the Internet (50 percent).The net result of The Conference Board finding is that job seekers are work-ing both sides of the media market. “Job seekers are combining newspaperads and checking Internet job postings as part of their job search efforts,”according to The Conference Board’s research director, Linda Barrington. “It is a minority that only uses the Internet.”
06_08037x 11/28/06 9:51 PM Page 41Chapter 2: New Quick Ways to Find the Right Jobs41A new wind is blowing on newspapersEven that minority may be reading online job postings that began life as aprint newspaper job ad. Most help-wanted sections have found secondhomes online, so that you can search for jobs in the touch-and-feel comfort ofthe pages in your own familiar newspaper or on your favorite newspaper’sWeb site. Moreover, employers who advertise with print ads often requestthat you send your resume online to finding has become too complex and too challenging to ignore eithermedium. As I explain in Chapter 1, you’re hunting in a New success is based not on where you find a job opening but on whetheryour responding resume sparks an interview, and what happens during on Company Web SitesNo one has hard numbers on the number of company (also called corporate)Web sites today; suffice it to say there are so many you can’t possible look atall of them for your job hunt (see and other vertical jobsearch engines in the segment above).Critics accuse many corporate Web sites of being dated. Old school. Flat. what? Does having the latest and greatest matter when you’re hopping on acompany Web site to see whether it offers a job you want? One viewpoint: Acompany with a modern Web site is likely to offer other innovations as well,such as new equipment and state-of-the-art training. Another viewpoint: Itmakes little difference whether a company site looks and functions like a relic;the big question is, does it inventory the kinds of job you want?Whichever viewpoint you adopt, here are things to bear in mind about sub-mitting your resume through a corporate Web general job sites, such as and Career Builder, the uni-verse of company Web sites is decentralized. Unless you’re using a verticaljob search engine, exploring that universe is time consuming. You can easilyspend two hours taking the measure of just a couple of corporate careersites, picking up details you should know to maximize you scan a company site, back up to the home page and click to pressreleases, annual report, and general areas for any edge you can use toenhance your application when you move to the careers area.
06_08037x 11/28/06 9:51 PM Page 42Part I: Pitching Your Resumes in a New Era Job Market 42Susan Joyce, the talent behind , reminds you: “In addition to vis-iting the employer’s Web site to see what the company does, also check thecompany out on Yahoo Finance, , Hoover’s, and so forth todiscover the latest news about the employer’s industry. Don’t be the lastperson hired before layoffs begin.”When you reach the careers area and begin submitting your resume inearnest, remember to pay close attention to each requirement of the positionand customize your resume to show that your qualifications are a bull’s eyefor those requirements. Don’t bother sending a hard copy to the company’s human resources depart-ment; it’s unnecessary and will likely be tossed. You can, of course, send ahard copy to a hiring manager, as Mary Nurrenbrock discusses in the sidebarin this chapter, “Watch out for the black hole at major job boards.”Pay attention to specific instructions on each company’s site. And don’t besurprised if you’re asked to take online pre-employment tests or respond toscreening corporate sites won’t accept anonymous candidates who cloak theiridentity. Some candidates use anonymous resumes to maintain their privacyand stay out of trouble with their current employer. An anonymous resume isstripped of the resume subject’s name and contact information. Formeremployers may not be identified by name but described generically (ABCTools becomes Mid-Sized Tool Company, for instance). Anonymous resumesare distributed by job sites or third-party employment services but employ-ers often consider them to be too much trouble to bother you aren’t comfortable or experienced in applying through corporate Websites, visit a few of the best-of-the-best company sites for job seekers, as deter-mined for 2006 by consultants Gerry Crispin and Mark Mehler, principals . Crispin and Mehler are definitive authorities on Fortune500 recruiting practices. Each year they review corporate sites’ ability to“target, engage, inform, and respect the job seeker.”In alphabetical order, the CareerXRoads’ top 25 sites for staffing pages follow: Agilent () Bank of America () Bell South () C. H. Robinson () Capital One () Federated () Ford ()
06_08037x 11/28/06 9:51 PM Page 43Chapter 2: New Quick Ways to Find the Right Jobs43 GE () General Mills () Goldman Sachs () HCA () Intel () Kodak () Lilly () Merck () Microsoft () Morgan Stanley () P&G () Sherwin Williams () Southwest Airlines () Starbucks () Target () Texas Instruments () Whirlpool () Xerox ()Seeking and Finding Is Easier than EverAs you launch your job-finding campaign, I recommend that you start withvertical job search engines as a destination for your OnTarget resumes; if youdon’t seem to be scoring winners, add general and niche job boards, as wellas company Web modern tools assist your job hunt, be glad that you can find job leadstoday much faster than ever before. But while the Web is indisputably theengine driving change in the job market, Southern California career coachMark James () puts its value for most people inperspective:A recipe for unemployment: Click and send, cross your fingers, and hope thephone rings. A recipe for employment: Press a full-bore campaign that includeshuman networking and researching job leads from all media.
06_08037x 11/28/06 9:51 PM Page 44Part I: Pitching Your Resumes in a New Era Job Market 44
07_08037x 11/28/06 9:47 PM Page 45Chapter 3Spotlight Your Resume in a Web WorldIn This Chapter Discovering tech-driven ways to meet your future boss Flying in on the magic coattails of employees and others Using online social networking services to get noticed Blogging your way to a job by reading or writing Being aware of the dark side of Internet empowermenteb technologies — the new matchmakers in the job market — areWadding opportunities for you to connect with employers. (I explainWeb and its forerunner, Web , in Chapter 1.)Web sites are online services you visit to make something happen, usuallywith other people. The new wave of start-up hubs typically depends not ontraditional top-down communication from the site’s management but onbottom-up data flow from you and me and, well, everyone who wants to con-tribute content. Techies refer to the new services by the geeky phrase “user-contributed content.”You probably recognize the names of some recently popular everyone-is-smarter-than-anyone ventures. From the youth-attracting hangout atMySpace to the video-sharing site YouTube to the grass-roots online encyclo-pedia Wikipedia, they all encourage interconnection and input. Jump on in;the cyber-water’s fine, they say. The services provide the technology, and therest of us provide the substance.
07_08037x 11/28/06 9:47 PM Page 46Part I: Pitching Your Resumes in a New Era Job Market 46These Web services are finding their way into the job world. Many arefree, drawing an income stream from ads; others charge fees. You can checkout ways to use your resumes to snag interviews on any of them. The onlyway to understand this newfangled stuff is to use it. With a little practice, it’ you’re a job seeker with a streak of ambition a mile wide or a personwho just wants to go with the flow but keep an escape hatch handy if yourjob starts to sink, now’s the time to bone up on the rudiments of how tech-nology can serve you in the job describe the following carousel of job search tools with a broad brushbecause technology at the leading edge changes rapidly. Some observers estimate the average lifespan for much current technology is about 24months. Whatever the time frame of change, its warp speed renders manydetails quickly obsolete in a book. Not only does technology move forward,but companies using it come and chapter is intended to inform you, not to serve as a short-lived directoryof Web services. Instead, these pages are designed to start you off well bypointing you in newer that I describe the following Web technologies separately for clarity,but in practice, they often work side by side or join together. For example,the job search site Jobster () has gathered together mostWeb features that you can imagine under its umbrella. Simply Hired(), Indeed (), and JobCentralNational Labor Exchange () are additional examplesof sites that combine a number of Web technologies described in follows is a nonexhaustive list of nuggets from the Web Employee ReferralYou’ve probably heard this adage: Birds of a feather flock together. Therecruiting industry translates that to mean good people tend to know othergood people. In a nutshell, that’s the central argument behind onlineemployee referral employers tend to rely on referrals as a way to spot great candi-dates, job seekers can increase their odds of being interviewed and hired bygetting employees and other “connectors” (individuals who bring peopletogether) to sing their praises.
07_08037x 11/28/06 9:47 PM Page 47Chapter 3: Spotlight Your Resume in a Web World47What it isAn online referral service is an e-mail job distribution method paid for byemployers. As a job seeker, an online employee referral service helps youidentify which of your contacts may know people at the companies whereyou want to work. A referral service may also help you request a direct refer-ral to some employers’ hiring teams. And the service may enable you to keeptabs on jobs that you can get referred for via the people you know and thepeople they number of services pay a fee to referrers — company employees or trustedoutsiders acting as amateur recruiters — when a hire is made. The typical feeis $500 to $3,000 or more. The size of the reward varies widely but generallyis a much smaller fee than the 20 to 30 percent of the new hire’s first-yearsalary paid to professional third-party recruiters. Some online recruiting ser-vices pay no fees to industry leaders, according to the Electronic Recruiting News in Emailpublisher John Sumser, are Jobster () and H3(), both of which are free for job seekers.“Lots of companies and organizations have an internal (private label) onlinereferral program,” Sumser says. “Associations, trade groups, and othershared interest organizations also have them.”Getting startedGet out your Christmas-card list and directories of any group of which you’rea member — alumni, church, professional organization, environmentalactivist group, bowling league, and so forth. Familiarize yourself with onlinerecruiting services that refer people to companies. Read the site’s FAQ(Frequently Asked Questions) and follow basic process of getting inside the loop of a referral system works likethis: you spot a company where you’d like to work, check your per-sonal contact lists for the name of anyone you know who works at thatcompany. Ask your contact for a referral to the job. you have been referred, you can inquire about jobs, refer yourfriends, and get alerts by e-mail about jobs that interest you.
07_08037x 11/28/06 9:47 PM Page 48Part I: Pitching Your Resumes in a New Era Job Market 48Finding more infoOnline employee referral programs often work in tandem with online socialnetworking technology. The programs themselves are the best Social NetworkingHow do you feel about posting your persona on an e-billboard for virtuallyanyone to see? (Yes, social networking services insist that passwords andother privacy guards are in place, but they’re far from foolproof.)Job seekers and employers worldwide are beginning to take a page fromyouth-oriented MySpace (), Facebook (), and other social nets as they turn to business-oriented services wherepeople post career profiles and recruiters search for prospective it isOnline networking services offer you help in three ways: Enabling you to locate contacts, who, working inside a company youcovet, are a potential source of referrals, names of managers, tips oncompany culture, hiring mode, and other useful information. You mayhave to hop from one person’s profile to another to another and so forthuntil you reach your objective. Helping find managers in a company to whom you can send your unso-licited resume (after breaking the ice with an exchange of e-mail; aresume sent out of the blue likely will be considered spam mail anddeleted). Introducing you to recruiters, who can see your profile in a virtual net-working service and contact () is the best known of the business-orientedvirtual networks. Others with a business focus include Jobster’s () network, Ryze (), Ecademy (), and ExecuNet ().
07_08037x 11/28/06 9:47 PM Page 49Chapter 3: Spotlight Your Resume in a Web World49Eons () is a virtual network for Americans aged 50 plus, witha broad content that sometimes includes job suggestions. () is more for “that old gang of mine” connections butsports a work-and-career section where you can look for acquaintances bycompany. Zoominfo () is not a virtual network, but candeliver some of the same results for job seekers in that it is a search enginefor discovering people, companies, and sites are free of charge; others charge fees for contacting other mem-bers and certain other services. A few are fee postings on a social network can mean really big trouble for jobseekers. Many employers review profiles on social networking sites whenconsidering candidates for jobs. Surprisingly, the hard lessons learned aren’talways acquired by the young and the wireless flouting photos from drunkenparties, stories of sexual escapades, profanity-laced comments, and similarprojections of less-than-businesslike professionals old enough to know better can make unintendedstrategy errors too. A California woman called in sick so that she could joinfriends on a rafting trip. The woman’s job hit the fan when her boss, checkingentries on the boss’s teen-aged daughter’s vertical network, stumbled acrossa dated photo of the fibbing professional employee enjoying white-water funon the very day she was supposedly ill. Big safest bet is to assume future employers will read everything you post,including extreme political or religious views and rants on any controversialtopic. Here’s an easy guideline to stay out of job market trouble: Treat everyonline profile with the respect you give a startedThink about online networking as comfortable connectivity. Instead of deal-ing with faceless strangers whom you wouldn’t know if you tripped overthem, you deal with individuals you now or soon will know, and whose facesyou can see and essential process to hook up with an online social network follows thispattern: who’s already in the network invites you to join. You may alsobe able to join without an invite — most virtual networks also let usersjoin on their own.
07_08037x 11/28/06 9:47 PM Page 50Part I: Pitching Your Resumes in a New Era Job Market 50Does your online profile do more harm than good?Employers want to hire people whose qualifica-Put your best face forwardtions are a good fit for the job’s problem with some profiles is the tendency toRecruiters often try to “source” these candi-share insider stuff that seems okay when you’redates from scratch by identifying relevant can-speaking to friends but may not be perceiveddidates through online social networks andfavorably by potential employers. One wrote that she rides a motorcycle withThe bright side to online profile sourcing is her husband, which could raise questions aboutthat the more information in your profile and risk taking and health insurance costs. Her rev-the more sites where it’s posted, the moreelation would have been positive had she beenrecruiters who can find you and the more theyapplying for a job marketing Hogs or as a stuntcan know about you to incite their , but, alas, she wanted to be a dark side to online profile sourcing is thatyou risk typecasting yourself if you are a personAnother job seeker led off his profile with thewho could be considered for several differentnews that he is a cancer survivor. Health insur-career roles (school admissions officer, healthance costs? Reliable attendance? Longevity onplan coordinator, computer sales representa-the job?tive, and so on.) Pigeonholing yourself limits theThe litmus test for revealing personal data in anrange of your profile is the same as that for a resume:In another scenario, employers are willing toDoes including this information enhance myspend time checking you out online only ifperceived qualifications for the type of job Ithey’re already very interested because of aseek?If not, out it goes! Image is , or successful interview, or well-doneRemember the workplace is not a . An inappropriate fact on a canned pro-Celebrate marketable abilities, skip privatefile could cause reconsideration of your , and gag motormouth tendencies. selecting a virtual network that appears to include your kind ofpeople, register, create a password and fill in a career profile. (For pri-vacy and safety, do not include your street address in your profile.) the range of other network members who have registered withthe contacts as appropriate to your job more infoThe job referral sites themselves are your best source of additional information.
07_08037x 11/28/06 9:47 PM Page 51Chapter 3: Spotlight Your Resume in a Web World51BlogsBlogs are more plentiful than bubbles in champagne. Millions and millions ofthem effervesce around the globe — and even from outer space. In 2006, thespace tourist and American businesswoman Anousheh Ansari wrote of every-day life on the International Space Station, commenting in her blog that spacesmells like a “burned almond cookie.”Earlier blogs (Web logs in the 1990s) were online personal journals filled withtrivia and aimless reflections of a blogger’s day. It’s an understatement to saythat times have changed — and at broadband usefulness of blogs to job seekers is gathering attention — and, somesay, momentum — helped along by the morphing of those early personaljournals into sleek Web sites that showcase content posted by one or severalauthors, and which welcome comments from visitors on these posts. A smallbut growing number of employment-related blogs are capturing audience andadvertising to become media stars and influences in the job market. What it isYou can write blogs today that show your expertise in any career rare, one woman went a step further and blogged her way into ajob. Carolynn Duncan, hearing about a job opening from a friend, created ablog specifically to convince the hiring executive at Provo Labs Consulting inProvo, Utah, that she was the right person for the job. She called her blog“Why Provo Labs Wants to Hire Carolynn Duncan” and posted it on Blogger(). After reading her words and calling her in for an inter-view, the hiring executive offered Duncan the position, adding “I often scour acandidate’s resume, e-mail address, and Web site for anything resembling ablog.”Company blogs are not quite as common as crab grass but plenty of them areup and running. At Microsoft, for instance, employees write blogs abouttopics pertinent to their work; now Microsoft is using those blogs to developa dialogue with potential hires. An example is Heather Hamilton’s blog,“Marketing and Finance at Microsoft” ( vast majority of Americans won’t create a blog but will settle for readingblogs and perhaps making a comment now and then. Researchers for thetrade publicationAdvertising Age say that about 35 million workers in theUnited States visit blogs and spend an average of 40 minutes a day readingthem (office goof-off time?). The researchers speculate that one out of fourblog visits could be considered job related.
07_08037x 11/28/06 9:47 PM Page 52Part I: Pitching Your Resumes in a New Era Job Market 52Blogs are the ultimate Web insider’s clubhouse. They attract loyal, everydayreaders who hold an avid interest in a blog’s topic. Recruiters understandthat to hire the right people, you have to go where the right people hang ’s why recruiters cruise career-field-related blogs, looking for top talentin a specific occupation — or for experts who can steer them to top talent. In a recent development, job ads are beginning to appear on blogs. JoelCheesman (), a leading consultant in online recruitingtechnology, agrees that niche targeting by employers through blogs is grow-ing: “Blogs are exceptional ways for employers to reach the eyeballs of toptalent to fill their job openings,” Cheesman says. “As a result, an increasingnumber of blogs are providing the ability to post jobs. We’re at the start ofthe blog niche targeting trend.”The nascent blog-meets-job-board move is beginning in the information tech-nology sector, which is where traditional boards also started. A couple ofexamples of blogs with jobs as this book went to press: Crunchboard() and 37Signals ().Getting startedFinding blogs that you want to read regularly takes a bit of shopping these suggestions to kick off your hunt: the right blogs for you. One option is to use your browser. Enter atopic and add “blog” to the search term. For example, “employmentblog” brings up a zillion possibilities, from George’s Employment Blawg() and Labor Employment Law Blog() to The Self-Employed BusinessOwners Blog ( andEmployment Digest ().Don’t forget to look for blogs in your career field. For instance, searchingfor “nurse blog” results in a long roster of nursing blogs. One, MedBlogopathy () is packed withmore human interest text than jobs but the site is a good place to get thefeel for content and the types of comments you eventually may want can also turn to a blog search engine for blogs, such as Search4Blogs(). you find a blog you like, check out the site’s blogroll(links of blogson similar topics). George’s Employment Blawg, for example, lists sev-eral pages of other employment and recruiting blogs. The same is truefor Med Blogopathy.
07_08037x 11/28/06 9:47 PM Page 53Chapter 3: Spotlight Your Resume in a Web manage your chosen blogs by reading from a free news aggregator,such as Bloglines (). Once you’ve registered andselected the blogs you want to track, you can quickly monitor what’sbeen posted since you last read them because new information appearsin boldface. If you’re tracking only one or two blogs, you can skip thenews establish your own blog, find a host site that offers free service for begin-ning bloggers — such as Blogger (), BlogEasy (), or Typepad () — and start more infoIn addition to the tips above, to keep up with blog-based job ads, visit Blogswith Jobs ().Really Simple Syndication (RSS)The evolution of technology that is designed to give you a heads-up when ajob you want becomes available reminds me of the difference between peri-odic television network news programming and all-news cable of having to watch the news at 6 . or 11 ., you can watch late-breaking news on your timetable 24/ free online job search agents at major job boards periodically sendyou e-mail alerts about jobs that meet your specific search criteria. But themodern and also free Really Simple Syndication (RSS) technology whisks livefeedsto your computer or handheld devices around the clock with the latestjobs from thousands of employers and job sites. What it isRSS is a rapidly growing platform for the immediate distribution of onlinecontent, in this case, job does RSS beat the older e-mail job agents? Three ways: efficiency, rele-vance, and timeliness. Here’s how it works: Sending RSS job feeds to your RSS reader prevents e-mail job alerts fromclogging your in-box.
07_08037x 11/28/06 9:47 PM Page 54Part I: Pitching Your Resumes in a New Era Job Market 54 RSS feeds are said to more closely target your stated requirements. Likean advanced search, you get a closer match to what you want. For exam-ple, if you’re an accountant and you want a job in Milwaukee, an e-mailsearch agent might return everything with the term “accountant” or itsvariations, such as accounting for lost automobiles in Milwaukee. RSSjob feeds are programmed to mirror your wishes. RSS job feeds are a wonderful way to get the first word when a new jobis posted. And the feeds can be programmed to also include breakingnews in industry concerns, information that could put you at the head ofthe line in job startedHow do you read RSS feeds? You can receive RSS feeds in a few differentways. You can download a news reader program, many of which are free; useyour Web browser to search for “free newsreader program.” Alternatively,some browsers and Web sites offer similar news-reader ability already builtin. Vertical job search engines described in Chapter 2 give simple instruc-tions on how to add their live job feeds to your computer or mobile if you’re really unsure, again use your Web browser to search for “installan RSS reader.”Finding more infoWhen the die-hard techie hunger in you needs more nourishment, look upRSS (file format) on Wikipedia, the free encyclopedia at MessagingAnd you thought instant messaging (IM) was just for those under arthriticage. The quicker-than-e-mail alternative for online communication is movingrapidly to mainstream America. A recent online post from Ray Geide, the pub-lisher of the free online newsletter “Ray’s Computer Tips,” says his wife intro-duced him to IM when he was on a trip to Russia. “She didn’t want to put upwith the slowness of sending e-mails back and forth,” Geide says.
07_08037x 11/28/06 9:47 PM Page 55Chapter 3: Spotlight Your Resume in a Web World55“With instant messaging, we could see when the other was on the Internetand communicate back and forth in real time,” Geide explains. “It was liketalking on the telephone except that instead of talking we typed and insteadof using telephones we used our computers connected to the Internet. Astalking on a telephone happens in real time, so instant messaging happens inreal time. As soon as the person you are messaging with types a message andsends it, you see it and can respond by sending a message back which thatperson sees at that time.”What it isInstant messaging services are yet another new tool you can use to receivereal-time or near real-time job postings. An IM service allows you to sendmessages and resumes to any of the people on your buddy listorcontact list(the IM version of an address book), as long as that person is of IM messages you might send to your buddy list include these: I’m looking for a sales job. Not retail. Here’s resume. Can anyone push itaround? I’m trying to get hired in accounting by XYZ corp. Know anyone inside whocould walk my resume to HR or acct. mgr? Have you seen any great job postings for insurance claims adjusters? Pls advise. Hey, 300 pals, who’ll rehearse me for big job interview? Who just interviewed for job you don’t want? Maybe I do. Try a profile online creates privacy issues, but if you want to do so and touse IM in your job campaign, you need to add your IM information to yourjob search account at job sites and social or business networks and job refer-ral services that support the Doyle, () job searching guide, cautionsyou to adopt a professional-sounding IM screen name. If you’ve already got agoofy IM screen name (like nocrapola, 60isnew40, or girlgonewild), set up anew IM account used only for job searching with a no-nonsense is a dark side of computer security problems of worms, viruses, andother Internet ills that already plague e-mail. The number of “poisoned”instant messages is exploding, in part because of trust expectations.
07_08037x 11/28/06 9:47 PM Page 56Part I: Pitching Your Resumes in a New Era Job Market 56Although smart computer users know not to open suspicious e-mail, they’remore trusting of a message sent from someone on their IM buddy : Install antivirus software designed specifically for IM startedReady, aim, download an instant messaging program like this: one or more from the biggest players in the free public from most prominent down, they are•AOL Instant Messenger ()•MSN Messenger ()•Yahoo! Messenger ()•ICQ ()•Google Talk ()•Internet Relay Chat ()The more technically minded IMer who wants to be in several IM spacesat once can use free or inexpensive software, such as Trillian () or Gaim () to helpyou keep it all buddies to your buddy list. For job search purposes, the more chatting away and building your more infoThe free public instant messaging programs give you more details aboutwhat’s under their a job seeker, you can use a podcast the same way you can use a blog tospotlight your achievements and experience — to differentiate yourself fromthose with whom you are competing.
07_08037x 11/28/06 9:47 PM Page 57Chapter 3: Spotlight Your Resume in a Web World57“Just having a podcast will set you apart from others and positions you asbeing on the cutting edge,” says communications strategist Catherine Kaputa,author of U R a Brand!: How Smart People Brand Themselves for BusinessSuccess(Davies-Black, 2006). “You can turn an industry presentation, talk orpanel discussion into a podcast to underscore your leadership and presenta-tion skills.”Podcasting isn’t yet mainstream, but based on reports that podcast feedsincreased tenfold in six months in 2006, they may be headed in that you want to try podcasting as a way to get noticed in a Web world,Kaputa recommends that for the highest impact, you do it while podcastingis still it isPodcasting is a way to distribute audio and video feeds (information or musicover the Internet), rather than text alone. To make a podcast, you need acomputer, microphone, Internet access and recording software, such asRoxio Easy Media Creator () or Audacity () a free audio listen to a podcast on a mobile device (iPod, Blackberry, MP3 player, orcell phone) or a computer, you need Internet employer may use a podcast as a recruiting tool to help spread a brandingmessage that explains why the company is a good place to work and to bol-ster communications with candidates the company hopes one day to a podcast is offered on a Web site, the sponsors make it easy for youwith an invitation to “sign up here” and startedYou can find a tutorial on How do I make a podcast?” on ( Or, if you’re thesort of person who’d rather make reservations than dinner, consider usingthe commercial Feedburner service (
07_08037x 11/28/06 9:47 PM Page 58Part I: Pitching Your Resumes in a New Era Job Market 58Finding more infoVendors, professional associations, and affinity Web sites present a regularstream of podcasts. Listen and watch a few podcasts to form your own Is a Work in Progress“Web : The New Guy at Work” shouts a headline in a recent BusinessWeekarticle. The article’s subhead continues the thought with a powerful claim:“As they seep into corporate offices, Web Services will change how you dobusiness.” Take that to include how you do resume capsules of Web services in this chapter describe those that are first outof the gate, but others are standing by, not yet slick enough to make a run forthe winner’s a single example of advances that, at this writing, are not quite ready forprime time, mobile job search is a promising technology under seeing a text message of “Job match! We have a job for you.” as youcheck your mobile phone while at the mall, watching your kid’s baseballgame or even walking along the seashore. Mobile job search technology candeliver job search result summaries to mobile phones and other handhelddevices. But for now, the technology doesn’t allow candidates to apply for aposition with a handheld device. Instead, candidates must use e-mail torespond to a job alert or to send a new resume. Those challenges will beworked out, probably in the near is always evolving. Stay tuned, and make it work for never hurts to make friends with nerds and geeks.
08_08037x 11/28/06 9:48 PM Page 59Chapter 4Familiar Search Tools That Haven’t Gone AwayIn This Chapter: Revisiting scannable resumes and fax machines Eyeing fading plain text versus handsome resumes Foiling identity theft and coping with spam filters Understanding online screening techniquesot all Web technology tools have held up under the rigors of time andNprogress. Certain familiar, day-to-day job search tools — job boards and company Websites, for instance — retain star status in determining where to send yourresumes. (See Chapter 2 for a discussion of job boards and company Websites.)The handsome and fully formatted word-processed resume is another earliertool that remains on job seekers’ hit parade. The handsome resume reap-peared about five years ago as an improvement to the drab plain text (ASCII)resume that was in vogue during the 1990s when it was the only form thatolder computer-scanning technology could electronically other search tools from the 1990s — such as scannable and plain textresumes — are showing their age. In this chapter, I examine the current state of selected first-born electronictechnology tools used in the job market — and give you the lowdown on howthey can shape your employment chances.
08_08037x 11/28/06 9:48 PM Page 60Part I: Pitching Your Resumes in a New Era Job Market 60Scannable Resumes: Same as EverA scannable resume is a resume that a recipient, usually a clerk in an employ-ment office, scans into a computer as an image. Because computers readresumes differently than people do, you have to follow certain inconvenientrules, which I describe in this section, to be fairly sure that your scannableresume will be read as you intended. A scannable resume may start life as a paper resume that you can postalmail, hand deliver, or fax on a fax machine; the employer uses a scanningmachine to enter a hard copy resume into a candidate database. More oftenthese days, you create a scannable resume on your computer and e-mail it toan employer, who electronically enters it directly into a an employer has your scannable resume, computer software extractsfrom it a summary of basic information, pulling out factors like your name,contact information, skills, work history, years of experience, and resumes and their extracted summaries sleep peacefully until an HRspecialist or recruiter searches the summaries by keywords to retrieve candi-dates who match the requirements of a job opening. The technology rankscandidates, from the most qualified to the least qualified. The relevantresumes get a wake-up call and pop to the recruiting screen, where humaneyes take over the recruiting once-desirable scannable resumes are on their way out, joining MS DOS(operating software) in computer museums. Recruiters now prefer the newerintake systems that allow resumes to travel smoothly online and movestraight into an electronic resume-management database without the need toconform to scanning so, don’t trash your scannable resume just yet. If an employer or jobsite directs you to send a resume that can be scanned, do it. And do it well,so that your resume doesn’t go AWOL in a database. Take the following stepsto prevent scanning errors from putting you on the sidelines: Use type that’s clear and readable. Don’t use a condensed space separates letters; no space smushes them together. Lettersmust be distinctively clear with crisp, unbroken edges. Avoid arty, deco-rative typefaces. Avoid these bad-scan elements:•Italics or script •Underlining•Reverse printing (white letters on a black field)•Shadows or shading•Hollow bullets (they read like the letter o)
08_08037x 11/28/06 9:48 PM Page 61Chapter 4: Familiar Search Tools That Haven’t Gone Away61The old/new fax trickSometimes you may find it advantageous to goSending scannable resumes by postal mail isback to the future when your online resumesanother option, especially effective with older,never seem to result in a callback. If you canconservative managers and company the name and fax number of the hiringmanager for a job you want, try sending themanager your scannable resume by fax. •Number signs (#) for bullets (the computer may read it as a phonenumber)•Boxes (computers try to read them like letters)•Two-column formats or designs that look like newspapers•Symbols, such as a logo•Vertical lines (computers read them like the letter l)•Vertical dates (use horizontal dates: 2006–2010) Feel free to use larger fonts for section headings and your fontsize of 14 to 16 points is good. Larger headings look better on the elec-tronic image of your resume when humans read it (which they don’talways do). I recommend you format the body of your resume in a 12-point font size, the section headings in 14-point, and the name in 16-point. Do keep your scannable resume simple in design and call this approach “plain vanilla,” and they like it because itdoesn’t confuse computers. Do send your paper resume without clips are this tip for all resumes that you mail or hand deliver because sta-ples are a pain to pull out before feeding a scanner one page at a Text Resumes: A Long Last GaspThe plain text resume (also known as an ASCII resume) is an online documentconstructed without formatting in plain text file format. It is most often sentby e-mail, but can be sent by fax, postal mail, or main characteristic about this resume is its looks (or lack of same). It’sso ugly only a computer could love it. See Figure 4-1 for an example of a plaintext resume.
08_08037x 11/28/06 9:48 PM Page 62Part I: Pitching Your Resumes in a New Era Job Market 62Plain Text ResumeFigure 4-1: Plain Text (ASCII) Resume. This sample resume for Della Hutching is included solely to illustratethe appearance of a plain text resume. It is not intended to convey strong content.
08_08037x 11/28/06 9:48 PM Page 63Chapter 4: Familiar Search Tools That Haven’t Gone Away63Although plain text resumes are heading into the sunset, until the recruitingworld is totally living large with handsomely formatted e-resumes, you maybe stuck with the plain-Jane look. So here’s the drill. Create your resume inyour favorite word-processing program, save it, and then convert it to plaintext (ASCII) like this: Edit →Select Edit→ notepad. To get there click Start →Programs →Accessories → Edit → on the “Word-wrap” feature in the “Format” drop-down the resume as “” (for example, “”).Don’t forget to spell check beforeyou save your resume as an ASCII your resume now has ASCII for brains, it won’t recognize the format-ting commands that your word-processing program uses. Don’t use any characters that aren’t on your keyboard, such as “smartquotes” (those tasteful, curly quotation marks that you see in this book) ormathematical symbols. They don’t convert correctly, and your resume willneed fumigating to rid itself of squiggles and capital U’ know that you’re off in the wrong direction if you have to change thepreferences setting in your word processor or otherwise go to a lot of troubleto get a certain character to print. Remember that you can use dashes andasterisks (they’re on the keyboard), but you can’t use bullets (they’re notonthe keyboard).Although you can’t use bullets, bold, or underlined text in a plain text docu-ment, you can use plus signs (+) at the beginning of lines to draw attention topart of your document. You can also use a series of dashes to separate sec-tions and capital letters to substitute for boldface. When you don’t knowwhat else to use to sharpen your ASCII effort, you can always turn to OldReliable — white on guard against other common ASCII landmines: Typeface/fonts:You can’t control the typeface or font size in your ASCIIresume. The text appears in the typeface and size that the recipient’scomputer is set for. This means that boldface, italics, or different fontsizes don’t appear in the online plain text version. Use all caps for wordsthat need special emphasis.
08_08037x 11/28/06 9:48 PM Page 64Part I: Pitching Your Resumes in a New Era Job Market 64 Word wrap:Don’t use the word wrap feature when writing your resumebecause it will look as weird as a serial letter Erunning vertically down apage. Odd-looking word wrapping is one of the cardinal sins of onlineresumes. Set your margins at 0 and 65, or set the right margin at . Then end each line after 65 characters with hard carriage returns(press the Enter key) to insert line breaks. Proportional typefaces:Don’t use proportional typefaces that have dif-ferent widths for different characters (such as Times Roman). Instead,use a fixed-width typeface (such as Courier) so that you have a true 65-character line. For example, if you compose and send your resume inCourier 12 and it’s received in the Arial typeface, it should still work wellwith most e-mail programs, surviving transport with a close resem-blance to the original line length. Tabs:Don’t use tabs; they get wiped out in the conversion to ASCII. Useyour spacebar instead. Alignment:Your ASCII resume is automatically left-justified. If you needto indent a line or center a heading, use the spacebar. Page numbers:Omit page numbers. You can’t be certain where the pagebreaks will fall, and your name and page number could end up halfwaysouth on a you send your ASCII resume, paste it with a cover note (a very briefcover letter) into the body of your -Forms: Fill in the Blankety-BlanksThe e-form is just a shorter version of the plain text resume, and you usuallyfind it on company Web sites. The company encourages you to apply by set-ting your plain text into designated fields of the forms on the e-form is almost like an application form, except that it lacks the legaldocument status an application form acquires when you sign it, certifyingthat all facts are the on-screen instructions given by each employer to cut and pastethe requested information into the site’s template. You’re basically just fillingin the blanks with your contact information that’s supplemented by datalifted from your plain text resume.
08_08037x 11/28/06 9:48 PM Page 65Chapter 4: Familiar Search Tools That Haven’t Gone Away65The subject line onlineWhether you’re sending a scannable, plain text,Never just say Bilingual teacheroror handsome word-processed resume online, yourself! Keep rewritingthe subject line of your e-mail can bring youuntil you’ve crammed as many sales pointsfront and center to a recruiter’s possible into your “marquee.” When you respond to an advertised job, useShould you show a “cc” for “copy sent” on yourthe job title. If none is listed, use the refer-resume? If you’re e-mailing a hiring managerence number.(such as the accounting manager), copy thehuman resources department manager; that When you send an unsolicited resume,saves the hiring manager from having to for-write a short “sales” headline. For example:ward your resume to human resources and isBilingual teacher, soc studies/6 yrs’ exp. Or,more likely to result in your landing in the com-Programmer, experienced, top skills: Java,pany’s resume database to be considered forC++.any number of that e-forms can’t spell check, so cutting and pasting your resumeinto the e-form body, instead of typing it in manually, is your best bet. Becauseyou spell checked your resume before converting it to ASCII (of course youdid!), at least you know that everything is likely to be spelled all company Web sites now encourage you to apply online throughtheir applicant portals. You’re asked to fill out an online form, upload, or cutand paste your resume. Most companies ask you to answer demographicquestions about race, gender, and so forth as a way of collecting data for theEqual Employment Opportunity Commission(EEOC). You aren’t required toinclude this information to be considered for employment. Nevertheless,women and minorities are well advised to oblige the demographics if you’re a white male? Your -forms work well for job seekers in high-demand occupations, such as nurs-ing, but they don’t work so well for job seekers who need to document moti-vation, good attitude, and other personal characteristics and achievementsthat computers don’t search for. When you rely on an e-form to get anemployer’s attention, you’re playing 100 percent on the employer’s turf.
08_08037x 11/28/06 9:48 PM Page 66Part I: Pitching Your Resumes in a New Era Job Market 66Ed’s attachment etiquetteEd Struzik knows what recruiters want. Struzik,chance having the hard drive or networkpresident of BEKS Data Services, Inc. (), speaks from the vantage Do notattach ZIP files. Who’s to say the ZIPpoint of a dozen years’ experience in providingfile doesn’t contain an infected Executable?outsourced resume-processing services andAnd besides, can your resume be so largeapplicant-tracking system consulting to numer-that you have to ZIP it?ous Fortune 100 companies. Here are a few pit-falls he says resume senders need to avoid Do notattach password-protected docu-when e-mailing attachments:ments. How would you expect someone orsomething to open it without the password? Do notattach EXE files. An Executable filecould contain a virus, and no one willYippee! The Fully Designed, Handsome Resume Is Back!Before electronic and online resumes came along, the good-looking paperresume was the gold standard. The best sported a number of compellingembellishments: attractive formatting, appealing typefaces and fonts, bold-faced headings, italics, bullets, and underlining. The embellishments, taste-fully done, were refreshing to read until technology all but killed them offmore than a decade ago in favor of the electronically correct but truly blahplain text resumes I describe in the section “Plain Text Resumes: A Long Last Gasp.”The handsome resume was wonderful and was sorely missed by resume read-ers who grew bleary-eyed looking at pure text the whole long ’s in the past. Smart technology has brought back the good-lookers wegave up in the ’90s to make sure our resumes arrived intact over the you can usually attach your resume as a fully formatted, handsome dogof a document in a word-processing program, usually MS Word orWordPerfect. Check out Chapter 8 to find out how to make yours good-looking enough to be voted the Resume with Which You Are Most Likely toSucceed.
08_08037x 11/28/06 9:48 PM Page 67Chapter 4: Familiar Search Tools That Haven’t Gone Away67Stop and ask directionsAlthough scannable and plain text resumes areby telephone or by e-mail the company humanheaded the way of carbon paper, and the vastresource department or the company recep-majority of resume readers prefer to cast theirtionist the following question:eyes on the handsome resume, make a realityI want to be sure I’m using your preferredcheck. You job hunt in a time of transitioningtechnology to submit my resume. Can Itechnology, including an explosion of filters thatsend it as an attachment, say in MS Wordwill not accept word attachments. The attach-or WordPerfect?ments are refused as a way to avoid viruses andto keep out spam (including resume spam).Alternatively, if you don’t have a clue, you cansend your resume within the body of your e-mailThis means that you can never be 100 percentas plain text and also attach it as a word-sure what technology is being used where youprocessed to send your resume. The solution is to askFrom Identity Theft to Recruiter Turnoff:Why Resume Blasting Is a Bad IdeaResume blasting services (also jokingly known as resume spamming ser-vices) advertise their willingness to save you time and trouble by “blasting”your resume to thousands of recruiters and hiring managers all over theInternet — for a fee, of course. The pitches are tempting, but should you availyourself of this miraculous service? Just say no! Resume blasting can bringyou big trouble, from making identity theft easier for crooks, to irritating yourboss, to making you an “untouchable” for recruiters. Privacy and identity theft problemsConcerning identity theft issues, privacy expert Pam Dixon advises being cau-tious with your resume’s information. On her nonprofit World Privacy Forum(), she continually updates a must-readreport titled “Job Seeker’s Guide to Resumes: Twelve Resume Posting Truths.”Truth Number One says this: “If you’re going to post a resume online, postyour resume privately. Most job sites offer anonymous posting that lets youmask your contact information and e-mail address when you post a resume.
08_08037x 11/28/06 9:48 PM Page 68Part I: Pitching Your Resumes in a New Era Job Market 68This resume posting option allows you to decide who sees your real informa-tion, such as your home address. Masking this information is perhaps thesingle most important step job seekers who want to post a resume online cantake to protect themselves.”Is Pam Dixon overreacting? No. The media has been full of horror stories ofidentity theft for some years. Admittedly, merely being careful about releasing your resume informationonline won’t keep you safe from identity theft in these days when the guardrails on privacy are coming down in so many ways in so many places. But dobe stingy with your private information. Identity theft may be the worst-case scenario, but it isn’t the only life-alteringproblem that can arise when you put your business on in your workplaceUse a resume-blasting service while you’re employed, and you might loseyour current job. “Many employers do search for their employees’ resumes injob site resume databases and search engines,” explains Susan Joyce, CEO , who tracks the privacy your resume past spam gatekeepersYou may not know whether your resume“free,” “trial,” “cash,” or “great offer.” Evenbecomes cyber-litter because a spam or virusappropriate phrases like “increased salesfilter deletes it unread. Susan Joyce, who oper-$10,000 a month,” can trigger spam filters,ates ()thanks to junk pitches such as “Makeoffers these tips for getting your resume where$10,000 a month from home working partyou want it to go:time.” When you’re in doubt, try spelling outdollar amounts. Do send e-mail to only one company at atime. If your ISP (Internet Service Provider) Don’t use too many numbers in your e-mailsuspects you’re sending out a battalion ofaddress, such as jobseeker12635@, its computers may kill your . Filter software may think the numbersOn the receiving end, filters may see a largeare a spammer’s tracking of addressees as incoming spam Send your resume to yourself and seeand eliminate your it lands in your junk filter bin. One Do look at the junk mail you get and avoidsoftware expert runs every resume andusing subject lines with exclamation points,cover note through three spam filters on hisall capitals, or spam buzzwords, such ascomputer before e-mailing them.
08_08037x 11/28/06 9:48 PM Page 69Chapter 4: Familiar Search Tools That Haven’t Gone Away69“When employees’ resumes are found grazing in someone else’s pasturebefore noon,” says CareerXroads’ Mark Mehler, who consults with countlesscompany managers, “they may be on the street by the end of that same day.”Overexposure to recruitersOne more reason not to spread your resume all over the map: When you’retargeting the fast track to the best jobs, nothing beats being brought to anemployer’s notice by an important third person — and an independentrecruiter qualifies as an important third are becoming resistant to paying independent recruiters big feesto search the Web when they theoretically can save money by hiring in-housecorporate recruiters to do it. That’s why recruiting agencies need fresh inven-tory that employers can’t find elsewhere. If you want a third-party recruiterto represent you, think carefully before pinning cyber-wings on your addition to losing control of your resume, its wide availability can causesquabbles among contingency recruiters over who should be paid for findingyou. An employer caught in the conflict of receiving a resume from multiplesources, including internal resume databases, will often pass over a potentialemployee rather than become involved in deciding which source, if any,should be Screening Keeps On Keepin’ OnYour OnTarget resume may never be read if an employer’s online screeningprogram decides in advance that you aren’t qualified for the position’s stated — or unstated — requirements. In essence, screening software has thefirst word about who is admitted for a closer look and who isn’ screening is an automated process of creating a blueprint of knownrequirements for a given job and then collecting information from each appli-cant in a standardized manner to see whether the applicant matches theblueprint. The outcomes are sent to recruiters and hiring screening is known by various terms — prescreeningand pre-employmentscreening,to mention two. By any name, the purpose of online screening is toverify that you are, in fact, a good fit for the position and that you haven’t liedabout your background. Employers use online screening tools (tests, assess-ment instruments, questionnaires, and so forth) to reduce and sort appli-cants against criteria and competencies that are important to theirorganizations.
08_08037x 11/28/06 9:48 PM Page 70Part I: Pitching Your Resumes in a New Era Job Market 70If you apply online through major job sites or many company Web site careerportals, you may be asked to respond yes or no to job-related questions,such as: Do you have the required college degree? Do you have experience with (specific job requirement)? Are you willing to relocate? Do you have two or more years’ experience managing a corporate com-munications department? Is your salary requirement between $55,000–$60,000/year?Answering “no” to any of these kinds of questions disqualifies you for thelisted position, an automated decision that helps the recruiters thin the herdof resumes more quickly but that could be a distinct disadvantage to you, thejob searcher. (Without human interaction, you may not show enough of thestated qualifications, but you may have compensatory qualifications that amachine won’t allow you to communicate.)On the other hand, professionals in shortage categories will benefit by aquick response, such as nursing. Example: Are you an RN?If the answer is“yes,” the immediate response, according to a recruiter’s joke, is “When canyou start?”Sample components of online screeningThe following examples of online screening aren’t exhaustive, but they areillustrations of the most commonly encountered upfront filtering techniques. Basic evaluation:The system automatically evaluates the matchbetween a resume’s content (job seeker’s qualifications) and a job’srequirement and ranks the most qualified resumes at the top. Skills and knowledge testing:The system uses tests that require appli-cants to prove their knowledge and skills in a specific area of skills and knowledge testing is especially prevalent in informationtechnology jobs where dealing with given computer programs is basic tojob performance. Like the old-time typing tests in an HR office, there’snothing subjective about this type of quiz: You know the answers, or you don’t. Personality assessment:Attempts to measure work-related personalitytraits to predict job success is one of the more controversial types ofonline testing. Dr. Wendell Williams, a leading testing expert based in theAtlanta area, says that personality tests expressly designed for hiring are in a totally different league than tests designed to measure thingslike communication style or personality type: “Job-related personality
08_08037x 11/28/06 9:48 PM Page 71Chapter 4: Familiar Search Tools That Haven’t Gone Away71testing is highly job specific and tends to change with both task andjob,” he says. “If you are taking a generic personality test, a good rule isto either pick answers that fall in the middle of the scale or ones youthink best fit the job description. This is not deception. Employers rarelyconduct studies of personality test scores versus job performance andso it really does not make much difference.” Behavioral assessment:The system asks questions aimed at uncoveringyour past experience applying core competencies the organizationrequires (such as fostering teamwork, managing change) and position-specific competencies (such as persuasion for sales, attention to detailfor accountants). I further describe competencies in Chapter 6. Managerial assessments:The system presents applicants with typicalmanagerial scenarios and asks them to react. Proponents say that man-agerial assessments are effective for predicting performance on compe-tencies, such as interpersonal skills, business acumen, and decisionmaking. Dr. Williams identifies the many forms these assessments cantake:•In-basket exerciseswhere the applicant is given an in-basket full ofproblems and told to solve them.•Analysis case studieswhere the applicant is asked to read a prob-lem and recommend a solution.•Planning case studieswhere the applicant is asked to read about aproblem and recommend a step-by-step solution.•Interaction simulations where the applicant is asked to work out aproblem with a skilled role player.•Presentation exerciseswhere the applicant is asked to prepare,deliver, and defend a presentation.•Integrity testsmeasure your honesty with a series of can probably spot the best answers without too much and cons of online screeningHere’s a snapshot of the advantages and disadvantages of online screening,from the job seeker’s perspective: Advantages:In theory, a perfect online screening is totally job-basedand fair to all people with equal skills. Your resume would survive thefirst cut based only on your ability to do well in the job. You also arescreened out of consideration for any job you may not be able to do,saving yourself stress and keeping your track record free of false starts. Disadvantages:The creation of an online process is vulnerable tohuman misjudgment; I’m still looking for an example of the perfectonline screening system. Moreover, you have no chance to “make up”
08_08037x 11/28/06 9:48 PM Page 72Part I: Pitching Your Resumes in a New Era Job Market 72Level playing field for salariesWhen employers demand your salary require-You can, with a few clicks, get a free ball-ments before they’ll schedule an interview, youpark estimate of your market worth. For a feeare at a disadvantage in negotiating $100, you can order a detailed report fromBut with hundreds of Web sites broadcastingthese salary-calculator services that pinpointthe compensation information supplied by a trioyour market value. Now, you become a moreof salary calculator services — and more equal partner in the negoti-(), Salary Expert (. If your market rate is $75,000/year and ), and PayScale ( the question earlier in this section “) — the tables are salary requirement between $55,000 and$60,000 per year?” you can answer “no” andkeep competencies or skills. (An analogy: You can read music, butyou don’t know how to play a specific song. You can learn it quickly, butthere’s no space to write “quick learner.”)Can your resume be turned away?What if you get low grades on answering the screening questions — can theemployer’s system tell you to take your resume and get lost? No, not can leave a resume, but if they don’t pass the screening, the resumewill be ranked at the bottom of the list in the database. The bottom line is that if you don’t score well in screening questions, yourresume will be exiled to an electronic no-hire zone even if it isn’t physicallyturned Your Resumes to the JobsPart I covers new Web and surviving Web online job search both the latest and the traditional methods is critical to move yourresumes along cyberways and byways that lead to interview offers. But never forget that to get past software filters, your resumes must spell outyour qualifications for the jobs’ requirements. If you’re parking your resumesin an online database rather than responding to a specific job ad, make surethey specify that you possess the most commonly requested requirements ina given career field.
09_08037x 11/28/06 9:50 PM Page 73Part IIResume BasicsThat Wow ‘EmEvery Time
09_08037x 11/28/06 9:50 PM Page 74In this part . . .ow do you show off your strengths and shine theHbest light on your not-so-strengths? This part showsyou how to handle a whole slew of less-than-ideal workhistories or situations — from too much experience to toolittle. In this part, I also explain how to give your contentthe zing it needs and how to make sure it’s a looker.
10_08037x 11/28/06 9:50 PM Page 75Chapter 5Creating Your Best ResumeIn This Chapter Selling your value to people you want to work for Focusing your resume like a high-powered laser Selecting the format that champions your image Comparing format features in case you’re not sure Sampling uncommon formatsow much are you worth to employers? Your resume inspires their firstHbest guess, so you want to make sure it’s a compelling portrait of yourstrengths and skills. Paint yourself in murky colors on a stained canvas, andyou’re likely never to get in the door. This chapter shows you how to struc-ture your resume so that you come off as a you kick off a personal marketing campaign with you as the product, buildyour main job search communication on a solid foundation and put it inlights with the right shade of persuasive time has come for seeker to meet substance: 3-2-1 begin!“Telling It” Mutes; “Selling It” SingsPretend you’re in the market for replacement windows in your home. Whichof the following two messages would better tweak your interest in taking acloser look at the company?
10_08037x 11/28/06 9:50 PM Page 76Part II:Resume Basics That Wow ’Em Every Time 76The Turner Group has been in existence replacing windows for 30+ years atthe same easy-to-find showroom. We offer 25 different models and windowsizes — a choice to fit every home and Turner Group has been assisting homeowners to protect their homevalues with 25 models of high-quality replacement windows at discountprices — and in all sizes — since the first statement is an example of telling it; the message is “look at us!” Thesecond statement is an example of selling it, and its message is “here’s whatwe can do for you.”OnTarget resumes don’t tell it — they sell it! Dry, dull descriptions of whatyou did on a job is as boring as video of a friend’s childhood birthday excitement! List your background facts but make sure you positionthem as end-user (employer) way to sell your value and your benefits to an employer who has thepower to hire you is to get specific. Communicate the importance of whatyou’ve done by using details — numbers, names, achievements, outcomes,volume of sales or savings, and size of contracts, for , when you sell it, you breathe life into a rigid, dreary, boring, andgenerally coma-inducing document. Here are several examples of the sell-itstrategy for itSell itSupervisor of HR generalist and Supervisor with 10 years’ successful recruiting functions for 10 years at management of 6 HR generalists and company recruiters for regional company with3 administrative offices and 8 manufac-turing as network administrator As network administrator, created in with responsibility for administra-excess of 750 user scripts, installed 16 tion and , administered securitycodes to 350 clients, supervised instal-lation of company-wide Microsoft XPPro, and regularly solved stress-causingmalfunctions in operating system sales rep for new homes In a cooling housing market (off 11% in prestigious development in year from previous year), became number-when housing market began to sales rep, selling $7,800,000 in 12months — 13 homes at $600,000 floor.
10_08037x 11/28/06 9:50 PM Page 77Chapter 5: Creating Your Best Resume77Other chapters of this book clue you in on more techniques of approachingyour resume with a sell-it mindset, the starting gate of today’s high-stakesresume derby. In the classic film Butch Cassidy and the Sundance Kid,ButchCassidy tells Sundance: “You have vision but the rest of the world wears bifocals.” Help employers see not only what you were responsible for buthow well you did it and why it Your ResumeToo many jobs in your background threaten your focus. Unfocusedis an uglyword in job-search circles, one that indicates you lack commitment, thatyou’re perpetually at a fork in the road. It’s a reason notto hire your resume looks as though it will collapse under the weight of amishmash of jobs unconnected to your present target, eliminate your previ-ous trivial pursuits. Group the consequential jobs under a heading that says Relevant Work Experience Summary. What if this approach solves oneproblem — the busy resume — but creates another, such as a huge, gapingblack hole where you removed inconsequential jobs? Create a second workhistory section that covers those holes, labeling it Other -ure 5-1 shows an with an unfocused career pattern on paper is easier when it’s doneunder the banner of a temporary service company. The treatment in this caselists the temporary services company as the employer. You choose one jobtitle that covers most of your assignments. Under that umbrella title, identifyspecific assignments. Give the dates in years next to the temporary servicesfirm, skipping dates for each assignment. Figure 5-2 shows an if you work for several temporary services at the same time? Thesimple answer is that you use the same technique of dating your work his-tory for the temporary service firms, not for the individual assignments. Thisdating technique is a statement of fact; you legally are an employee of thetemporary services firm, not of the company that pays for your excess jobs or focus isn’t a problem, you may choose an alternativepresentation for a series of short-term jobs, as I show you in Chapter 4. Thealternative doesn’t mention the staffing firm(s) but only the names of thecompanies where you worked.
10_08037x 11/28/06 9:50 PM Page 78Part II:Resume Basics That Wow ’Em Every Time 78Impacted Resume with Focus[dates][dates][dates][dates][dates]Figure 5-1: Solving the black-hole problem in a jobs-impacted resume by creating a focus plus a secondwork history section.
10_08037x 11/28/06 9:50 PM Page 79Chapter 5: Creating Your Best Resume79Focusing with Temp Jobs[dates]Figure 5-2: Listing your temporary job assignments without looking unfocused.
10_08037x 11/28/06 9:50 PM Page 80Part II:Resume Basics That Wow ’Em Every Time 80Resume Formats Make a DifferenceResume formatrefers not to the design or look of your resume but to how youorganize and emphasize your information. Different format styles flatter dif-ferent root, formats come in three family trees: The reverse chronologicallists all employment and education, beginningwith the most recent and working backward. The skills-based functionalshouts what you can do instead of relayingwhat you’ve done and where you did it. The hybridor combinationis a marriage of both :The narrative format is an outdated chronological format that startswith the oldest facts and works forward to the newest facts. A pretentiousvariation of the narrative format uses the third person as though you werewriting a biography. I don’t bother to even discuss them, and I strongly sug-gest that you don’t use either basic styles have spawned a variety of other formats, the best knownof which are these: Professional Academic curriculum vitae International curriculum vitaeTable 5-1 gives you a breakdown of which format to use 5-1Your Best Resume Formats at a GlanceYour SituationSuggested FormatsPerfect career patternReverse ChronologicalRookie or ex-militaryFunctional, Hybrid, Accomplishment, LinearSeasoned aceFunctional, Hybrid, AccomplishmentBusinessReverse Chronological, AccomplishmentTechnicalAccomplishment, Reverse Chronological, HybridProfessionalProfessional, Academic Curriculum Vitae, Portfolio
10_08037x 11/28/06 9:50 PM Page 81Chapter 5: Creating Your Best Resume81Your SituationSuggested FormatsGovernmentReverse Chronological, ProfessionalArts/teachingProfessional, Portfolio, Academic Curriculum VitaeJob history gapsFunctional, HybridMultitrack job historyFunctional, HybridCareer changeFunctionalInternational job seekerInternational Curriculum VitaeSpecial issuesFunctional, HybridThe following sections explore each type of resume format so that you canchoose the style best for you and your Chronological FormatThe reverse chronological(RC) format, shown in Figure 5-3, is straightforward:It cites your employments from the most recent back, showing dates as wellas employers and educational institutions (college, vocational-technicalschools, and career-oriented programs and courses). You accent a steadywork history with a clear pattern of upward or lateral and weaknessesCheck to see whether the reverse chronological resume’s strengths areyours: This upfront format is by far the most popular with employers andrecruiters because it is so, well, upfront. RC links employment dates, underscoring continuity. The weight of yourexperience confirms that you’re a specialist in a specific career field(social service or technology, for example). RC positions you for the next upward career step. As the most traditional of formats, RC fits traditional industries (such asbanking, education, and accounting).
10_08037x 11/28/06 9:50 PM Page 82Part II:Resume Basics That Wow ’Em Every Time 82Take the weaknesses of the reverse chronological format into account: When your previous job titles are substantially different from your targetposition, this format doesn’t support your objective. Without carefulmanagement, the RC reveals everything, including inconsequential jobsand negative factors. RC can spotlight periods of unemployment or brief job tenure. Without careful management, RC reveals your age. Without careful management, RC may suggest that you were plateauedin a job too should use this format andwho should think twiceUse the reverse chronological if you fall into any of these categories: You have a steady school and work record reflecting constant growth orlateral movement. Your most recent employer is a respected name in the industry, and thename may ease your entry into a new position. Your most recent job titles are impressive stepping stones. You’re a savvy writer who knows how to manage potential negative fac-tors, such as inconsequential jobs, too few jobs, too many temporaryjobs, too many years at the same job, or too many years of twice about using the RC under these circumstances: You have a lean employment history. Listing a stray student job or two isnot persuasive, even when you open with superb educational creden-tials enhanced with internships and co-op careful attention, you can do a credible job on an RC by extractingfrom your extracurricular activities every shred of skills, which you pre-sent as abilities to do work with extraordinary commitment and a headfor quick learning. You have work-history or employability problems — gaps, demotions,stagnation in a single position, job hopping (four jobs in three years, forexample), reentering the workforce after a break to raise a very careful management to truthfully modify stark , you may find that other formats can serve you better.
10_08037x 11/28/06 9:50 PM Page 83Chapter 5: Creating Your Best Resume83Reverse Chronological FormatYOUR NAMEHome AddressCity, State, Zip CodeHome and Cell PhonesE-mailObjective: A position that uses your Years of work experience, paid and unpaid, relevant to target position’s requirements Achievement that proves you can handle the target Another achievement that proves you can handle the target Skills, competencies, characteristics — facts that further your ability to handle target job Education and training relating to the target (if unrelated, bury in resume body)PROFESSIONAL EXPERIENCE AND ACCOMPLISHMENTS[dates] Job Title Employer, Employer’s LocationA brief synopsis of your purpose in the company, detailing essential functions, products and customer base you managed. An achievement in this position relevant to objective (do not repeat summary) A second achievement in this position relevant to current objective More accomplishments, ., awards, recognition, promotion, raise, praise, training[dates] Job Title Employer, Employer’s LocationDetailed as above.[dates] Job Title Employer, Employer’s LocationA briefer synopsis of your purpose in the company, overviewing functions, products, customer base. An achievement made during this position relevant to current objective More accomplishments, ., awards, recognition, promotion, raise, praise, training[dates] Job Title Employer, Employer’s LocationAn even briefer synopsis of your purpose in the company, overviewing functions, products, customer base. An achievement made during this position that’s relevant to current objectiveEDUCATION AND PROFESSIONAL TRAININGDegree(s), classes, seminars, educational awards and honors Credentials, clearances, licensesFigure 5-3:The tried-and-true, basic reverse chronological format.
10_08037x 11/28/06 9:50 PM Page 84Part II:Resume Basics That Wow ’Em Every Time 84Creating a reverse chronological resumeTo create an OnTarget RC resume, remember to Focus on areas of specific relevance to your target position. List all pertinent places you’ve worked, including for each the name of theemployer and the city in which you worked, the years you were there,your title, your responsibilities, and your measurable handle problems such as unrelated experience, you can group unrelatedjobs in a second work history section under a heading of Other Experience,or Previous Experience, or Related Experience. I tell you more about handlingspecial circumstances in Chapter FormatThe functional format, shown in Figure 5-4, is a resume of ability-focusedtopics — portable skills or functional areas. It ignores chronological order. In its purest form, the functional style omits dates, employers, and job titles. But, employers don’t like it when you leave out the particulars, so con-temporary functional resumes list employers, job titles, and sometimes evendates — but still downplay this information by briefly listing it at the bottomof the resume. The functional format is oriented toward what the job seekercan do for the employer instead of narrating and weaknessesThe following are the strengths of the functional format: A functional resume directs a reader’s eyes to what you want him or herto notice. It helps a reader visualize what you can do instead of whenand where you learned to do it. Functional resumes salute the futurerather than embalm the past. The functional format — written after researching the target company —serves up the precise functions or skills that the employer wants. It’slike saying, “You want budget control and turnaround skills — I havebudget control and turnaround skills.” The skills sell is a magnet toreader eyes!
10_08037x 11/28/06 9:50 PM Page 85Chapter 5: Creating Your Best Resume85 It uses unpaid and nonwork experience to your best advantage. It allows you to eliminate or subordinate work history that doesn’t sup-port your current of the functional format include the following: Because recruiters and employers are more accustomed to RC formats,departing from the norm may raise suspicion that you’re not the creamof the crop of applicants. Readers may assume that you’re trying to hideinadequate experience, educational deficits, or who knows what. Functional styles may leave unclear which skills grew from which jobs orexperiences. This style doesn’t make a clear career path obvious. This format doesn’t maximize recent coups in the job should use this format andwho should think twiceThis resume is heaven-sent for career changers, new graduates, ex-militarypersonnel, seasoned aces, and individuals with multitrack job histories,work-history gaps, or special-issue seekers with blue-ribbon backgrounds and managers and professionalswho are often tapped by executive recruiters should avoid this a functional resumeChoose areas of expertise acquired during the course of your career, includ-ing education and unpaid activities. These areas become skill and functionalheadings, which vary by the target position or career field. Note any achieve-ments below each heading. A few examples of headings are: Management,Sales, Budget Control,Cost Cutting, Project Implementation, and the headings in the order of importance and follow each heading with aseries of short statements of your skills (shown in Figure 5-4). Turn yourstatements into power hitters with measurable achievements.
10_08037x 11/28/06 9:50 PM Page 86Part II:Resume Basics That Wow ’Em Every Time 86Functional FormatYOUR NAME Address, City, State, Zip CodeHome and Cell Phones E-mailJob Title You DesireMore than (# years paid and unpaid) work experience, in target area, contributing to an (achievement/result/high ranking in industry/top 5% of performance reviews). Add accomplishments, strengths, proficiencies, characteristics, education, brief testimonial — anything that supports your target job EXPERIENCE AND ACCOMPLISHMENTSA TOP SKILL (Pertinent to objective and job requirements) An achievement illustrating this skill, and the location/employer of this skill* A second achievement illustrating this skill, and the location/employer of this skill*A SECOND TOP SKILL (Pertinent to objective and job requirements) An achievement illustrating this skill, and the location/employer of this skill* A second achievement illustrating this skill, and the location/employer of this skill*A THIRD TOP SKILL (Pertinent to objective and job requirements) An achievement illustrating this skill, and the location/employer of this skill* A second achievement illustrating this skill, and the location/employer of this skill*A FOURTH SKILL (Optional — must relate to objective and job requirements) Detailed as aboveA UNIQUE AREA OF PROFICIENCY (Pertinent to objective and job requirements) An achievement testifying to this proficiency, including the location/employer* A list of equipment, processes, software, or terms you know that reflect your familiarity with this area of proficiency A list of training experiences that document your qualifications and proficiencyEMPLOYMENT HISTORY[dates] Job Title Employer, Location[dates] Job Title Employer, Location[dates] Job Title Employer, Location[dates] Job Title Employer, LocationPROFESSIONAL TRAINING AND EDUCATIONDegrees, credentials, clearances, licenses, classes, seminars, training* Omit locations/employers if your work history is obviously lacking in lockstep upward mobilityFigure 5-4: No experience? Use the functional resume format.
10_08037x 11/28/06 9:50 PM Page 87Chapter 5: Creating Your Best Resume87Hybrid FormatThe hybrid, a combination of reverse chronological and functional formats,satisfies demands for timelines as well as showcases your marketable skillsand impressive accomplishments. Many people find the hybrid to be themost attractive of all , in a hybrid, a functional summary tops a reverse chronologicalpresentation of dates, employers, and capsules of each position’s 5-5 gives you a template for this and weaknessesA hybrid format combines the strengths of both the reverse chronologicaland functional formats, so check out those earlier sections. Its weakness isthat, like a functional resume, it departs from the straightforward reversechronological format that a very conservative employer may should use this format and who should think twiceThe hybrid is a wise choice for rookies, ex-military personnel, seasoned aces,those with job history gaps or a multitrack job history, and individuals withspecial-issue hybrid style is similar to the contemporary functional format — so muchso that making a case for distinction is sometimes changers or job seekers needing more appropriate formats, such asthe functional, should skip the a hybrid resumeBuild a functional format of ability-focused topics and add employment documentation — employers, locations, dates, and duties.
10_08037x 11/28/06 9:50 PM Page 88Part II:Resume Basics That Wow ’Em Every Time 88Hybrid FormatYOUR NAMEAddress, City, State, Zip CodeHome and Cell PhonesE-mailObjective: Position as_____using your___ (#) years of experience in skills key to OF QUALIFICATIONSNumber of years in area of target positionRelated education, training and accreditationAn achievement pertinent to objectiveQualifications that reinforce your candidacy for this positionOther accomplishments, characteristics, proficienciesSUMMARY OF SKILLS Technical skills Processes Computer softwareACCOMPLISHMENTS AND EXPERIENCEJob Title, Top Qualifications Used Employer, Location [dates] A Top Skill (Pertinent to objective/requirements) Accomplishments made while in this position ? Several apt achievements from position, pertinent to this skill and the objective Another Skill (Pertinent to objective) ? Several achievements pertinent to this skill and the objectiveJob Title, Top Qualifications Used Employer, Location [dates] A Top Skill (Pertinent to objective/requirements) Accomplishments made while in this position, even more detailed Several apt achievements from this position, similar to above Another Skill (Pertinent to objective) Several achievements pertinent to this skill and the objectiveJob Title, Top Qualifications Used Employer, Location [dates] A Top Skill (Pertinent to objective/requirements) ? Accomplishments made while in this position? Several apt achievements from position, pertinent to this skill and the objective Another Skill (Pertinent to objective) ? Several achievements pertinent to this skill and the objective PROFESSIONAL TRAINING AND EDUCATIONDegrees, accreditations, licenses, clearances, coursesFigure 5-5:The hybrid format — the best of both worlds.
10_08037x 11/28/06 9:50 PM Page 89Chapter 5: Creating Your Best Resume89Professional FormatA professional format, also called a professional vitae orprofessional CVisslightly long winded (say, three to five pages) but factual. It emphasizes pro-fessional qualifications and activities. This format, shown in Figure 5-6, isessentially a shortened academic curriculum and weaknessesThe professional resume is mandatory for certain kinds of positions; yourchoice is whether to send this type or go all the way and send an academiccurriculum be aware that professional resumes are reviewed under a microscope;every deficiency stands out. Adding a portfolio that shows your experience-based work skills may compensate for missing chunks of formal require-ments. Just make sure that any unsolicited samples you send are high qualityand need no should use this format and who should think twiceProfessionals in medicine, science, and law should use this format. Also use itwhen common sense of convention makes it the logical choice, as whenyou’re applying for a leadership civil service appointment in most nonprofessionals, especially managers, the professional format a professional resumeBegin with education, professional training, and an objective. Follow with asummary of the main points you want the reader to absorb. Follow that infor-mation with details of your professional experience and accomplishments.
10_08037x 11/28/06 9:50 PM Page 90Part II:Resume Basics That Wow ’Em Every Time 90Professional FormatYOUR NAMEAddress, City, State, Zip CodeHome and Cell PhonesE-mailEDUCATION AND PROFESSIONAL TRAININGDegrees, credentials, awards, achievements, honors, seminars, clearances, : A position that uses your talents, with an emphasis on your special ? Number of years of work experience, paid and unpaid, relevant to target? Accomplishment(s) that prove your unique candidacy for this position? Qualifications geared for the objective position or company requirements? Other things the employer will like to know — proficiencies, characteristics, achievements, training, credentials and educationPROFESSIONAL EXPERIENCE AND ACCOMPLISHMENTS[dates] Job Title Employer, Employer’s LocationA brief synopsis of your purpose in the company, detailing essential functions and products you managed, and your customer base. ? An achievement made during position pertinent to target ? A second achievement made during position also pertinent to target ? More achievements — awards, recognition, promotion, raise, praise, training[dates] Job Title Employer, Employer’s Location An even briefer synopsis of your purpose in the company, overviewing functions, products, customer base. ? An achievement made during this position that is applicable to target ? More achievements — awards, recognition, promotion, raise, praise, training* List three previous jobs with the same detail as above; divide jobs according to job title, not 5-6:The long but effective professional format is perfect for certain careers.
10_08037x 11/28/06 9:50 PM Page 91Chapter 5: Creating Your Best Resume91Follow the template in Figure 5-6, paying attention to accomplishments. Justbecause you present yourself in a low-key, authoritative manner doesn’tmean that you can forget to say how good you Curriculum VitaeThe academic curriculum vitae(CV) is a comprehensive biographical state-ment, typically three to ten pages, emphasizing professional qualificationsand activities. A CV of six to eight pages, ten at the most, is recommended fora veteran professional; two to four pages is appropriate for a young profes-sional just starting out (see the “Professional Format” section earlier in thischapter).If your CV is more than four pages long, show mercy and save eyesight byattaching an executive summarypage to the top. An executive summary givesa brief overview of your qualifications and various possible organizations, the template in Figure 5-7 (a variationof the hybrid format but with exhaustive coverage) illustrates a lineup ofyour contact information, objective, qualifications summary, skills summary,and professional and weaknessesA CV presents all the best of you, which is good, but for people with agingeyes, a CV may be too reading-intensive. More important, weaknesses in anyarea of your professional credentials are relatively easy to should use this format and who should think twiceAnyone working in a PhD-driven environment, such as higher education,think tanks, science, and elite research and development groups needs to usethis who can avoid using it should do so.
10_08037x 11/28/06 9:50 PM Page 92Part II:Resume Basics That Wow ’Em Every Time 92Academic Curriculum Vitae FormatYOUR NAMECurriculum VitaeAddress, City, State, Zip CodeHome and Cell PhonesE-mailObjective (optional): Position as______(title of position employer offers) using ___ (#) years of experience in ________ (qualifications essential and specialized to the position).SUMMARY OF QUALIFICATIONS? A summary of your education, proficiencies, and career pertinent to target? Number of years in objective area, explaining similarities to job and its responsibilities? Related education, training, and accreditation, reflecting employer’s goals/priorities? An achievement directly related to target? Traits reinforcing your candidacy for this position, specifically those asked for by the employer and those generally in demand in the field? Other accomplishments, characteristics, knowledge either rare or prized in the fieldSUMMARY OF SKILLSTopics of specialty or innovation within field Areas of particular familiaritySoftware equipment Processes Terminology relevant to target LanguagesPROFESSIONAL BACKGROUND EDUCATIONDegrees: ., institution, date of degree (or anticipated date), specialization ./., institution, date of degree, major, minor, emphasis, concentration ./., institution, date of degree, major, minorCourses: Those taken, honors, seminars, number of units, . (if a recent graduate)Other Accreditations: Licenses, clearancesAcademic Achievements: Appointments, nominations, leaderships, scholarships, grants, awards, praise, scores, recognitions, accomplishmentsAffiliations: Societies, associations, clubs, fraternities, sororities, leagues, . DISSERTATION Title, advisor, director Abstract summary (4-5 sentences) discussing content and methodologyHONORS, AWARDS, AND ACHIEVEMENTS Appointments, nominations, leaderships, awards, praise, scores, recognitions, accomplishments, high scores, grades, , fellowships, scholarships, grants, (including ./.)Figure 5-7: Brevity definitely isn’t a feature of the academic CV (this continues on the next page).
10_08037x 11/28/06 9:50 PM Page 93Chapter 5: Creating Your Best Resume93TEACHING EXPERIENCEJob Title, Top Qualifications Used Employer, Location [dates]A Top Responsibility (Relevant to objective) Accomplishments made in this position targeting the employer’s priorities/mission Several other achievements from this position, pertinent to objectiveAnother Skill (Appropriate to objective) Several achievements from this position, pertinent to objective* Repeat above pattern for each EXPERIENCEPositions, locations, dates, descriptions of research in pertinence to target positionTEACHING INTERESTSDiscipline, certificationRESEARCH INTERESTSAreas of inquiryPUBLICATIONS* List all those you are willing to show the search committee* Include work in progress or pending* Cite works as follows:“Title of work,” Name of publication/publisher (Newsletter, Newspaper, Magazine, Journal, Book), location of publisher (state & city or major city), date of publication, volume number (v.##), issue number (#.#), series number (#.#.#), page numbers (# - #) (type quotes around the title of your article). PRESENTATIONS AND PUBLIC APPEARANCES* Include conference papers and research reports* List as follows:“Title of presentation,” location of presentation (City, State), [dates]; optional synopsis of content and/or purpose of presentation, audience, results, etc. PROFESSIONAL AFFILIATIONSA society, association, league, or club with which you associate, position held, [dates]A society, association, league, or club with which you associate, position held, [dates]A society, association, league, or club with which you associate, position held, [dates]RECOMMENDATIONSNames and contact information of 3-4 references willing to write recommendation lettersCREDENTIALS
10_08037x 11/28/06 9:50 PM Page 94Part II:Resume Basics That Wow ’Em Every Time 94Creating an academic curriculum vitaeCreate a comprehensive summary of your professional employment andaccomplishments: education, positions, affiliations, honors, memberships,credentials, dissertation title, fields in which comprehensive examinationswere passed, full citations of publications and presentations, awards, discov-eries, inventions, patents, seminar leadership, foreign languages, coursestaught — whatever is valued in your Curriculum Vitae FormatThe international CVis notthe same document as an academic CV. Think ofan international CV as a six- to eight-page excruciatingly detailed resume(Figure 5-8 gives you a template). Although it solicits private informationthat’s outlawed in the United States, such as your health status, the interna-tional CV is favored in some nations as a kind of global ticket to international CV is usually a reverse chronological format that includesyour contact information, qualifications summary, professional background,education, and personal information. Some European countries prefer thechronological format, which lists education and work experience from thefarthest back to the should remember that when working overseas for a nativeemployer, they are not protected by Equal Employment Opportunity and weaknessesInternational employment experts say that if you don’t use this format, for-eign recruiters may think you’re hiding something. But keep in mind that theinternational CV format intrudes into private areas of your should use this format and who should think twiceUse this format if you’re seeking an overseas job and don’t object to revealinginformation that may subject you to discriminatory hiring who feel strongly about invasions of privacy or fear or identitytheft or who aren’t willing to be rejected out of hand because of gender, religion, race, age, or marital status should avoid this format.
10_08037x 11/28/06 9:50 PM Page 95Chapter 5: Creating Your Best Resume95International Curriculum Vitae FormatYOUR NAMECurriculum VitaeHome Address, City, State, Country, Province, Zip CodeInclude international codes: Home and Cell PhonesE-mailObjective (optional): Position as______(title of position employer offers) using your___ (#) years of experience in ______ (skills essential and specialized to the position).SUMMARY OF QUALIFICATIONS? A summary of your education, proficiencies, and career pertinent to target? Number of years in area of objective, explaining similarities to it/its responsibilities? Related education, training, and accreditation, reflecting employer’s goals/priorities? An achievement directly related to target, that the employer needs? Traits reinforcing your candidacy for this position, specifically those asked for by the employer and those generally in demand in the field? Other accomplishments, characteristics, knowledge either rare or prized in the field? Traveling in field, countries visited, improvements made, distinctions, and so forthSUMMARY OF SKILLS Topics of specialty or innovation within field Areas of particular familiarity Software equipment Processes Terminology relevant to target LanguagesPROFESSIONAL BACKGROUNDEMPLOYMENTJob Title Employer, Location [dates] PresentA Top Responsibility (Relevant to objective) ? Accomplishments made in this position targeting the employer’s priorities/mission ? Several other achievements from this position, pertinent to objectiveAnother Skill (Appropriate to objective) ? Several achievements from this position, pertinent to objective * Repeat above pattern for all jobs. PROFESSIONAL HONORSAll honorary positions, awards, recognitions, or titles, with locations, [dates]PUBLICATIONS“Title of work,” Name of publication/publisher (Newsletter, Newspaper, Magazine, Journal), location of publisher (country, languages, state & city or major city), date of publication, volume number (v.##), issue number (#.#), series number (#.#.#), page numbers (# - #) * Repeat above citation for all publications. Figure 5-8: The international CV is an option when applying for jobs outside your home country. It’s continuedon the next page.
10_08037x 11/28/06 9:50 PM Page 96Part II:Resume Basics That Wow ’Em Every Time 96PRESENTATIONS AND PUBLIC APPEARANCES“Title of presentation,” location of presentation (Country, City, State, Province, Language), Date; optional synopsis of content and/or purpose of presentation, audience, results, etc. * Repeat above citation for all AFFILIATIONSAll societies, associations, leagues, or clubs, positions held, locations, [dates]EDUCATIONDegrees: ., institution, date of degree (or anticipated date), specialization ./., institution, date of degree, major, minor, concentration ./., institution, date of degree, major, minor * Give equivalents of these degrees in other countriesCourses: Those taken, honors, seminars, number of units, . (if a recent graduate)Other Accreditations: Licenses, clearancesAcademic Achievements: Appointments, nominations, leaderships, scholarships, grants, awards, praise, scores, recognitions, accomplishmentsAffiliations: Societies, associations, clubs, fraternities, sororities, leagues, membershipsDOCTORAL DISSERTATIONTitle, advisor, director Abstract summary (4-5 sentences) discussing content and methodologyHONORS, AWARDS AND ACHIEVEMENTS Appointments, nominations, leaderships, awards, praise, scores, recognitions, accomplishments, high scores, grades, , fellowships, scholarships, grants, (including ./ PERSONAL INFORMATION? A sentence or so that describes personal attributes pertinent to employer’s interests. Think positively, omit negatives, and highlight goal-oriented, functional characteristics that promise of a good worker-employer relationship and reliably good work product. Present specific work-related examples of these personality highlights and explain how they are significant to the employer. Without exaggerating, accentuate the positive, and include all favorable quotes from employers and co-workers, members of the clergy, and public service, volunteer organization, nonprofit organization and political officials? Age, Marital Status (Single, Engaged, Married)? Hobbies and leisure activities (travel, clubs, sports, athletics, collections, subscriptions)? Volunteer service, public service
10_08037x 11/28/06 9:50 PM Page 97Chapter 5: Creating Your Best Resume97Of course, if you want an overseas job and you don’t use this format, youmay be out of luck unless you’re working through an American recruiter. Therecruiter can interpret your concerns and negotiate for a bare minimum ofpersonal information. Nationals of countries other than the United States canalso use this an international curriculum vitaeFormality prevails with the international CV. England has a suggested CVform, which is more like the American resume than not. If you’re applying in a non-English-speaking country, have your CV trans-lated into the appropriate foreign language. Send both the English andthe native-language version. Unless it’s untrue, mention in the personal section that you have excel-lent health. Suggest by appropriate hobbies and personal interests that you’ll easilyadapt to an overseas environment. If you’re submitting your international CV on paper, handwrite the coverletter that goes with it — Europeans use handwriting analysis as ascreening device. If your handwriting is iffy, enclose a word-processedversion as addition, make sure that your cover letter shows a sincere desire to be inthe country of Resume PresentationsA few adventuresome job seekers are using newer resume formats, develop-ing distribution technology and imaginative styles of communication. Take aquick look at possibilities that can’t be classified as mainstream methods butmay be just the vehicle you need to find the job you on a themeAmong mutations of the three basic formats (reverse chronological, func-tional, and hybrid) are the following.
10_08037x 11/28/06 9:50 PM Page 98Part II:Resume Basics That Wow ’Em Every Time 98Accomplishment formatA variation of the hybrid resume, the accomplishment format shows bothqualifications and accomplishments. One sequencing frequently used byexecutives in mobile industries — such as advertising, communications, andpublishing — data starts with name and contact information, followed by anobjective. This is followed by bullet points under headings of qualifications,skills, and accomplishments. The resume concludes with professional experi-ence and accomplishment format is a popular favorite of job seekers returning topayroll status after a period of formatA linear format flows one line at a time. It relates achievements, winningmoves, and star points in short, quick spurts and is designed to attract andtease the eyes of busy readers (which means most businesspeople). Thelinear hallmarks: very little detail, super attention to sizzle (hyped but prov-able achievements), not much depth, and lots and lots of white space. Thelinear format doesn’t use an objective but opens with a skills summary. Itshowcases a robust career progression and in a skilled writer’s hands can bevery formatAll formats should be heavily sprinkled withkeywords— nouns identifyingyour qualifications that employers use to search resume databases (seeChapter 7).Until the turn of the century, keyword resume formats were popular. Thisformat placed a profile of keywords (really a skills summary) at the top of adocument. The keywords were front-loaded because the resume-reading software of the time could absorb only a fixed amount of information, andresume writers wanted to get their keyword licks in before the software hit its limit. Today the software has much improved and can pick up keywordsanywherein a resume. (See Chapter 7 to find out about keywords.)When you use industry abbreviations (for example, “ROI”), spell out the termat least once in your resume. Even though many systems are smarter thanthey used to be, a lot of older technology products out there won’t “get it”unless you spell out “return on investment.”
10_08037x 11/28/06 9:50 PM Page 99Chapter 5: Creating Your Best Resume99Resume lettersWhen you’re doing a targeted mailing campaign, a resume letter attractsattention because it reads more like a story than a document. The resumeletter is a combination of cover letter and resume; often it is two pages. It typ-ically opens with a variation of the question: “Are you looking for a profes-sional who can leap high buildings in a single bound?” A resume letteropening might look a little something like this:Should you be in the market for an accomplished, congenial senior humanresources specialist who has earned an excellent reputation for successfulHR technology acquisition analysis and management, this letter will be ofinterest to letter continues on to give a basic overview of a job seeker’s strengths,including previous employers, achievements, skills and competencies, asthey would apply to the recipient though you’ll use postal mail to send a resume letter and have no wayof knowing whether you fall under Internet Candidate rules (see Chapter 1),take care to discover the key qualifications most often required for the posi-tion you seek. Targeting is a no-lose strategy even for cold strengths message may be in paragraph form or in bulleted resume letter format can be especially useful for a professional with anabundance of experience. But don’t substitute a resume letter when you’reresponding to a job advertisement that asks for a resume. The employer callsthe of the most amazing placements I’ve ever heard about was the case ofthe chemist who at age 50 left the profession to take a fling dealing cards at a casino. Five years later, at age 55, he wanted to return to the chemistryworkplace. A cold mailing of a well-written resume letter to owners of smallchemical companies turned up a caretaker CEO job while the owner took anextended two-year trip out of the country. PortfoliosSamples of your work, gathered in a portfolio, have long been valuable tofields such as design, graphics, photography, architecture, advertising, publicrelations, marketing, education, and contracting.
10_08037x 11/28/06 9:50 PM Page 100Part II:Resume Basics That Wow ’Em Every Time 100Often, you deliver your portfolio as part of the job interview. Some highlymotivated job seekers include a brief version of a career portfolio when send-ing their resumes, although recruiters say that they want fewer, not more,resume parts to deal with. If you must include work samples to back up yourclaims, send only a few of your very best. The portfolio is a showcase for doc-umenting a far more complete picture of what you offer employers than is pos-sible with a resume of one or two pages. Getting recruiters to read it is theproblem. When you determine that a portfolio is your best bet, take it to jobinterviews. Put your portfolio in a three-ring binder with a table of contentsand tabs separating its various parts. Mix and match the following categories: Career goals (if you’re a new graduate or career changer): A brief state-ment of less than one page is plenty. Your resume:Use a fully formatted version in MS Word. Samples of your work:Include easily understandable examples of prob-lem solving and competencies. Proof of performance:Insert awards, honors, testimonials and letters ofcommendation, and flattering performance reviews. Don’t forget to addpraise from employers, people who reported to you, and customers. Proof of recognition:Here’s where you attach certifications, transcripts,degrees, licenses, and printed material listing you as the leader of semi-nars and workshops. Omit those that you merely attended unless theattendance proves something. Military connections:The . military provides exceptionally goodtraining, and many employers know it. List military records, awards, at least two copies of your portfolio in case potential employers decideto hold on to your samples or fail to return portfolio should document only the skills that you want to apply on ajob. Begin by identifying those skills, and then determine which materialsprove your claims of resumesA video resume(or video podcast) actually is a canned video interview inwhich a candidate speaks about her qualifications, goals, and shy away from video resumes because they fear a candidate’simage and sound could bring discrimination charges against them by old,minority, fat, or ugly candidates.
10_08037x 11/28/06 9:50 PM Page 101Chapter 5: Creating Your Best Resume101Web resumesWeb resumes(or e-portfolioor HTML resumes) are electronic documents thatyou post on a personal Web site. The format may simply display credentials,or it may go glamorous with links to sound and graphics of your work sam-ples. Job seekers in cutting-edge technology fields, theater, marketing, anddesign are attracted to the resumesMultimedia resumes are similar to Web resumes, but they’re on a disk thatcan be sent by postal mail. An attention-getting novelty in the 1990s, they’rerarely used What Works for YouThe big closing question to ask yourself when you’ve settled on a format is:Does this format maximize my qualifications for the job I want?If the format you’ve chosen doesn’t promote your top qualifications, takeanother look at the choices in this chapter to select a format that helps youpaint a sparkling self-portrait.
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11_08037x 11/28/06 9:52 PM Page 103Chapter 6Content Makes the OnTargetDifferenceIn This Chapter Understanding the parts of your resume Dumping content that doesn’t open interview doors Deciding whether to use an objective or summary Using good judgment on salary requests Shaping your content in application formsprospective employer makes a leap of faith investing money in you as aAnew and untried employee. Are you really a good match for the positionand the company? A resume’s content is the first step toward answering important is content? In comparing a position’s requirements to yourqualifications (see Chapter 1),what your resume says is Parts of Your ResumeTo make your contents easy to access, organize the facts into various cate-gories. Here are the essential parts that make up a resume: Contact information Objective or summary statement Education and training Experience
11_08037x 11/28/06 9:52 PM Page 104Part II:Resume Basics That Wow ’Em Every Time 104 Skills Competencies Activities Organizations Honors and awardsYou may also include: Licenses Work samples TestimonialsTo increase the likelihood that your resume will position you for an interview,take the time to understand the purpose of the different resume parts, whichI explain in the following more than you want to carry around 30 pounds of extra weight do youwant fat in your resume — family, early education, favorite things, and soforth. Trim it! The rule for including data on a resume is simple: If the datadoesn’t support your objective to be invited for an interview, leave it with Contact InformationInclude on your resume the following information, in the following order: Name: No matter which format you choose, place your name first onyour resume. If your name isn’t first, a job computer may mistakeExcellent Sales Representative for your name and file you away as . You may want to display your name in slightly largertype than the rest of the contact information and in boldface. Mailing address:Some resume advisers say the need to give a streetaddress is no longer valid. The theory is that stating city and state isadequate in view of today’s concerns about personal privacy and iden-tity theft. At first thought, the omission of a street address seems rea-sonable. Why not save the space for information that markets you?Not so fast. This book’s technical reviewer, Jim Lemke, points out that if you apply to a company career site and are asked to upload or pasteyour resume in a window, the odds are 99 percent that you’re beingentered into an applicant tracking system, also called a candidate
11_08037x 11/28/06 9:52 PM Page 105Chapter 6: Content Makes the OnTarget Difference105management system or applicant management system. By any name, anATS is a software application designed to help a company recruitemployees more efficiently. At minimum, an ATS usually includes fea-tures to post job openings online, screen resumes, acknowledge receiptof resumes, and generate interview requests by e-mail to potential systems check your e-mail address and sometimes your physicaladdress to look for duplicates. If you leave off your physical address, thesystem may not accept your resume, or if it does, you may not receivean acknowledgment if the company sends acknowledgment communica-tions by postal there’s a reason to hide your physical location, which you coulddo with a mail box address, continue to give a street name with the unitnumber, city, state, and zip you’re a college student or member of the military who’ll be returninghome, give both addresses, labeled Current Addressand can add operational dates for each address, but don’tforget to delete a date after it’s passed. Otherwise, you look like a prod-uct whose shelf date has passed. Valid telephone number:Use a personal phone number, including thearea code, where you can be reached or where the recruiter can leave ’t allow children to answer this line. Don’t record a clever message — play it straight. If you must share a telephone with kids,emphasize the need for them to answer the phone professionally and tokeep their calls short. In addition to — or instead of — a landline, giveyour mobile (cell) telephone number. Other contact media:Also give your e-mail address, and, if you haveone, your Web page about using company resources? Should you ever use your employer’se-mail address or letterhead? Many employers see an employee’s use of com-pany resources to find another job as small-time certain situations, however, you can use your company’s help. For exam-ple, when a company is downsizing, it’s expected to provide resource sup-port for outplacement. Contract employment is another exception: Whenyou’re ending the project for which you were hired, your employer mayencourage you to use company resources. Indicate permission to use them inyour resume’s cover letter: The project for which I was hired is finishing aheadof schedule; my grateful employer is cooperating in my new search.
11_08037x 11/28/06 9:52 PM Page 106Part II:Resume Basics That Wow ’Em Every Time 106Is it okay to list your work telephone number on your resume? In a decadewhen employers have been tossing workers out without remorse, it’s a toughworld and you need speedy communications. The practical answer is to listyour work number if you have a direct line and voice mail or a mobile show that you’re an ethical person, limit calls to a couple minutes — justlong enough to arrange a meeting or an evening callback. Avoid the issue bycarrying your personal mobile phone to work and calling back on the Reader with a Summary or ObjectiveYour OnTarget resume needs a hook to grab attention. The hook immediatelyfollows your name and contact information and is expressed as anobjectiveor as summary is known by many names. Among the most popular are skillssummary, highlights summary, asset statement, power summary, career high-lights, career summary, career profile, career focus, summary of qualifica-tions, and accomplishments two types of hooks — objective and summary — differ in emphasis. The objective is self-centered, stating what you want; the summary is work-centered, stating what you offer. Sometimes the job objective and summaryare combined. Here are examples of the various approaches:Objective:Assistant to ExecutiveSummary:Over 14 years of progressively responsible office supportexperience, including superior computer skills, with an earned reputationfor priority-setting and here’s how an unlabeled combined objective and summary might look:Assistant to Executive, to keep operations under firmer control, usingcomputer skills, contemporary office procedures, and pleasant mannerwith you fashion it, the hook tells the recruiter what you want to do and/or what you’re qualified to rages among career pros over the topic of objective versus summary. Objective backers say that readers don’t want to slog through a docu-ment, trying to guess the type of position you want and how you’d fitinto the organization.
11_08037x 11/28/06 9:52 PM Page 107Chapter 6: Content Makes the OnTarget Difference107 Summary advocates argue that a thumbnail sketch of your skills andother competencies allows your qualifications to be evaluated for jobsyou may not know about specifically, or offers an easy way to itemizeyour matching qualifications for a specific job’s requirements. Thisfactor is a serious consideration in a New Era of resume (Chapter 5) will speed your resume to the eyes of people who can hire you,whether you style it as a job objective or as a summary — or as anunlabeled combination of an objectiveYour objective states what you want to do and the direction in which you’reheading. It gives immediate focus to your resume and is the hub aroundwhich all the other information in your document to use an objectiveThe time is right to use an objective under these conditions: You know the position being offered; make that job title your job objective. You have a greatly diversified background that may perplex someemployers. You’re a new graduate, a career changer, a service member exiting themilitary, a member of the clergy switching to the secular job market, aneducator seeking another career field, or a homemaker reentering thepaid workforce. A job objective says what you’re looking of an objectiveMost studies show that employers prefer objectives for quick identificationpurposes. They like to see the name of their job openings at the top of aresume. Because you cite those qualifying achievements that support yourobjective and forget random experiences, the finished product (when donewell) shows that you and the desired job appear to be a well-matched you’re responding to an advertised job, remember to match the basic quali-fications it requires in the body of your resume (Chapter 1) even if the jobseeks a “window pane technician” and your objective says “window panetechnician.” An objective that echoes the job title in the job ad is merely afirst step in showing that you’re a great match.
11_08037x 11/28/06 9:52 PM Page 108Part II:Resume Basics That Wow ’Em Every Time 108Being objective about objectivesThe debate over job objective or a variant of afirst thing the employer sees, you know thatskills summary continues unabated. I overheardan overview of your qualifications is read.”these snatches of recruiters’ opinions at a “As an in-house [corporate] recruiter, anyrecruiting I receive without an objective tells “By including their desired job title in theme the applicant is either a desperate jack-online objective statement, job seekersof-all trades who will take any job offered,increase the chances that their resume willor has not thought about his career enoughmatch an employer’s search string.”to know what he wants. Both are huge redflags. I think an objective is essential.” “I prefer to see ‘Career Summary’ in placeof ‘Objective’. If the objective doesn’t match “We advise candidates to leave off thean employer’s idea of the job, the resumeobjective or we may remove it before send-will probably be discarded. By putting aing to a client. Use the objective space toone-paragraph ‘commercial’ as the veryinclude more information on accomplish-ments and experience.”Disadvantages of an objectiveIdeally, you will write a customized resume for each position (or career field)for which you apply. You may even write a customized resume for each posi-tion for which you apply at the samecompany. The downside to a narrow jobobjective is that you may not be considered by the same employer for otheropen positions that you didn’t know about. But if the objective is too broadlyfocused, your objective statement becomes for a summaryIf you choose to begin your resume with a summary, you can still target it tospecific positions with the mix of strengths, skills, accomplishments, andother background elements that you to use a summaryThe time is right to use a summary under these conditions: You’re a person with widely applicable skills. Recruiters especially like askills summary atop a reverse chronological resume because it lets themcreatively consider you for jobs that you may not know exist. You’re in a career field with pathways to multiple occupations or indus-tries (an administrative assistant, for example).
11_08037x 11/28/06 9:52 PM Page 109Chapter 6: Content Makes the OnTarget Difference109 You know that your resume is headed to an e-database. Because youwant to be considered for multiple related positions — which may havethe same or similar requirements — you try to design your summarybroadly enough to accomplish this goal without sounding as thoughyou’re a with a summaryAccomplishments are the patron saints ofsummary by Jan Melnik in Executive’s PocketOnTarget resumes. Part III contains sampleGuide to ROI Resumes and Job Searchbyresumes that illustrate a variety of effective sum-Louise Kursmrak and Jan Melnik (JISTmaries. But here’s a quick peek at a top-ratedPublishing).Senior Marketing ExecutiveProviding Consistent Market Leadership to Leverage Exceptional Marketing & Sales ResultsOutstanding record of highly focused, strategic marketing and sales leadership. Exceptional executive-leadership skills with talent for establishing and communicating vision, developing strategy, executing tactical plans, and motivating and empowering teams and individuals to achieve remarkable, sustainable results. Achieved rapid speed-to-market in successful product launches through hands-on leadership of brand and product development, strategic planning, packaging, marketing, and innovative distribution channels. Reputation for consistently creating value and delivering strong sales results. Precision focus on identifying and capitalizing on new business opportunities to generate profitable and sustainable Strengths... Profit & Performance Improvement Team Leadership/Motivation Strategic Planning Sales & Marketing Strategy/Execution Collaboration/Teamwork Results Orientation New Business Development Customer/Channel Expertise Brand RepositioningA summary typically contains the three to fiveAn exciting summary can revive a fading jobskills and competencies — sometimes more —achievement. Suppose you have an achieve-that best support your job aspiration. The data inment that took place four or five years ago and isyour statement need not be proven with exam-now needed to qualify you for a job. In a focusedples in this brief section; for now it stands alonesummary, the golden oldie achievement still sellsas assertions. In effect, you’re saying, “Here’sfor you as though it happened I am. Here’s what I can do for you.” The sum-mary is a tease, encouraging the reader to hangin there for proof of what the opening claims.
11_08037x 11/28/06 9:52 PM Page 110Part II:Resume Basics That Wow ’Em Every Time 110What’s first — education or experience?The general rule in resume writing is to leadbeen in the workforce for at least one your most qualifying you’re loaded with experience but low oncredentials, list your school days at the end —With certain exceptions (such as law, whereand perhaps even omit them entirely if youyour choice of alma mater can dog you through-didn’t life), lead off with experience when you’veAdvantages of a summaryRecruiters believe that what you’re prepared to do next should be pretty evi-dent from what you’ve already done. Another argument is premised on psy-chology: Employers aren’t known for being overly concerned with what youwant from them until they’re sure of what you can do offer an easy way to identify the qualifications you have thatmatch a particular job’s requirements. Or identify qualifications that positionyou for related positions unknown to you in a given career of a summaryA summary doesn’t explicitly say what you want and why the employerwould want you. The summary resume can backfire if it claims everythingfrom soup to nuts yet misses the targets identified by employers for Education, Experience, Skills,and Competencies Work for YouWhen you begin drafting your core resume (see Chapter 1), carefully con-sider the following four categories of essential your highest degree first — type of degree, major, college name, and dateawarded.
11_08037x 11/28/06 9:52 PM Page 111Chapter 6: Content Makes the OnTarget Difference111 New graduates give far more detail on course work than do graduateswho’ve held at least one post-graduation job for one year or more. Omit high school or prep school if you have a college degree. If you have a vocational-technical school certificate or diploma thatrequired less than a year to obtain, list your high school as well. Note continuing education, including seminars related to your work. If you fall short of the mark on the job’s educational requirements, try tocompensate by expanding the continuing education section. Give the lista name, such as Professional Development Highlights,and list everyimpressive course, seminar, workshop, and conference that you’ — with quantified achievements — your present and previous posi-tions in reverse chronological order. Include specific job titles, companynames and locations, and dates of employment. Show progression and pro-motions within an organization, especially if you’ve been with one employerfor using more than one Experienceheading. Try headings such asAccounting and Finance-Related Experience,General Business Experience,andHealthcare and Administration so is yet another way of reinforcing your qualifications for the job you today are the heart and soul of job finding and, as such, encompass avariety of experiences. These are skills:Collaborating, editing, fundraising, interviewing, managing, blogging(Internet), researching, systematizing, teachingAnd these are skills:Administering social programs, analyzing insurance facts, advising home-less people, allocating forestry resources, desktop publishing, coordinat-ing association events, designing home furnishing ads, marine expeditionproblem-solving, writing police reports, updating Web sites
11_08037x 11/28/06 9:52 PM Page 112Part II:Resume Basics That Wow ’Em Every Time 112Top accomplishmentsThe accomplishments that most interest employ- Purchasing accomplishmentsers include: New products/new lines Increased revenues Improved record-keeping process Saved money Increased productivity Increased efficiency Successful advertising campaign Cut overhead Effective budgeting Increased sales Improved workplace safetyAnd these are also skills:Dependable, sense of humor, commitment, leadership, persistence, crisis-resilient, adaptable, quick, results-drivenAnd these are still more skills:Brochures, Java, five years, 100% quota, telemarketing, senior manage-ment, spreadsheet, MBA, major accounting firm. Skills used to be thoughtof in the classic meaning of general and industry-specific industry professionals expand the term to include personalcharacteristics as well as past employers, special knowledge, achieve-ments, and skill,in job-search terms, is any identifiable ability or fact that employersvalue and will pay for. That means that “five years” is a skill, just as “wordprocessing” is a skill; employers pay for do skills belong on your resume? Everywhere. Season every statementwith skills. Skills are indispensable. Whether you use an e-resume or a tradi-tional paper resume, you must name your skills or be left ’s the easiest way to name your skills? You can ask at a library for bookswith comprehensive skills information suitable for adults, such as CareerSuccess: A Step-By-Step Workbook for Students, Job Seekers and LifelongLearners,by Urban Whitaker (O’Brien and Whitaker Publishers). Additionally,you can use Google () to find free online presentations ofskills. Search on terms such as transferable skills checklist, job skills list,anduncovering your skills.
11_08037x 11/28/06 9:52 PM Page 113Chapter 6: Content Makes the OnTarget Difference113Skills are one part of the concept of competencies,which I discuss swirls around the concept of competency-based hiring modelsused in employee competency-based approachis a method that focuses on the skills and tal-ents needed to be able to perform a particular task to a certain standard. Themethod uses a series of assessment tools (tests) that identify not only thetechnical skillsa candidate possesses, but the candidate’s behavioralcompe-tencies as well. Competency-based models can be broken down into two categories: Work-based include the job-specific characteris-tics, skills, and abilities, such as fluency in the Spanish language or theability to work with Microsoft Word. Behavior-based are personal characteristics, suchas interpersonal skills, attitudes, and competency-based hiring models became popular in the UnitedStates a decade ago, they are in use chiefly by larger, sophisticated employ-ers. Not everyone is on board with the same concept. In fact, competenciesare known by a variety of terms, such as key characteristics that it takes to besuccessful, success factors, attributes,and so on. Viewpoints also differ about whether the competency-based hiring model hascrashed and burned and is headed behind yesterday’s hill along with no-longer-popular concepts, such as quality circles. One noted employmentresearcher says, “Almost every major competency project we have witnessedhas ended in failure, usually right around the three-year mark at a cost of mil-lions of dollars.”Other employment experts say that’s crazy Mark Twain talk — the authorfamously said, “The reports of my death have been greatly exaggerated.”Competency advocates insist that key characteristics live and thrive. As onerecruiting leader said: “Look at evidence all around us. Read a few job listingson major job boards and you’ll see that most companies still reference spe-cific behavioral competencies as being important to job success and to theselection of high-performing candidates.”
11_08037x 11/28/06 9:52 PM Page 114Part II:Resume Basics That Wow ’Em Every Time 114Competencies vs. keywordsDon’t confuse competencies with typical key-resume based on your behavioral competen-words employers use to search through data-cies. So why do it? Accomplishment and skillbases for suitable candidates. Developingkeywords initially snag the interviewer’s atten-competencies for your target position and fieldtion, but when he or she keeps reading and sees(Chapter 1) makes sense because it concen-that you’ve also included competencies state-trates your mind on the position you , the interviewer will note that there’s nomoss hanging from your hair and that youCompetencies statements don’t make good key-understand the competency model. This sophis-words, and the company won’t uncover yourtication will be a plus for interviewing take: If you’re aiming for a job with a large employer, bone up on compe-tency policy at each company. You can call the company’s human resourcedepartment and ask, “Do you use a competencies model in recruiting?” If so,ask whether you can obtain a lexicon of the company’s core competenciesandthe role competenciesfor the target position. Sometimes, the HR specialistwill reveal the competencies and sometimes not. But you’re missing a bet ifyou don’t the company uses the competencies model, note your measurable accom-plishments, and then add your personal behavioral competencies that madethem few examples of core competencies A competency is a set of characteristics that produces superior includes knowledge, the things we know. It includes skills, the things wecan do. It includes attitudes, how we do things. Each of us has multiple com-petencies; each job requires multiple do not come in a handy-dandy, one-size-fits-all package. Theyvary from industry to industry, and from company to following very simple illustration of four competencies illustrates those acompany might use for a technical sales representative.
11_08037x 11/28/06 9:52 PM Page 115Chapter 6: Content Makes the OnTarget Difference115Product knowledgePlanning & organizationDisplays knowledge ofPrioritizes and plans workproductsactivitiesExplains product featuresUses time efficientlyand benefitsPlans for additionalUnderstands financial resourcesterminologyIntegrates changes smoothlyResearches competitors’productsSets goals and objectivesWorks in an organizedmannerTechnology usageSales skillsDemonstrates requiredAchieves sales goalsskillsOvercomes objectionsAdapts to newtechnologiesInitiates new contactsTroubleshoots technologi-Maintains customercal problemssatisfactionUses technology toMaintains and promptlyincrease productivitysubmits recordsKeeps technical skills upto date
11_08037x 11/28/06 9:52 PM Page 116Part II:Resume Basics That Wow ’Em Every Time 116Competencies in the animal kingdomAnimals have core competencies, too. Consideracorn gathering. The cat spent most of its daythe story of the cat that thought it was a squir-swiping at nimble-winged birds that kept flyingrel and applied for employment on the food away from the cat’s enthusiastic line at a huge acorn silo. The siloOutmaneuvered, weary, and desperate, the catmanagement thought that, based on its ability did its best to gather the paltry few acorns itto leap from tree to tree, the cat would do could find in the few minutes before quittingan equally good job as the squirrels on its time. Clearly, the cat lacked natural ability acorns, and its behavior rankled birdlovers throughout , that assumption didn’t prove hadn’t factored into the hiringToo bad, management said, issuing the cat adecision the knowledge and behavioral compo-pink slip. The cat just doesn’t have the nativenents of the cat’s competency package.“nut-gathering tree smarts” that squirrels useby instinct to do a bang-up job of squirrelingAt first, the cat dazzled management with itsaway a winter’s feast. And as for behavior, man-spectacular leaps, branch-to-branch, tree-to-agement explained that it wanted a high pro-tree. But the cat’s productivity rating soonducer, not an avian to plummet. The cat that thought it was asquirrel brought home only a few acorns a weekCoworker squirrels, watching from the side-and was just exhausted at the end of each , wondered whether the feline’s compe-Puzzled, management investigated, watchingtency failure in acorning while leaping maythe cat for a full inspired the familiar phrase, “What a catdon’t know, a cat don’t know.”What management discovered was that youcould put into a thimble the cat’s knowledge ofWhere can you find lists of more competencies? In addition to company Websites and books (Competency-Based Resumes(2005) and Competency-BasedInterviews (2006), both by Robin Keesler and Linda Strasburg; Career Press),look at competitors’ job ads and professional association Web competencies in your resumesMost good resumes focus on knowledge, skills, and accomplishments. Theyonly hint at competencies required to do the work. To capture behavioralcompetencies on a resume, you must show how your accomplishments con-firm your competencies. Or to turn it around, you must show how your com-petencies made it possible for you to rack up home runs.
11_08037x 11/28/06 9:52 PM Page 117Chapter 6: Content Makes the OnTarget Difference117To connect your behaviors with your accomplishments, you might say:Product development:Created new midmarket segment supporting anannual growth rate of 20% in a flat industry, demonstrating high energy andbusiness the above example, the verb “demonstrating” connects the accomplish-ment (Created new mid-market segment supporting an annual growth rate of20% in a flat industry) with competencies (high energy and businessacumen). Other verbs you can use to bridge the two types of informationinclude: Confirming Displaying Exhibiting Illustrating Manifesting Proving Revealing VerifyingGaining Extra PointsYou covered the meat and potatoes of your resume content. What can youadd that will strengthen your image? You could, for instance, draw from youractivities to show that you’ve got the right stuff. John Gill of Carlsbad,California, paid his own expenses to spend his college spring break buildinghouses for the poor in Mexico. That act of sacrifice shows Gill’s character,that he goes out of his way to do important things for others. That’s goodresume content. What’s in your diary and how will it strengthen your image? Here are a fewthoughts on the nitty-gritty of buffing your can be anything from hobbies and sports to campus extracurricu-lar participation. The trick is to analyze how each activity is relevant to thetarget job; discuss skills, knowledge, or other competencies developed; andlist all achievements. Make sure that this section doesn’t become meaning-less filler.
11_08037x 11/28/06 9:52 PM Page 118Part II:Resume Basics That Wow ’Em Every Time 118In addition, avoid potentially controversial activities: Stating that you’re amoose hunter won’t endear you to animal-loving recruiters. If you’ve beenable to research the reader and have found that you two have a commoninterest, list it on your resume so that it can become an icebreaker topicduring an yourself even more credentials with professional and civic all important offices held. Relate these affiliations to your reader interms of marketable skills, knowledge, and achievements. A high profile inthe community is particularly important for sales as you should be careful about which activities you identify, so tooshould you be sensitive to booby traps in organization memberships: Listing too many organizations may make the reader wonder when you’dhave time to do the job. Noting that you belong to one minority group organization may work inyour favor, but reporting your membership in five minority group organi-zations may raise red flags. The recruiter may worry that you’re a trou-ble-making activist. And, of course, you know better than to list your membership in reli-gious or political organizations (unless you’re applying for a job thatrequires such membership). They don’t apply to your ability to do thejob, and some readers may use them to keep you out of the and awardsList most of the achievements for which you were recognized. If the achieve-ment had zero to do with work or doesn’t show you in a professional light,don’t take up white space with it; for example, you probably wouldn’t list aChili Cook-Off award unless you’re applying for a job as a and samples of your workIf you’re in the legal, certified accounting, engineering, or medical profession,add to your resume the appropriate license, certifications, and other identifi-cations required for the position. For a professional resume or CV, you mayalso list descriptions or titles of specific work that you’ve done or includesamples of your work along with your resume. If asked to include samples ofyour work, be selective about what you send.
11_08037x 11/28/06 9:52 PM Page 119Chapter 6: Content Makes the OnTarget Difference119TestimonialsAfter citing an achievement, you can follow up with a short, flattering quotefrom your boss or a client: For an information systems technician: Bob Boss told the entire officethat “I am thrilled that Charlie Pitman cut Internet access and telephonecosts by 80% [date].” For a sales rep at a copy shop. “Jennifer Robertson’s resourcefulness ingetting inside the SoapSuds account and expanding it by 15% afterothers had tried for months is truly impressive,” said Barbara Boss, mydirect supervisor in [date].Testimonials work, or advertisers wouldn’t spend billions of dollars to usethem. Be sure to check with your source before adding a quote to Your Content on Application FormsApplication forms (paper or online) aren’t resume content, but they’re kiss-ing cousins. Filling out these forms requires a shift in what you say becauseyou have to sign them, making the application form a legal document. Lies cancome back to bite you. Stick to the facts as you follow these rules: If you can, take the application home where you won’t be rushed andcan spend adequate time polishing your application to get it just the application form before you begin in case you find errorson the original (or spill coffee on it) and need a clean copy. Verify all dates of employment and salaries to the letter. Enter the full name and last known address of former employers. Ifformer employers are no longer available, don’t substitute coworkers. If asked for salary history, give your base salary (or add commission andbonuses), omitting benefits. Give a complete employment history in months and years, includingtrivial three-week jobs that you wisely left off the resume. If you don’ttell the whole story, you leave a loophole of withholding informationthat later can be used against you if the employer decides that you’reexcess. Unless you have a condition directly affecting your ability to do the jobfor which you’re applying, you need not elaborate on any disability.
11_08037x 11/28/06 9:52 PM Page 120Part II:Resume Basics That Wow ’Em Every Time 120 Divulge any criminal record unless your records are sealed; consult alawyer about the possibility of expungement before job hunting. Be honest about having collected unemployment benefits (but remem-ber that repeaters are frowned on); if you’re caught lying about it later,practice your farewell speech. Autograph the application; you’ve been honest — why worry?Content to Omit: Your Salary StoryNever mention salary on your resume. a job ad asks for your salary history or salary that revealing dollar figures in advance puts you at a is especially true if you’ve been working for low pay — or if you’ve beenpaid above addition to job ads, profile forms on job Web sites and online personalagent programs almost always ask for your salary information. If you decideto participate, state your expectations in a range ($xxx to $xxx), and includethe value of all perks (benefits, bonuses), not just salary, in your salary you choose to disclose your salary history or requirements online,make a distinction between general information forms and formal signedapplications (legal documents). Include benefits (total compensation) on gen-eral information forms, but omit benefits on formal signed applications thatask for “salary history.”Make sure you do these two things before you provide salary information: Research the market rate for someone with your skills and with the Web sites (), Salary Expert(), and PayScale (). Find out why the smart money advises against being too quick to pipeup with hard figures on the money you’ve made and the money youwant. What can you expect in return for revealing salary information, jobunseen? You get a chance to name your price and hope you find takers,many of whom will want to talk your price down. Get advice by readingarticles by Jack Chapman on JobStar (). Absorb allyou can — salary negotiation is as complex as buying a house.
11_08037x 11/28/06 9:52 PM Page 121Chapter 6: Content Makes the OnTarget Difference121Putting your content in online resume buildersHow much do the free online resume buildersmay not provide space for humanizing experi-offered at virtually all substantial job boards andences, such as volunteerism, honors, andsome company Web sites help you “sell to itawards. rather than tell it?”If you use specific resume builder software pro-Many automated resume builders benefit gram to construct your online resume, noticethe recruiting side of the employment industry,whether it (a) favors the recruiter, or (b) sur-not the job-seeking side. Their builder soft-prise!, favors the job , aiming for efficiency, tries to standardizeIf you want to use an online resume builder withdata — to compare apples to apples. Sucha job board or a company Web site, rememberbuilder software limits you to a synopsis of bareto think for yourself and not assume the tech-bones information. That is, they offer space fornology will bring to light your most marketablethe essentials — your contact information, lastqualities, which this book shows you how tothree jobs, and education, for example. But to my salary silence advice: Tell recruiters with whom you have aserious interest in working how much you’ve earned and how much it willcost an employer to hire you. Otherwise, know that recruiters don’t want towaste time playing games and are likely to fold up their interest and Are Your Content AcesChapter 5 speaks of selling, not telling, your worth. Citing your earnedaccomplishments and achievements are how you make that happen. To cap-ture the best job, you know that you can’t simply add the latest job descrip-tion and recalculate the same old resume with updated data. Focus on your best content and present it forcefully. Because you have veryfew words to work with, choose precisely the correct words; Chapter 7 takesyou to the word desk. Don’t rush the construction of your resume: If youbuild it right, the interviews will come.
11_08037x 11/28/06 9:52 PM Page 122Part II:Resume Basics That Wow ’Em Every Time 122
12_08037x 11/28/06 9:49 PM Page 123Chapter 7Wow Words Work WondersIn This Chapter Wow words: Action verbs that sell you Keywords: Nouns that sell you Resume grammar: Simple rules that sell you Resume spelling: Simple tips that sell youords: How powerful they are. It doesn’t take many of them to changeWthe world: The Lord’s Prayer has 66 words, Lincoln’s Gettysburgaddress numbers just 286 words, and the . Declaration of Independencecontains but 1,322 Churchill needed only two words to bind Russia to the Iron brief four words memorialized Martin Luther King’s vision: I have a in a single sentence, John F. Kennedy set the challenge for a generation:Ask not what your country can do for you, but what you can do for your are powerful — big words like motherlandand environmentalismandsmall words like peaceand waror dawn, family, hope, love,and are pegs to hang your qualifications on. Words are the power that liftsyou above the faceless crowd and sets you in Good Fortune’s way. The rightwords can change your your hunt for the right words to build an OnTarget resume, from actionverbs and keyword nouns, to grammar and spelling words are action verbs describing your strengths:improve, upgrade,schedule. Keywords are usually nouns demonstrating essential skills: technol-ogy transfers, PhD organic chemistry, multinational smattering ofboth can make your resume stand up and sing. An absence of either canmake your resume sit down and shut up.
12_08037x 11/28/06 9:49 PM Page 124Part II:Resume Basics That Wow ’Em Every Time 124Wow Words Can Bring Good NewsUse power-play verbs to communicate your abilities and accomplishments. A punch-zip delivery keeps these achievement-oriented verbs campaigningfor you. The important thing is to choose words of substance and power thatzero in on your abilities and not to use the same word twice on your resume — the thesaurus in aword-processing program can give you more a look at the Wow words that follow and check off those words thatwork for you:Wow words for administration and managementadvisedinitiatedprioritizedapprovedinspiredprocessedauthorizedinstalledpromotedchairedinstitutedrecommendedconsolidatedinstructedredirectedcounseledintegratedreferreddelegatedlaunchedreorganizeddeterminedlecturedrepresenteddevelopedlistenedrespondeddiagnosedmanagedrevieweddirectedmediatedrevitalizeddisseminatedmentoredroutedenforcedmoderatedsponsoredensuredmonitoredstreamlinedexaminedmotivatedstrengthenedexplainednegotiatedsupervisedgovernedoriginatedtaughtguidedoversawtrainedheadedpioneeredtrimmedinfluencedpresidedvalidated
12_08037x 11/28/06 9:49 PM Page 125Chapter 7: Wow Words Work Wonders125Wow words for communications and creativityactededitedproofreadaddressedenabledpublicizedarrangedfacilitatedpublishedassessedfashionedrealizedauthoredformulatedreconciledbriefedinfluencedrecruitedbuiltinitiatedrectifiedclarifiedinterpretedremodeledcomposedinterviewedreportedconductedintroducedrevitalizedconstructedinventedscheduledcorrespondedlaunchedscreenedcostumedlecturedshapedcreatedmodernizedstimulatedcritiquedperformedsummarizeddemonstratedplannedtaughtdesignedpresentedtraineddevelopedproducedtranslateddirectedprojectedwroteWow words for sales and persuasionarbitratedjudgedpurchasedcataloguedlaunchedrealizedcentralizedlecturedrecruitedconsultedledreduceddissuadedliaisedreporteddocumentedmaintainedrepositionededucatedmanipulatedresearchedestablishedmarketedresolved
12_08037x 11/28/06 9:49 PM Page 126Part II:Resume Basics That Wow ’Em Every Time 126expeditedmediatedrestoredfamiliarizedmoderatedreviewedidentifiednegotiatedroutedimplementedobtainedsavedimprovedorderedservedincreasedperformedset goalsinfluencedplannedsoldinspiredprocessedsolvedinstalledproducedstimulatedintegratedpromotedsummarizedinterpretedproposedsurveyedinvestigatedpublicizedtranslatedWow words for technical abilityanalyzedexpeditedoperatedbroadenedfabricatedpackagedchartedfacilitatedpioneeredclassifiedforecastpreparedcommunicatedformedprocessedcompiledgeneratedprogrammedcomputedimprovedpublishedconceivedincreasedreconstructedconductedinspectednetworkedcoordinatedinstalledreduceddesignedinstitutedresearcheddetectedintegratedrestoreddevelopedinterfacedrevampeddevisedlaunchedstreamlined
12_08037x 11/28/06 9:49 PM Page 127Chapter 7: Wow Words Work Wonders127draftedlecturedsupplementededitedmaintainedsurveyededucatedmarketedsystematizedeliminatedmasteredtrainedexcelledmodifiedupgradedexpandedmoldedwroteWow words for office supportadhereddistributedmanagedadministereddocumentedoperatedallocateddraftedorderedappliedenactedorganizedappropriatedenlargedpackagedassistedevaluatedplannedassuredexaminedpreparedattainedexecutedprescribedawardedfollowed upprocessedbalancedformalizedprovidedbudgetedformulatedrecordedbuilthiredrepairedchartedidentifiedreshapedcompletedimplementedresolvedcontributedimprovedscheduledcoordinatedinstalledscreenedcutinstitutedsearcheddefinedjustifiedsecureddeterminedliaisedsolveddispensedmaintainedstarted
12_08037x 11/28/06 9:49 PM Page 128Part II:Resume Basics That Wow ’Em Every Time 128Wow words for teachingacquainteddesignedinfluencedadapteddevelopedinformedadviseddirectedinitiatedanswereddispensedinnovatedappriseddistributedinstalledaugmentededucatedinstitutedbriefedeffectedinstructedbuiltempoweredintegratedcertifiedenabledlecturedchairedenactedlistenedchartedenlargedoriginatedclarifiedexpandedpersuadedcoachedfacilitatedpresentedcollaboratedfomentedrespondedcommunicatedformulatedrevolutionizedconductedgeneratedset goalscoordinatedgroupedstimulateddelegatedguidedsummarizeddeliveredharmonizedtraineddemonstratedimplementedtranslatedWow words for research and analysisadministereddetectedinterviewedamplifieddeterminedinventedanalyzeddiscoveredinvestigatedapplieddocumentedlocatedarticulateddraftedmeasured
12_08037x 11/28/06 9:49 PM Page 129Chapter 7: Wow Words Work Wonders129assessededitedobtainedauditedevaluatedorganizedaugmentedexaminedpinpointedbalancedexhibitedplannedcalculatedexperimentedpreparedchartedexploredprocessedcollectedextractedproofreadcomparedfocusedresearchedcompiledforecastreviewedcomposedfoundrivetedconcentratedgeneratedscreenedconductedgroupedsummarizedconstructedidentifiedsurveyedconsultedintegratedsystematizedcritiquedinterpretedunearthedWow words for helping and caregivingadvancedencouragedreassuredadvisedexpeditedreclaimedaidedfacilitatedrectifiedarbitratedfamiliarizedredeemedassistedfosteredreeducatedattendedfurtheredreferredaugmentedguidedreformedbackedhelpedrehabilitatedbalancedinstilledrepairedboostedliaisedrepresentedbracedmentoredservedclarifiedministeredsettled
12_08037x 11/28/06 9:49 PM Page 130Part II:Resume Basics That Wow ’Em Every Time 130collaboratednegotiatedsuppliedcomfortednourishedsupportedconsolednursedstabilizedconsultednurturedstreamlinedcontributedobligedtranslatedcounseledoptimizedtreateddemonstratedpromotedtutoreddiagnosedprovidedunifiedWow words for financial managementadjustedeconomizedreportedadministeredeliminatedresearchedallocatedexceededreshapedanalyzedfinancedretailedappraisedforecastreturnedauditedfundedsavedbalancedgainedshoppedboughtgeneratedsecuredbudgetedincreasedsoldcalculatedinvestedsolicitedcomputedmaintainedsourcedconciliatedmanagedspecifiedcutmarketedsupplementeddecreasedmerchandisedsystematizeddevelopedplannedtesteddisbursedprojectedtripleddispensedpurchasedunderwrotedistributedquadrupledupgradeddoubledreconciledupsizeddownsizedreducedvended
12_08037x 11/28/06 9:49 PM Page 131Chapter 7: Wow Words Work Wonders131Wow words for many skillsaccomplishedevaluatedoverhauledachievedexecutedperformedadaptedfacilitatedprioritizedadheredforecastpromotedallocatedfoundedproposedappraisedgovernedreconciledarbitratedguidedrectifiedarrangedillustratedremodeledarticulatedimprovedrepairedassuredincreasedreshapedaugmentedinitiatedretrievedcollectedintegratedsolvedcommunicatedinterpretedstimulatedcomposedinventedstreamlinedconceptualizedlaunchedstrengthenedconservedledtrainedcontributednavigatedupgradedcoordinatedoptimizedvalidateddemonstratedorganizedwondispensedoriginatedwroteThe last word on Wow words: Little words never devalue a big Are Key to Finding YouRecruiters and employers use keywords to search and retrieve e-resumes indatabases for available positions. “Keywords are what employers search forwhen trying to fill a position: the essential hard skills and knowledge neededto do the job,” explains this book’s technical reviewer, James M. are chiefly nouns and short phrases. That’s your take-home mes-sage. But once in a while, keywords can be adjectives and action choose their own list of keywords — that’s why no list is universal.
12_08037x 11/28/06 9:49 PM Page 132Part II:Resume Basics That Wow ’Em Every Time 132In computerized job searches, keywords describe not only your knowledgebase and skills but also such things as well-known companies, big-name col-leges and universities, degrees, licensure, and professional identify your experience and education in these categories: Skills Technical and professional areas of expertise Achievements Professional licenses and certifications Other distinguishing features of your work history Prestigious schools or former employersEmployers identify keywords, often including industry jargon, that they thinkrepresent essential qualifications necessary for high performance in a givenposition. They specify those keywords when they search a resume than stopping with action verbs, connect your achievements. Youmanaged what?You organized what?You developed what?Job computerslook for the whats,and the whats are usually new emphasis on defining Internet applicants (see Chapter 1) whichrequires that job seekers offer each job qualification listed for a specific posi-tion, makes it more important than ever to use the qualifying , you’ll be overlooked for that particular are arbitrary and specific to the employer and each employersearch. So the keywords (qualifications) in each job ad are the place to startas you customize your resume for the position. But you need to make edu-cated guesses when you’re responding not to advertised jobs but merelywarehousing your resume online. The following lists provide a few examplesof keywords for selected career fields and for administration/managementadministrative processesfacilities managementbachelor’s degreefront office operationsback office operationsoffice managerbenchmarkingoperations managerbudget administrationpolicy and procedure
12_08037x 11/28/06 9:49 PM Page 133Chapter 7: Wow Words Work Wonders133change managementproduction schedulecrisis communicationsproject planningdata analysisrecords managementdocument managementregulatory reportingKeywords for bankingbranch managerloan managementbranch operationsloan recoverycommercial bankingportfolio managementconstruction loansretail lendingcredit guidelinesROE (Return On Equity)debt financingROI (Return On Investment)FILO (First In, Last Out)trust servicesfinancial managementturnaround managementinvestment managementUniform Commercial Code Filinginvestor relationsworkoutKeywords for customer serviceaccount representativeHelp deskcall centerkey account managercustomer communicationsorder fulfillmentcustomer focus groupsorder processingcustomer loyaltyproduct response clerkcustomer needs assessmentrecords managementcustomer retentionsales administrationcustomer retention innovationssales support administratorcustomer service managerservice qualitycustomer surveystelemarketing operationsfield service operationtelemarketing representative
12_08037x 11/28/06 9:49 PM Page 134Part II:Resume Basics That Wow ’Em Every Time 134Keywords for information technologyautomated voice response (AVR)global systems supportchief information officerhelp deskclient/server architecturemultimedia technologycross-functional teamnetwork development analystdata center managerproject lifecycledirector of end user computingsystems configurationdisaster recoverytechnology rightsizingend user supportvendor partnershipsKeywords for manufacturingasset managementlogistics managerassistant operations managermanufacturing engineerautomated manufacturingmaterials coordinatorcapacity planningon-time deliverycell manufacturingoutsourcingcost reductionsshipping and receiving operationdistribution managementspares and repairs managementenvironmental health and safetyunion negotiationsinventory controlwarehousing operationsjust-in-time (JIT)workflow optimizationKeywords for human resourcesBachelor of Science, Business organizational development (OD)Administration (BSBA)college recruitmentrecruitercompensation surveysregulatory affairscross-cultural communicationssourcingdiversity trainingstaffing
12_08037x 11/28/06 9:49 PM Page 135Chapter 7: Wow Words Work Wonders135grievance proceedingssuccession planningjob task analysisteam leadershiplabor contract negotiationstraining specialistleadership developmentwage and salary administrationKeywords are the magnets that draw nonhuman eyes to your to Find KeywordsHow can you find keywords for your occupation or career field? Use a high-lighter to pluck keywords from these resources. Online and printed help-wanted ads: Highlight the job skills, competen-cies, experience, education, and other nouns that employers ask for. Job descriptions:Ask employers for them, check at libraries for booksor software with job descriptions, or search online. To find them online,just enter such terms as “job descriptions” or “job descriptions trainer”or “job descriptions electrical engineer” on a search engine, such asGoogle (). The Occupational Outlook HandbookandDictionary of OccupationalTitles(both published by the . Department of Labor): Both books areat schools and libraries; the Handbook is online at Your core resume: Look through to highlight nouns that identify jobskills, competencies, experience, and education. Trade magazine news stories:Text about your career field or occupa-tion should be ripe with keywords. Online or printed annual reports of companies in your field: The com-pany descriptions of key personnel and departmental achievementsshould offer strong keyword clues. Programs for industry conferences and events:Speaker topics addresscurrent industry issues, a rich source of keywords. Internet search engine:Plug in a targeted company’s name and searchthe site that comes up. Look closely at the careers portal and read cur-rent press can also use Internet search engines to scout out industry-specificdirectories, glossaries, and dictionaries.
12_08037x 11/28/06 9:49 PM Page 136Part II:Resume Basics That Wow ’Em Every Time 136Mining for keywords in job descriptionsThe excerpts below of two job descriptions Ability to accurately assess condition ofposted on ( be ; search on job descriptions) illustrate howBudget Assistant:you can find keywords almost everywhere. Inthese examples, the keywords are italicized. Reviews monthly expense statements,monitors monthly expenditures,and gathersAuto Dismantler:supporting documentationfor supervisor Knowledge of proper operation of lifts, fork-review and , torches, power wrenches,etc. Performs basic arithmetic operationsto cal- Knowledge of warehouse, core,and stackculate and/or verify expense balances. Skill to move vehicleswithout damaging Operates computerto enter data intovehicle, other vehicles or database. Types rou-tine correspondenceand reports. Skill to remove bodyand mechanical partswithout damage to part, self, or others. Operates office equipment such as photo-copier, fax machine,and calculator. Ability to read a Dismantler reportandassess stock a Grip on GrammarResume language differs from normal speech in several ways. In general, keepthe language tight and the tone professional, avoiding the following: First-person pronouns (I, we):Your name is at the top of each resumepage, so the recruiter knows it’s about you. Eliminate first-person pro-nouns. Also, don’t use third-person pronouns (he, she) when referring toyourself — the narrative technique makes you seem pompous. Simplystart with a verb. Articles (the, a, an):Articles crowd sentences and don’t clarify retrained stafffor retrained the staff. Helping verbs (have, had, may, might):Helping verbs weaken claimsand credibility — implying that your time has passed and portrayingyou as a job-hunting weakling. Say managedinstead of have managed.
12_08037x 11/28/06 9:49 PM Page 137Chapter 7: Wow Words Work Wonders137 “Being” verbs (am, is, are, was, were):Being verbs suggest a state ofexistence rather than a state of motion. Try monitored requisitionsinstead of requisitions were active voice gives a stronger,more confident delivery. Shifts in tense:Use the present tense for a job you’re still in and the pasttense for jobs you’ve left. But, among the jobs you’ve left, don’t switchback and forth between tenses. Another big mistake: dating a job asthough you’re still employed (2008–Present) and then describing it inthe past tense. Complex sentences:Unless you keep your sentences lean and clean,readers won’t take time to decipher them. Process this mind-stumper:Reduced hospital costs by 67% by creating a patient-independence pro-gram, where they make their own beds, and as noted by hospital financedepartment, costs of nails and wood totaled $300 less per patient thanwork hours of maintenance complex sentences by dividing ideas into sentences of theirown and getting rid of extraneous details:Reduced hospital costs by 67%. Originated patient independence programthat decreased per-patient expense by $300 each. Overwriting:Use your own voice; don’t say expeditiouswhen you wantto say swift. Abbreviations:Abbreviations are informal and not universal — evenwhen they’re career-specific. Use Internetinstead of exception is industry jargon — use it, especially in digital and use of industry jargon adds to your credibility to be ableto correctly and casually use terms common to the industry in whichyou’re seeking Few Words about SpellingWhat is the name of a resume self-defense manual for job seekers? The dictionary! Of all the reasons causing recruiters and hiring managers to shoot downresumes, carelessness with spelling, grammar, and choice of words rankclose to the top. Even when the real reason for rejection is bias or somethingelse entirely, as in “I just don’t like that dude,” the use of misspelled words isa convenient justification. Who can quarrel with the adage “Garbage in,garbage out”?
12_08037x 11/28/06 9:49 PM Page 138Part II:Resume Basics That Wow ’Em Every Time 138Goofy spellingYou don’t have to win a spelling bee but, if you’redown for the world to read. Here is a samplinglike me (someone who has been known to makeof frequently misspelled words. Add your per-some humongus spelling miztakes), you need tosonal goofy spellings to the on Code Red alert when you’re putting wordsaccommodateguaranteepersonneladdressimmediaterecommendall rightindependentreferredbureauits/it’sreferencecalendarjudgmentrelevantcategorymaintenanceschedulecolumnmillenniumsergeantcommittedmiscellaneoustheir/they’re/thereconscientiousmisspelltrulydefinitelynuclearuntilexperienceoccasionallyyour/you’regovernmentoccurrenceweather/whetherEmployers especially recoil from impaired spelling when the job seekerbotches the interviewer’s or the organization’s name. (You can Google yourway to the company’s Web site to spell the organization’s name; you can call to confirm the spelling of the interviewer’s name.) Here’s the take-awaymessage:Know thy computer spell checker. Know thy dictionary, in print or online . And know a human being who can carefully proofread yourresumes to pick up grammar mistakes or misused words.
12_08037x 11/28/06 9:49 PM Page 139Chapter 7: Wow Words Work Wonders139Avoid poison wordsRecruiters advise staying away from the fol- References available upon request:lowing words on your resume:References are assumed. Save the spacefor more important information. Responsibilities included: Make yourresume accomplishment-driven, not Social Security number: Never make your-responsibilities-driven. Job-descriptionsself vulnerable in this era of identity tells, not sells, in a exception to this rule is when you applyfor a federal government position; in that Salary: Money talk doesn’t belong on acase, you’re required to submit your , period. Spilling your financialbeans limits your options because you Assisted with, worked with, helped with:may be priced too high or too low, If youDid you really just assist orhelp someoneabsolutely must deal with salary history orelse? Were you standing by watchingsalary requirements before the interview,someone else do thework? Use actiondiscuss dollars in a cover to describe how you contributed toeach achievement. Fired: Don’t let this word slip into yourresume if you want it to escape being lost in Also: The word is unnecessary. (for exam-a database. Laid-offor reduction in forceple, Manage budget of $1 million. Alsogenerally aren’t good terms either, but youinterface with consultants.) Write use them when circumstances make itEliminate also, an, the, and andwhereversound as though you were fired. A lay-off oryou can. Use the saved space to pack morea reduction in forceimplies the action waspunch, and the resume won’t lose fault of yours, but firedsuggests that youscrewed up. The basic rule: Don’t state whyyou left a position; save the explanation foran Sell Your StoryRemember, when your words speak for you, you need to be sure to use wordsthat everyone can understand and that relate to the job at hand. Value yourwords. Each one is a tool to your future.
12_08037x 11/28/06 9:49 PM Page 140Part II:Resume Basics That Wow ’Em Every Time 140
13_08037x 11/28/06 9:52 PM Page 141Chapter 8Refine Your Design for Great LooksIn This Chapter Keeping paper resumes clean-cut Considering design factors in digital resumes Giving your qualifications room to breathe Unstuffing an overstuffed resumeood design is always about more than simply looking good. GoodGresume design means making your document both appealing and acces-sible for prospective employers. Making it relevant. Making it feel right forthe job you seek and appropriate for someone in your shoes. There’s noreason why handsome physical design cannot be — and every reason why itshould be — applied to the resume information so important to your I mention in Chapter 4, most modern recruiting software can now handlefully formatted resumes in a word-processing attachment (usually MS Wordor Corel WordPerfect). This means that all the design tips for paper resumesin this chapter work fine for attached online resumes. Although handsome resumes are back in vogue, there will be times when it isstill necessary to send your word-processed resume in plain text, also calledASCII. In fact, you may as well create an ASCII version at the start of your jobsearch and store it on your computer. Doing so allows you to convenientlyand repeatedly copy and paste it, without reformatting each will, of course, still need to make the customizing changes to the positionor career field now effectively required by market forces and governmentrules (see Chapter 1). For ASCII tips, see Chapter 4.
13_08037x 11/28/06 9:52 PM Page 142Part II:Resume Basics That Wow ’Em Every Time 142Resumes That ResonateAlthough the market is moving away from paper resumes toward digitalresumes, tree-and-ink products will be around for the foreseeable future — iffor no other reason than for distribution at career fairs, for circulationthroughout your network, and to bring to job interviews. Here are sugges-tions on how to make the first cut in the employment screening processingUse a computer equipped with word-processing software to produce yourresume. Typewritten copies are still okay, but it’s hard to produce clean,crisp copy on a ’s standard is a sharp-looking resume printed on a laser or inkjetprinter. Old-fashioned dot matrix printers lack the ability to crank out high-quality selectionIn a digital era, how good should your paper be? Although you’re using paperonly for hand-to-hand delivery, the standards haven’t changed. For profes-sional, technical, managerial, and executive jobs, the stock for a paperresume should be quality paper that contains rag content of perhaps 25 per-cent, as well as a watermark (a faint image ingrained in the paper). For lower-level positions, any decent-looking paper will color should you choose? Stick to white or off-white, eggshell, or thepalest of gray. Print on only one side of the about theme papers — musical notes for musicians, tree leaves forenvironmental jobs, and the like? Although the use of theme paper forresumes has grown over the past decade, my preference is for plain stockunless you’re in a highly creative field. Most employers still prefer the no-frills look in paper.
13_08037x 11/28/06 9:52 PM Page 143Chapter 8: Refine Your Design for Great Looks143Consistency, consistency, consistencyMake reading easy on employers by deciding on a style and sticking to it. Youdetract from your words — and your image — when you do the followingthings: Mix differently spaced tabs and indentations. Make a habit of mixing bullet styles. You can mix bullets and checkmarksif the result is tasteful and doesn’t look cluttered. Use different spacing between lines. Keep your line spaces the samebetween headings and the body text for each data point. You’re going fora finished look, which means no fanciful visual three’s not a crowdCertain groupings are just more pleasing to the eye, so many resume pros usethe rule of threes: three skills groups, three accomplishments, three sen-tences on a topic, and so forth. A grouping of five is also attractive. But avoiding even numbers is not a hard-and-fast rule — groups of two andfour are equally acceptable. Look for examples of odd-number groupings inthe sample resumes in Part III. Ask a friend with artistic good taste to look atyour final draft and give you a review of your design on, break it up!How often have you tried to read a solid block of text and given up because itmakes you want to run for the eye drops? Employers and recruiters readingresume after resume also space out on dense text, especially in small answer is to break it up, to segment your data points in related blocky and denseGreat Eastern Bank, Princeton, NJ2003-2008Second Vice President – Global Markets Project Manager• Developed, outlined, and scheduled 98 conferences covering spectrum offinancial risk management issues
13_08037x 11/28/06 9:52 PM Page 144Part II:Resume Basics That Wow ’Em Every Time 144• Launched 53-page quarterly newsletter on new products and fluctuationsResearched and edited copy from technical specialists and regulatory agencies• Expanded circulation of client newsletter more than 500% in three years• Managed $ million budget and monitored department expenses• Provided marketing management support for Senior Vice President• Traveled to Hong Kong, Singapore, and London delivering educational semi-nars on derivative products and uses• Administered 17 bank personnel policies for seven staff members• Directed office closure due to rightGreat Eastern Bank,Princeton, NJ2003-2008Second Vice President – Global Markets Project ManagerCommunicator:• Developed, outlined, and scheduled 98 conferences covering spectrum offinancial risk management issues• Launched 3-page quarterly newsletter on new products and fluctuations• Researched and edited copy from technical specialists and regulatory agencies• Expanded circulation of client newsletter more than 500% in three yearsManager:• Managed $ million budget and monitored department expenses• Provided marketing management support for Senior Vice President• Administered 17 bank personnel policies for seven staff members• Directed office closure due to outsourcingBusiness Traveler:• Traveled to Hong Kong, Singapore, and London delivering educational semi-nars on derivative products and usesOpen spacesWhite space is the master graphic attention-getter; it makes recruiterswantto read a resume. Too often, job seekers hearing that they must not exceedone page (untrue), try to cram too much information in too little space.
13_08037x 11/28/06 9:52 PM Page 145Chapter 8: Refine Your Design for Great Looks145A ratio of about one-quarter white space to text is about right. Line spacingbetween items is vital. Although some resume pros advise that you right-justify the text (aligning it down the right side of the page), there’s no hard-and-fast rule on whether it’s best to leave the right-hand margins ragged orjustified. I prefer ragged margins because right justification creates awkwardwhite you choose, be clear that an overcrowded page almost guaranteesthat your resume won’t be read by younger recruiters and hiring managerswho grew up in an age of television and quick-reading stories in newspapers,magazines, and Web content. And older eyes won’t take the wear and tear oftoo many words jammed into a small space. Typefaces and fontsA typefaceis a family of characters — letters, numbers and symbols. A fontisa specific size of a typeface. For example, Helvetica is a typeface; Helvetica10-point bold, Helvetica 12-point bold, and Helvetica 14-point bold are threedifferent more than two typefaces should appear on one resume, but if you don’thave an eye for good design, stick to one typeface. Times New Roman, Arial,Verdana, or Helvetica used alone is a fine choice for your you want to mix two typefaces, I like Helvetica for the headings and TimesNew Roman for the text and lesser headings. Printing your name in small cap-ital letters can be pleasing. Using larger type (12, 14, or 16 pt.) or boldface forheadings can give them necessary prominence. Use italics sparingly; youdon’t want to overdo emphasis, and italicized words lose readability inblocks of resume writers use many tricks of the trade to put more infor-mation in a resume without making it seem overstuffed. They condense type,use a smaller-size font, and manipulate vertical spacing. Most amateurresume writers don’t want to get into this depth of detail, but if you do, agood resource is Susan Britton Whitcomb’s Resume Magic: Trade Secrets of a Professional Resume Writer (JIST Publishing).
13_08037x 11/28/06 9:52 PM Page 146Part II:Resume Basics That Wow ’Em Every Time 146A few more tips on appearanceWhen wrapping up the fair face of your resume, bear these factors in mind: Your name and contact information can be flush left, centered, or flushright. Look at examples in Chapter 12. Important information jumps in the recruiter’s face when set off by bullets, asterisks, and dashes. Typos and spelling errors are attention killers. They are seen as careless-ness or as a lack of professionalism. Even when your resume is a cus-tomized point-by-point match for the job being filled, a spelling mistakeor poor grammar impacts its overall impression and may well sink your computer’s spell-check feature, read your finished resumecarefully, and ask a friend who is a good proofreader to read it also. Don’t staple together a two- or three-page resume or put it in a folder orplastic insert. The resume may be photocopied and distributed, or itmay be — gasp,shades of old technology! — scanned into a minimize the risk of a page becoming an orphan, put a simple headeror footer atop each page after the first with your name and page a multiple-page resume, you may want to indicate the total number ofpages (for example, Page 1 of 2).Choosing between Two Resume LayoutsUsing a simple, cleanly designed layout is fundamental. It may be the differ-ence between your resume being read or passed over. Take a look at what I mean: Figure 8-1 shows you the beforeversion of theresume of Bruce Begovic, who holds a new master’s degree in biology. It’snothing but a “design dump” in which Bruce’s data is merely unloaded onto asingle page without giving thought to layout refinements. Pass the eyewash!Bruce’s afterversion, Figure 8-2, opens up the design structure, adds balanceand expands the resume into one-and-a-half pages. It is simple, makes use of asmart typeface, and limits boldface, all of which permits emphasis on thereally important qualifications for his biotech career field: education, labexperience, research experience, teaching experience, and an excellent grad-uate GPA.
13_08037x 11/28/06 9:52 PM Page 147Chapter 8: Refine Your Design for Great Looks147Bruce Begovic * 760-431-9999 * * 9999 Veranda Ct. Carlsbad CA 92010 * bbegovic@ * Offering solid competencies and proven track record documented by Master’s degree in Biology and targeted Bachelor’s degree, paired with eight years’ part time work experience in biotech, communicationsand teaching/tutoring fields Education Master of Science, Biology -California State University San Marcos, [date] ?Graduate thesis project entailed locating and classifying full length-retrotransposable element throughprobing of genomic library and PCR-mediated genome walking Bachelor of Science, Biology with Cellular and Molecular Biology Concentration California State University, San Marcos, [date] ?Coursework: Molecular Cell Biology, Animal Physiology, Genetics, Microbiology, Immunology, Virology, Neurobiology, Viral Evasion, Biochemistry, Research Mathods?Hazardous Communications and Laboratory Safety trained and certified, [date] ?Radioactive Materials Handling and Safety trained and certified, [date] ?Instructional qualifications include California Basic Education Skills Test certification Skills plasmid prep RDA ?cell culture ?PCR, QPCR ?bioinformatics ?mass spectrometry ?probe design ?gel electrophoresis ?DNA extraction SDS-PAGE DNA, RNA isolation Cloning ?radiolabeling ?restriction digests ?protein purification ?southern blotting MS Word, Excel, PowerPoint Work Experience Graduate Lab Research Associate [dates] California State University, San Marcos ?Project leader in a representational difference analysis to determine somatic cell genomic rearrangementsbetween healthy and virally infected species ?Responsible for training and supervision of undergraduate students Teaching Associate [dates] California State University, San Marcos ?Supplemental Instruction course leader for Principles of Genetics class ?Instructor for Intro to Cell/Molecular Biology lab, General Education Science lab ?Teaching Assistant for Genetics Lab Biology Department Lab Technician [dates] California State University, San Marcos ?Prepared graduate/undergraduate lab exercises for classes including: Genetics, Cellular Biotechnology,Microbiology, and Animal Physiology ?Responsible for media /solution preparation, cell culture and all other aspects of lab component preparation?Supervised undergraduate assistants Primary Science/Math Tutor [dates] Tutoring Pros Educational Services ?Tutored high school students in science and math, including Advanced Placement Biology, Chemistry, Calculus, Statistics and Physics courses Editorial Associate [dates]Sun Features, Inc. ?Research online, copy edit and fact check a wide range of topics for nationally syndicated columnist Joyce Lain Kennedy ?Provided content evaluation and technical direction for several of Kennedy’s For Dummies books Accomplishments ? GPA in graduate courses ?Presenter, Plant and Animal Genome Conference, [date]?Presenter, Society for Molecular Biology and Evolution Conference, [date] ?Financed 100% of education through concurrent part-time employment and University grants Figure 8-1:Bruce’s initial thrown-together resume looks like he wrote it in 10 minutes on the fly. Yawn.
13_08037x 11/28/06 9:52 PM Page 148Part II:Resume Basics That Wow ’Em Every Time 148760-431-9999 9999 Veranda Ct. Bruce Begovicbbegovic@ Carlsbad, CA 92010 Offering solid competencies and proven track record documented by Master’s degree in Biology and targeted Bachelor’s degree, paired with eight years’ part time work experience in biotech, communications and teaching/tutoring fields EducationMaster of Science, BiologyCalifornia State University San Marcos, [date] ? Graduate thesis project entailed locating and classifying full length-retrotransposable element through probing of genomic library and PCR-mediated genome walking Bachelor of Science, Biology with Cellular and Molecular Biology ConcentrationCalifornia State University, San Marcos, [date] ? Coursework: Molecular Cell Biology, Animal Physiology, Genetics, Microbiology, Immunology, Virology, Neurobiology, Viral Evasion, Biochemistry, Research Methods ? Hazardous Communications and Laboratory Safety trained and certified, [date] ? Radioactive Materials Handling and Safety trained and certified, [date] ? Instructional qualifications include California Basic Education Skills Test certification ? RDA ? restriction digests ? DNA extraction Skills? PCR, QPCR ? Southern blotting ? DNA, RNA isolation ? mass spectrometry ? plasmid prep ? radiolabeling ? gel electrophoresis ? cell culture ? protein purification ? SDS-PAGE ? bioinformatics ? cell culture ? cloning ? probe design ? MS Word, Excel, PowerPoint Work Graduate Lab Research Associate [dates] Experience California State University, San Marcos ? Project leader in a representational difference analysis to determine somatic cell genomic rearrangements between healthy and virally infected species? Responsible for training and supervision of undergraduate students Teaching Associate [dates] California State University, San Marcos ? Supplemental Instruction course leader for Principles of Genetics class ? Instructor for Intro to Cell/Molecular Biology lab, General Education Science lab ? Teaching Assistant for Genetics Lab Biology Department Lab Technician [dates] California State University, San Marcos ? Prepared graduate/undergraduate lab exercises for classes including: Genetics, Cellular (1 of 2) Figure 8-2:Bruce’s revised resume dramatically improves his resume’s appearance and projects an imagethat reinforces his value.
13_08037x 11/28/06 9:52 PM Page 149Chapter 8: Refine Your Design for Great Looks149Biotechnology, Microbiology, and Animal Physiology ? Responsible for media /solution preparation, cell culture and all other aspects of lab component preparation ? Supervised undergraduate assistants Primary Science/Math Tutor [dates] Tutoring Pros Educational Services ? Tutored high school students in science and math, including Advanced Placement Biology, Chemistry, Calculus, Statistics and Physics coursesEditorial Associate [dates] Sun Features, Inc. ?Research online, copy edit and fact check a wide range of topics for nationally syndicated columnist Joyce Lain Kennedy ?Provided content evaluation and technical direction for several of Kennedy’s For Dummies books Accomplishments ? GPA in graduate courses ? Presenter, Plant and Animal Genome Conference, [date]? Presenter, Society for Molecular Biology and Evolution Conference, [date] ? Financed 100% of education through concurrent part-time employment and University grants (Bruce Begovic 2 of 2)
13_08037x 11/28/06 9:52 PM Page 150Part II:Resume Basics That Wow ’Em Every Time 150Which version would you rather read — the tight one-pager, or the clean,open design on the two-pager?Design That Gets the Word OutBecause you’re counting on your resume to get you through the interviewdoor, pay attention to its appearance as well as its content. Readers shouldeasily and quickly grasp your targeted resume’s elements that show you’re astrong match for the job. If you’re choosing between “easily read” or “overde-signed,” go for easily a busy recruiter says: “The resume design makes a great deal of differ-ence. Most of us don’t have time to search through a resume looking forinformation. If it’s not easy to spot, the resume will go into the ‘do not call’pile. The better the design of the resume, the more likely we are to interview.”
14_08037x 11/28/06 9:51 PM Page 151Chapter 9Passages: Resumes for Your Life’sChanging PhasesIn This Chapter Recent graduates: How to start your career well Baby boomers: How to successfully continue your career Returning military members: How to get back in civilian clover Upscale and federal hopefuls: A few pointers on how to ace moves to new turft several points in the flow of your life, you’re likely to find yourself in aA“just passing through” stage where you’re temporarily required to comeup with new solutions to employment roadblocks. At such stages, you’re temporarily required to think differently about how to put your best foot forward. Often the techniques you’ve used before — or that you may use in the future — just aren’t delivering the goods for you in this life phase. When youhit a passages wall, step back and ask yourself, “How can I fix this problemfor this particular stage in my life?”In changing from one style of life or workplace to another, refresh yourresumes with strategies and techniques that will ease the transition. Whenfaced with a new situation, remind yourself to sell solutions, not chapter shows you how to do just that and tackles the passages issuefor three main times of transition: recent graduates, baby boomers, andreturning military members. I briefly touch on two other related situations:aspiring to move into or within the executive ranks, and aiming to enter orleave federal employment.
14_08037x 11/28/06 9:51 PM Page 152Part II:Resume Basics That Wow ’Em Every Time 152Scoring Big as a Recent GraduateIf you’ve just walked the cap-and-gown line, here’s a primer on the strengthsand weaknesses packaged with your individual take: Rookie strengthsAs a recent graduate, you have three main selling points and various minorones: You’re energetic and fired up to tackle assigned tasks. With no kids,you’re more likely to smile when asked to work long hours than areolder employees who have family obligations. You’re more current in technical skills than older competitors. You’re available for the right price. You cost much less than what anolder, experienced person expects. Maybe half as in assertions that you are a fast learner, are untarnished by earlierworkplace habits that may be anathema to new employers, and that, as arookie, you are prime material to be developed in concert with a prospectiveemployer’s viewpoints. Provide real-life examples of each claim or you’ll bedevalued as a windbag who has merely memorized slick talking take: Rookie soft spotsWeaknesses you have to wrestle include the stereotyping by employers ofrecent graduates as inept greenhorns who can’t find their butts with bothhands. In fact, multiple and recent surveys raise the decibel level on whatmany employers have long suspected or complained about: Most college stu-dents lack marketable respectable study (American Institutes for Research) conducted in 2006alleges that more than half of students at four-year schools and more than 75 percent at two-year colleges lack the skills to perform complex literacytasks. Yikes! What can you do to offset this image of gross incompetence?If you have a grade point average (GPA) above , or have worked as a tutor,emphasize that fact on your resume and at the top of job interviews. You aretrying to create the “halo” effect; that is, if one big first-impression factor isperceived as being good, an assumption is made that other factors must begood as well.
14_08037x 11/28/06 9:51 PM Page 153Chapter 9: Passages: Resumes for Your Life’s Changing Phases153If your GPA is poor or marginal, omit it from your resume but bring it upmidway in a job interview. Instead, show that you had to work to pay for yourschool and living expenses. And explain that you devoted much time to “reallife” experiences, such as leadership in campus organizations for jobs work-ing with people. Ideally, you also can show that your grades in your major areexcellent, and that your GPA rose as you learned better study for recent graduatesTimes and resumes have changed since your older pals graduated. As Iexplain in Chapter 1, start by writing a multiple-page core resume thatincludes familiar requirements for your career field. If popular requirementsinclude A, B, C, and D, be sure your core resume reflects your qualificationsin A, B, C, and D. This source document is your wellspring for cranking outshorter and targeted marketing your spinoff resumes for replying to specific job ads. And, if logi-cal, customize your spinoff resumes for posting in resume databases; ifyou’re a marketing graduate, for example, you might choose to match differ-ent requirements for a resume database for the chemical industry than aresume database for the healthcare industry. You can handle the matching ofrequirements with your qualifications in your opening skills summary(Chapter 6) and throughout your the following resume boosters in mind, as up your sales pitchThicken your work experience by including all unpaid positions — intern-ships, special projects, and volunteer jobs. List them in chronological orderin your Work Experience section. Statements like these are powerful agentson your resume:Sales: Sold $1,200 worth of tickets to college arts festivalCounseling: Advised 16 freshman students as peer counselorPublic Policy Coordination: Coordinator for student petition drive to saveCalifornia Cougar from sports hunting, gaining 2,000 signatures in 35 daysHighlight the work experience most relevant to your intended future. If youhave at least one year of full-time professional experience, place educationafter experience — unless your education is changing your career path.
14_08037x 11/28/06 9:51 PM Page 154Part II:Resume Basics That Wow ’Em Every Time 154Clarify your aimMake your objective clear if you use an objective statement. Don’t use a loftystatement of the absurd, like this one:I’m seeking a challenging position that will allow me to actualize my talentsin saving the world, with good potential for professional growth and paycommensurate with my , cut to the chase, like this:Research position in urban planning field in Chicago can add a summary, too, as I show you in Chapter unhelpful informationDon’t enclose your resume in a report cover or bulky package or attachschool transcripts or letters of recommendation, unless they’re an activity only if it reveals skills, competencies, accomplishments,results, or other qualifications to support your intended job. Omit highschool data unless it adds a unique fact to the total impression that you’ about the laundry list of your college courses — do they earn theirkeep on your resume? No, unless the course work is unusual or you havelittle to say without -mine your college experienceNeed a job? Get experience! Need experience? Get a job! This predicamenthas frustrated new graduates since the continents broke nothing but education to work with makes for a difficult resume sce-nario. Only dedicated job research and customizing each resume gives you achance of producing a persuasive product. Perhaps you overlooked some-thing; even child-sitting or pet-sitting offers experience in accepting responsi-bility and demonstrates the following factors in identifying the experience and skills yougarnered in college and matching the information with the job you hope toland: Work:Internships, summer jobs, part-time jobs, campus jobs, entrepre-neurial jobs, temporary work, and volunteer work Sports:Proven ability to achieve goals in a team environment
14_08037x 11/28/06 9:51 PM Page 155Chapter 9: Passages: Resumes for Your Life’s Changing Phases155 Awards and honors Research papers and projects Campus leadership Grade Point Average (GPA):If it’s or above; otherwise, omit it (someadvisers set the GPA floor at ). Technical skills and software facilityConcerning student jobs, one technique to make the most of your experienceis to separate your jobs into fragments and explain them. For example, don’tsay that your job title was “office help” or “office clerk” and stop the job into such functions as telephone reception, telephone sales,contract negotiations, purchasing, inventory, staff training, computer applica-tion training, Web design, public speaking, and written each one in terms of your accomplishments and their an exhaustive search of your hobbies, campus activities, or community ser-vice turns up absolutely nothing worth putting on your resume, your educa-tion must carry the entire weight of candidacy for employment. Milk it dry, asthe example in Figure 9-1 common to new graduatesNew graduates are more likely than experienced job seekers to make the fol-lowing short of image standardsIf you present a paper resume flawed with little printing errors, or an onlineresume blemished with unwrapped lines of type that seem to run on formiles, you heavy-hitter pointsYou distinguish yourself by creating an opening summary that calls to mindan image of your unique selling points. Use categories described in “Data-mine your college experience” stated earlier in this section. For example: Asteam captain, used strong influencing skills and tremendous personal marketplace experience through multiple Internships and 6 student jobs,including tutoring. GPA despite heavy course load. Keep your summarybrief — three to four achievements is plenty.
14_08037x 11/28/06 9:51 PM Page 156Part II:Resume Basics That Wow ’Em Every Time 156New Graduate — Little Experience1234 University Drive,#56BIrvine, California 78910Seek retail management trainee position. Offer more than three years’ intensive study of public Bachelor’s degree, developing strong research, language, interpersonal, computer, anddisciplinary skills. Proven interactive skills with groups and individuals. Energetic, adaptive, fast learner.[date][dates][dates][dates][dates][date]Figure 9-1:The resume of a graduate with little experience but marketable skills.
14_08037x 11/28/06 9:51 PM Page 157Chapter 9: Passages: Resumes for Your Life’s Changing Phases157Overcompensating with gimmicky languageDon’t tart up your resume to compensate for a lack of qualifications. Avoidusing exotically original language, such as “eyelinered genius,” a term usedby a business graduate applying for an entry-level marketing position in thecosmetics industry. The term may be colorful, but charm communicatesbetter in the employers guessEmployers hate it when they’re asked to decipher your intent. Merely pre-senting your declared major and transcript excerpts is not enough to kick offa productive job search. Add either an objective to your resume and/or askills summary directed at a specific career the experience fieldYour resume is no place to give every job equal billing. Many rookie resumesare little more than rote listings of previous jobs — subpoena server, TVsatellite dish sales representative, waiter, landscape helper, and computercoach, for example. Separate your jobs into an A list and a B list. The A listcontains the jobs that relate to what you want to do next, even if you have tostretch them to make a connection. Briefly mention jobs on the B list in a sec-tion called Other ExperienceorOther with bare bonesSome rookies look at a sheet of paper and then at their embarrassing, bedrag-gled collection of jobs in their paid-experience stew. Desperate to get any-thingwritten, they settle for name, rank, and serial number (employer, jobtitle, and dates of employment).The solution is to pull in allexperience, including volunteer and part-timegigs. Sit, think, think some more, and add all your relevant competencies andskills pointing in the direction in which you hope to thumb a ride. One strat-egy is to sign up for a postgraduate internship. Speak with your college’scareer counselors or internship counselors about this stymied? Look online for sample resume ideas; try hot informationData entombed is data forgotten. Employers remember best the informationyou give first in a resume, not the data folded into the middle. Decide whatyour selling points are and pack that punch upfront. Ask three friends to read your resume and immediately tell you what they remember about it.
14_08037x 11/28/06 9:51 PM Page 158Part II:Resume Basics That Wow ’Em Every Time 158Highlighting the immaterialFeaturing the wrong skills and knowledge acquired on each job is an errorthat many first-time resume writers make. Suppose you want to be a multime-dia producer and one of your work experience citations is your three years ofeffort for campus student theatrical productions. You painted scenery, soldtickets, and designed sets. It’s the experience in designing sets that helpsqualify you for multimedia producer, not painting scenery or selling yourself in the skills that help employers imagine you playing a role intheir employers’ needsEven the smartest new graduates, who may have survived research chal-lenges as rigorous as uncovering the body language of ancient French cavedwellers, make this mistake. They forget to find out what employers wantfrom new hires. Your college career center can sprinkle your search path withgems of wisdom in reading employers’ wish boastfullyAppearing too arrogant about your talents can cause employers to questionyour ability to learn as a junior team member. Even when you’re just trying tocompensate for your inexperience, avoid terminology that comes across ascontrived or blatantly self-important. If you’re not sure, ask older friends todescribe the kind of person they think your resume Good Jobs as a Baby BoomerIf you’re on the shady side of 50 (maybe even 40 in today’s world), it’s point-less to debate whether or not age discrimination lives. It does. Society contin-ues to wink at age bias. My readers daily attest to that fact. In this section, I don’t discuss legal remedies or self-employment. Instead, I show you how todo all within your power to beat off pesky bias and display your excellentqualifications on your , a primer on the pluses and minuses of being a boomer job take: Boomer strengthsYou have at least five main selling points and a slew of minor ones:
14_08037x 11/28/06 9:51 PM Page 159Chapter 9: Passages: Resumes for Your Life’s Changing Phases159 You have more knowledge and greater wisdom than you did when youwere half your age. Your judgment is a valuable commodity. You couldeasily save an employer substantial “mistake dollars” because you’veseen most situations play out in some form over the course of yourlearning lifetime. You have the common sense that comes with experi-encing life. You won’t rush into hasty or rash decisions. You’re dependable. You won’t take off for frivolous reasons. Employerscan rely on you showing up and doing the job as expected. You’re moregrateful for a good job than younger workers. You show your apprecia-tion with a strong work ethic. Your work history shows that your word isyour bond. You’re motivated to be flexible and adaptable. You may value workingless than a full-time schedule. You can adapt to the changing needs of abusiness. You may be able to work for less money than your competition. Yourkids are grown and your expenses are down. You see the big picture in dealing with people. You’ve had years to dis-cover what makes them tick. You know from firsthand experience thequality of customer service consumers expect and positive characteristics you have acquired as time kept on going byinclude the following: You’ve acquired a taste for team playing becauseyou’ve seen how all hands can work collectively for the good of a mountain-climbing younger employees, you won’t skip out for a flashyopportunity when you’ve got a bird in hand — you’re happy to be workingand you’ve seen enough of the dot-com bubbles to last a take: Boomer soft spotsThe notion that older people have had their day and should make room forthe next generation is deeply ingrained, say researchers. The stereotype isthat you can’t teach an old dog new tricks and that all mature workers arealike in their abilities to learn, perform, energize, remember, and deal withchange in a new kind of is a selection of prevalent myths about workers of a certain age, followed by the realities you should try to reflect in your resume: “Older workers can’t or won’t learn new skills.”A smart, well-executedresume proves this bit of conventional wisdom wrong, as it certainly is:The over-50 crowd is the fastest growing group of Internet users. Usetechnical terms on your resume if appropriate. Mention new skillsrecently acquired. Studies show only negligible loss of cognitive functionof people under 70.
14_08037x 11/28/06 9:51 PM Page 160Part II:Resume Basics That Wow ’Em Every Time 160 “Training older workers is a lost investment because they won’t bearound for long.”The life of a new technology for which workers aretrained often won’t last as long as the work life of an employee over ways to tell employers that you•Are committed to doing quality work•Can get along with co-workers and younger bosses•Have strong skills in reading, writing, and arithmetic•Are someone who can be counted on in a crisis•Are willing to be flexible about doing different tasks “Benefit and accident costs are higher for older workers.”Accordingto a study by the AARP organization, older workers take fewer sick daysper year than do other age groups because they have fewer acute illnessand sporadic sick days. Although it’s true that individual older workers’health, disability, and life insurance costs do rise slowly with age, theyare offset by lower costs because of fewer , fringe benefit costs stay the same as a percentage of salary for all agegroups. Older workers take fewer risks in accident-prone situations and sta-tistically have lower accident rates than other age groups. Handling this on aresume is tricky but you could say, if true: “Robust health; no dependentsother than spouse.”Tips for baby boomersPerhaps you’ve heard the baby boomer generation’s battle cry: 70 is the new50? Okay, then 60 is the new 40! And 50 is the new 30! Take the attitude toheart in your resume. In addition to what it says, a clean, young-lookingresume design is a shield against age forestall age discrimination, tailor your resume to make yourself look likea well-qualified candidate — not a well-preserved one — by using the follow-ing your target job descriptionFind or write job descriptions of your target occupations. If you like your cur-rent field and are leaving involuntarily because it’s disappearing from underyour feet, start with job descriptions in closely related jobs. Compare require-ments of related jobs with your transferable skills profile. If you don’t likeyour current field, forget I mentioned it.
14_08037x 11/28/06 9:51 PM Page 161Chapter 9: Passages: Resumes for Your Life’s Changing Phases161To identify occupations closely related to your current field, check a librarycopy of the Occupational Outlook Handbookpublished by the . Departmentof Labor. Or, read it online at what you have to offer gets you up off your knees, out of the past,and into the future; it enables you to write a resume that readers will respect,by saying, “This is what I can do for you that will add to your productivity,efficiency, or effectiveness. Not to mention a little bump on the bottom line.”Shorten your resumeThe general guideline is “Go back no more than 15 years.” But if that doesn’twork for the job you seek, one answer is to create a functional resume whereyou emphasize your relevant skills in detail toward the top of the resume anddownplay overly impressive titles that might intimidate younger example, Senior Vice President, Sales becomes Sales your resumeFor emphasis, I’ll repeat that: Focus your resume (see Chapter 6). Concentrateon highlighting your two most recent or most relevant jobs. Don’t attempt togive equal attention to each of your past jobs. If your job experience has beendiverse, your resume may look like a job-hopping tale of unrelated job afterunrelated that you’re a tower of strengthGive examples of how you solved problems, recovered expenses, and learnedto compensate for weaknesses in your working environment. Emphasize howquickly such adjustments occurred. Gray heads who’ve survived a few fallenskies are valuable assets in difficult political correctnessThis is especially important for positions that have contact with the that you’re familiar with contemporary values by using politically cor-rect terms wherever appropriate. Examples includediversity, cross-cultural,mainstream, multiethnic,and people with disabilities(never handicapped), andwomen (not girlsor gals).Distribute your resume onlineDoing so helps dispel any ideas that you’re over the hill. See Part I for moreon digital resumes.
14_08037x 11/28/06 9:51 PM Page 162Part II:Resume Basics That Wow ’Em Every Time 162Murder ancient education datesOf course, the absence of dates sends a signal: This is a geezer who read aresume book. But at least it shows that you have sufficient faculties left toread the book and play the your resume to fighting weightFor very experienced professionals, sorting out the most powerful resumepoints can be difficult. It’s like being a gifted child — so many choices, andyou’re good at all of them! You know what they say, though: The longer thecruise, the older the appropriate headingsIf you’re using freelance, hobby, or volunteer experience, use the headingWork Experienceand list it first, unless you have changed your focus througheducation. Then, begin with the heading refine this heading,substitute target-job-related education, such as Accounting EducationorHealthcare employment history do you do with all the experience that was great in your old job butmeans zero where you want to go? Lump it together at the end of yourresume under Other Experienceor Earlier it to positions,titles, employers, and/or degrees and educational institutions. If extraneousexperience is older than five years, squash it a lower-level jobWhen you’re willing to step down from your previous level of work, the firstthing to know is don’t try to do it with a resume. Do it by a personal first con-tact where you get a chance to color your positioning in the best hue, and todefuse intuitive rejection. Tell your story before recruiters and, employerscan say they don’t want to hear your status counts. You aren’t a manager lowering yourself bylooking for a much less responsible job. You’re a career changer exploringnew fields:In the past decade, I’ve put in very long hours and exceeded expectations injobs in the same industry. I realized I’m a doer who needs new mountains toclimb. I have too much to give to the business world to ride on autopilot therest of my life. I want to check out other ways I can make a contribution in adifferent career field, hopefully at your company.
14_08037x 11/28/06 9:51 PM Page 163Chapter 9: Passages: Resumes for Your Life’s Changing Phases163Show skills as they apply to new positionMaking a career change? As you list your skills,You may begin by writing: “Used a strong tech-competencies, education, and experience, leadnical background and excellent communica-with the information relevant to the new posi-tions skills in a sales role.” Then continue totion and then list the other data. You have tospeak of your ability to provide good technicalquickly convince the employer that you have theadvice in a business to handle the that you “enjoy learning” is a coin withAssume an engineer wants to move into sides; the employer may see you as flexibleThe resume should mention things like “clientin your desire to further your education, or, con-liaison,” “preparing presentations for meet-versely, make a negative judgment that youings,” and “strong communications skills.”don’t have the skills right now to hit the directly to the hiring manager and explain your reasoned willingness toaccept lower compensation:I have a great work attitude and excellent judgment. Show me a new task,and I get it right away. I understand, of course, that the trade-off in movinginto your industry is less pay and you’ve opened the door, hand over your resume. Write a hybridresume (detailed in Chapter 5) with heavy emphasis on the functional need breathing room to shape your resume in a way that spotlights yourtransferable skills as they pertain to the job you seek, such as talent for work-ing with numbers, reliability, and good attendance record, as well as fast-learning you’re a major seeking a minor position, emphasize that, sometimes,good people need new chapters in their common to boomersWhen you have a long job history, you’re more likely to need updates on thefollowing the wrong focusChoosing the wrong focus is a problem shared with new graduates who fail toelaborate on those jobs that best address the hoped-for next job. Like thereal estate adage that the operating principle is location, location, location,the operating principle for the better jobs is target, target, target.
14_08037x 11/28/06 9:51 PM Page 164Part II:Resume Basics That Wow ’Em Every Time 164Presenting short-term work on your resumeBaby boomers may find that they’re doing workFor Company B, Name of Department/Divisionfor a specific company but are being paidAs job title,implemented:through a temporary staffing firm or other inter-mediary and be unsure about how to report the achievementinformation on their resumes. You don’t have to achievementlist the middleman firm. Note only the compa-nies for which the work was performed. Here’s achievementa brief template:For Company C,Name of Department/DivisionCompany A, Company B, Company C[date] toAs job title,credited with:present achievementFor Company A,Name of Department/Division achievementAs job title,performed: achievement . If your job titles are extreme — insignificant achievementor overly exalted — don’t bold them. achievementUsing old resume standardsMany baby boomers, still working on last decade’s calendar, have an out-dated concept of what a resume should be. An office neighbor recentlyexpressed surprise when I told him to leave out his personal information,which once was standard fare on resumes.“Oh, I thought personal information was supposed to humanize you,” the sea-soned ace said. Busy employers and job computers don’t care that you’re apar golfer or play tennis; this kind of personal bonding information comesout at the a summaryBecause of the extensiveness of your experience, your resume may beunwieldy without a summary. Suppose you’re fed up living as a city slickerand want to move to a small town where agribusiness is dominant. Yourobjective may take only one line — “Wish to work as internal auditor in the farm equipment industry.” Follow that statement with a one- or two-paragraph summary of why you’re qualified. Think of a summary as a sales-person’s hook. It describes some of your special skills, your familiarity withthe target industry, and your top achievements.
14_08037x 11/28/06 9:51 PM Page 165Chapter 9: Passages: Resumes for Your Life’s Changing Phases165Revealing age negativelyDon’t blurt out your age. Start with ageless — you can always move to not put old education first on your resume (unless you’re a professionaleducator). Avoid listing jobs with dates older than 10 or 15 years. If you mustinclude dusty jobs, de-emphasize the dates or omit them. You can summarizeold jobs under a heading of “Prior to 20XX” and avoid being too , you can include all jobs under functional headings. Try not todescribe older jobs in low-techSeasoned aces who do not have computers still type resumes; others withcomputers have old-fashioned dot matrix printers. Their resumes are oftenstopped at the door. Today’s readers like crisp, attractive layouts that only acomputer and laser printer can create. Trade a dinner or two for resume ser-vices from a friend, use a computer free at a library, rent a computer by thehour at a copy center, or pay a professional to do your supplementing a high school educationIf your highest education attainment is high school, don’t forget to mentionany continuing education, including seminars and workshops related to yourwork — if it applies to what you want to do Interviews as a New CivilianIf you’re trading in military life for your first civilian gig, be sure to sign up forthe invaluable Transition Assistance Program (TAP), the three-day class thathelps active-duty personnel write resumes and prepare for say that a lot of young military retirees overlook TAP. As executivesearch consultant Mike Dodd commented to Newsweekmagazine: “[They’rethinking] ‘I’m a gun fighter. I’m going to go out into the world and do greatthings. I don’t care about resumes.’” Dead you’re partial to the school of hard knocks and reality bites, pay atten-tion to this section. In it, I show you how best to present your military experi-ence as you look for a civilian job.
14_08037x 11/28/06 9:51 PM Page 166Part II:Resume Basics That Wow ’Em Every Time 166Quick take: Transitioning military strengthsYou’ve got a chest full of selling points. Here are six super marks of merit: You have exceptionally good training. Military schools are recognized tobe superior institutions, and you’ve shown that you are trainable. You have substantial real-life experience. You may have things like high-tech skills and leadership skills that you acquired at an early age andthat are not typically available to the civilian workforce. Maybe you man-aged a troop and even advanced to a position responsible for policymak-ing and strategic planning. You know how to be a team player and show up on time. You performwell under pressure. You know how to accomplish assignments in astructured organization. You may have experience with a direct fit to the civilian job market:operations management, supply chain procurement, human resourcemanagement, systems administration, or financial planning. You have a strong work ethic to get it right the first time. You’re flexible and able to quickly adapt to changing take: Transitioning military soft spotsCommunication is the biggest reason recruiters or hiring managers overlookwell-qualified military candidates, say career coaches who specialize in tran-sitioning from military to civilian jobs. They just don’t get what your resumesays when you speak military-ese, not military-talk habit is hard to shake. A news report describes an incidentinvolving a former soldier named Perkins who was transitioning to civilianlife after a 20-year hitch. Applying to a staffing company, Perkins spelled outhis last name in military alphabetic code: problems resulting from noncommunication when you use military-ese (also called milspeak) on your resume are discussed in more detail laterin the section “Get the message about milspeak.”
14_08037x 11/28/06 9:51 PM Page 167Chapter 9: Passages: Resumes for Your Life’s Changing Phases167When finished writing your resume, put it through the civilian translationwringer by asking friends and neighbors who know not a whit about thingsmilitary to read it and see whether they understand what you’re , some employers do hold a stigmatized stereotype of military service members as being rough, tough, rigid, and hard-headed types whoseidea of leadership is command and control. A resume won’t do much to alterthat perception, but if it’s well done will help get you inside an interviewroom where your pleasing personality may be able to reverse false, precon-ceived for new civiliansMany employers do appreciate vets as employees and will give you prefer-ence above a comparable nonvet competitor. The federal government awardsfive to ten extra points beyond a passing score to veterans — good news ifyou’re applying for a government contractors hire a lot of former military members. That’s whyit’s especially important when preparing your resume to factor in the newfederal requirements in online recruiting processes designed to promoteequal employment procedures. Federal contractors must play by the rulesset by the Office of Federal Contract Compliance (OFCCP).These rules favor customizing your resume for the position you’re job boards, such as , now publicize thefact that their online candidate databases meet the standards of the federalcompliance mandates announced in 2006 by the Office of Federal ContractCompliance Programs. The new rules are a little tricky to understand, so turnto Chapter 1 for particulars on how the new OFCCP mandates affect you. Here are other resume pointers to boost your what you’re sellingAvoid building your resume around your military rank or title. Instead,emphasize the qualifications you bring to the your best formatA hybrid resume (Chapter 5) is a good choice, say many career coaches whowork with transitioning military, because it features competencies and skillsin professional categories, rather than chronological history by rank or jobtitle. But this doesn’t mean a reverse chronological resume format can’t beused to your advantage.
14_08037x 11/28/06 9:51 PM Page 168Part II:Resume Basics That Wow ’Em Every Time 168If you’re working with a third-party recruiter, do as the recruiter — who iscarrying your immediate future in his or her hands — in on job fairsJob fairs are one of the most potent employment avenues for service mem-bers and veterans to meet employers, network and even be interviewed onthe spot. The classified pages of your Sunday newspaper may carry big adsannouncing fairs; some are aimed at attracting transitioning military, espe-cially individuals who have current top-secret out the Web sites in the “Visit key Web sites” section in this chapter totrack military transition your identity from theftYour Social Security number is the key to the vault for identity , the military has been slow to give up its open and widespreaduse of Social Security numbers for even routine transactions at commissariesand base libraries. And then there’s the matter of the 2006 theft from theVeteran’s Administration of records on almost everyone who has served inthe military since you’re applying for a federal job, which does require your SocialSecurity number, keep it off your resume, cover letter, or application form. If you suspect your data has been compromised, ward off identity theft bymonitoring your credit reports and putting a fraud alert or a freeze on yourcredit accounts. The California Office of Privacy Protection’s Web site () offers detailed information about the mechanics of com-bating identity a resource collectorYou deserve entire books dedicated to your special needs when transitioningfrom military to civilian life, and luckily, good ones are available. Here are myfive picks: Military Resumes and Cover Letters,by Carl S. Savino and Ronald , . (Impact Publications, 2004) Expert Resumes for Military–to-Civilian Transitions,by Wendy S. Enelowand Louise M. Kursmark (JIST Publishing, 2006) Military to Federal Career Guide,by Kathryn Kraemer Troutman (The Resume-Place (), 2006) Job Search: Marketing Your Military Experience,by David G. Henderson(Stackpole Books, 2004) Military Transition to Civilian Success,by Mary T. Hay, et al. (ImpactPublications, 2006)
14_08037x 11/28/06 9:51 PM Page 169Chapter 9: Passages: Resumes for Your Life’s Changing Phases169Hey Uncle Sam — how about a job?If you’ve ever thought about looking into a fed-Private industry: Prepare all levels of cor-eral job, time’s wasting. Uncle Sam’s millionrespondence, reports, and other docu-civilian workforce averages 20,000 vacanciesments. Make consumer-smart travelevery day. Benefits are handsome: great healtharrangements for senior , decent retirement plans, and flex-Government:Prepare a wide variety ofible leave. Annual pay raises — often 3 to 4 recurring and nonrecurring correspon-percent — are automatic. You may not evendence, reports, and other documents. Makehave to relocate. Although Washington holdstravel arrangements, such as schedulingthe mother lode of federal jobs, they exist transportation, making reservations, andas well in locales across America and evenpreparing travel orders and vouchers, on general travel intentions, knownThe number-one best way to spot a federal jobpreferences of traveler, and in accordancethat may interest you is to land online at the offi-with appropriate travel USA Web site: . You canRead the federal vacancy announcementseven search by salary. For instance, on a recent(recruitment advertisements) carefully to get itday there were 11 jobs in Chicago in a pay rangeright, and pay special attention to the qualifica-of $35,000 to $45,000. A few examples:tions and KSA (knowledge-skills-abilities)Financial accounts technician, Veteran’ a specialistSupervisory Contact Representative, StateFor federal job employment help, my recom-Departmentmendation is Kathryn Troutman. WidelyAdjudication officer, Homeland Security,regarded as the go-to guru for job seekersCitizenship & Immigration Serviceshoping to outmarket and outcommunicate thecompetition for federal hiring, Troutman hasFederal resumes are differenthelped tens of thousands of people get . Federal resumes tend to be longer andHer resume-writing services are described onrequire information not typically found on a pri-Troutman’s Web site (),vate-sector resume, including: Social Securityas are her stellar books, two examples of whichnumber; citizenship; veteran’s information;are employers’ names and contact data; supervi- Federal Resume Guidebook, Fourth Editionsors’ names and phones; ending pay for jobs;(The Resume-Place, 2006)and hours worked per week. Student’s Federal Career Guide(The2. Federal language is more bureaucratic Resume-Place, 2004)than private-sector documents. Here’s how aprivate-industry example is translated into government-speak:
14_08037x 11/28/06 9:51 PM Page 170Part II:Resume Basics That Wow ’Em Every Time 170Visit key Web sitesDozens of Web sites offer help for transitioning military personnel. Start withthe following resources, which may link to other Web sites you’ll want toknow about: TAOnline () () The Landmark Destiny Group () Corporate Gray () Military Officers Association of America ( Non Commissioned Officers Association () Intelligence Careers () ()Get the message about milspeakBill Gaul, himself an Army veteran, is president and CEO of The LandmarkDestiny Group (), a job board with a lot of benefitsfor transitioning military members. A long-time expert on the military transi-tioning job market, Gaul answers questions about demilitarizing your : Can you give an example of what you call milspeak?A:An Army colonel’s resume we were recently sent read: “As commandingofficer of a 500-person organization, I was responsible for the health, morale,and welfare of all personnel.” Health, morale and welfare? Just think of theincredible range of skills and experience completely overlooked in that mils-peak phrase. Far-reaching accomplishments and important responsibilitiesare whitewashed into boilerplate terms that mean nothing to a civilian example, digging into “health, morale, and welfare,” we found “policydevelopment, human resource management, budget planning and administra-tion, process improvement, operations management, and staff development.”Q: What’s the deal with job titles?A:Many military job titles are ambiguous. Some are misleading. For example,a Navy fire control technician does not put out fires but operates and main-tains electronic weapons targeting your job title without misleading the employer:
14_08037x 11/28/06 9:51 PM Page 171Chapter 9: Passages: Resumes for Your Life’s Changing Phases171 Mess cook (food service specialist) Fire control technician (electronic weapons systems technician) Motor pool specialist (automotive maintenance technician) Provost marshal (law enforcement officer) Quartermaster (supply clerk)Q: What about when your specific work experience doesn’t closely relateto the job you’re applying for?A: You can list your organizational position instead of your job title. An E-5Marine Corps embassy guard applying for a management position in thesecurity industry listed his job title as “facility supervisor.” He then addedthe details of his experience within the body of his resume. This drew read-ers further into his resume because it represented more of a fit than someonewho kept people in proper lines applying for : Aren’t most military members in combat-related jobs?A:Yes, and that can be a problem, trying to relate the job you’ve had to thejob you want, unless you’re applying for law enforcement positions. But forthe straight combat MOS (military occupational specialty) — infantry, tankgunner, reconnaissance Marine, and the like — there are several options tochoose from:List your relative position in an organization — “unit supervisor” instead of“platoon sergeant” as your work in collateral duties may be the key. A platoon sergeant seeking aposition in staff development and training, based on duty as a training NCO(noncommissioned officer), could list training supervisor as her title. Thedates listed must accurately reflect the time you spent in the specific collat-eral duties, of course. As you know, it is often the case that you will havemore than one collateral duty while performing a key role for an : How should you list your level of authority?A:Omit references to rank or grade like “NCO, “petty officer,” and “sergeant.”Unless an employer has military experience, these terms won’t communicateyour relative position within an organization. Instead, list civilianized equiva-lents appropriate to your level of authority: Safety Warrant Officer OSHA (coordinator) Training NCO (training supervisor) Barracks sergeant (property manager)
14_08037x 11/28/06 9:51 PM Page 172Part II:Resume Basics That Wow ’Em Every Time 172Q: What about education and training?A: Many courses and schools leave recruiters wondering exactly what youtrained for because the course titles can be esoteric and arcane. The rule isthis: List your training in a way that will provide immediately apparent sup-port for your job the name of a school or course doesn’t communicate exactly what wastaught there, modify it because you are trying to inform, not mystify. You aretrying to demilitarize the language to help resume reviewers understand thenature of your military examples illustrate: SNAP II Maintenance School (Honeywell Computer Server MaintenanceSchool) NALCOMIS Training (Automated Maintenance and Material ControlSystem Training) Mess Management School (Food Service Management School) NCO Leadership Training (Leadership and Management Training)Q: Is that all there is to civilianizing a military background?A:Not quite. To help resume reviewers understand the depth of your train-ing, list the number of classroom hours you studied. To determine thenumber of hours, multiply the number of course days by 8, or the number ofweeks by 40. If you completed the course within the last 10 years, list thecompetition date. If the course is older, leave off the date. Here are two examples: Leadership and Management Training, 3/07 (160 hours) Leadership and Management Training (160 hours)Changing Course with an OnTarget ResumeYou’re on the way to finding your new place in the world. Whether your newplace turns out to be a stopover or a long-term occupational address, smoothyour passage with effective traveling papers — that is, a core resume fromwhich you spin off targeted resumes.
14_08037x 11/28/06 9:51 PM Page 173Chapter 9: Passages: Resumes for Your Life’s Changing Phases173Resumes going up to the top floorWhether you’re seeking an executive positionexecutive officer or chief financial officer), thisas a move up from middle management or arebook is useful to learn state-of-the-art resumealready in the executive league looking formoves. But you do need additional coaching togreener pastures, distinguish between the twoprepare high-end executive resumes, a spe-categories as you prepare your resume. That’scialized job word from noted executive coach DilipArguably, the number-one authority on upscaleSaraf ().resumes is John Lucht, author of the classicJob seekers who are breaking out of middleRites of Passage at $100,000 to $1 Million+,pub-management levels should focus a resume onlished by Viceroy. Lucht’s Executive Job-technical successes — leading teams andChanging Workbookis a gold-standard guide working across functional boundaries, Sarafto top-floor resumes. There’s more: Lucht’sadvises. He explains that job seekers already an excellent subscriptionthe executive space should focus on the fourWeb site for executives. Another upscale bookfunctions of managing: leading, planning, orga-getting rave reviews is Executive’s Pocketnizing, and setting up to ROI Resumes and Job Search,byLouise M. Kursmark and Jan Melnik (JISTIf you have an eye on the top levels of the Publishing, 2006).workforce — preferably at C-level (as in chiefKeep polishing your work until your traveling papers are excellent. As famedeconomist and author John Kenneth Galbraith said about the need to keepwriting until you get it right: “. . . there are days when the result is so bad thatno fewer than five revisions are required. In contrast, when I’m greatlyinspired, only four revisions are needed.”Reflect on the stakes for your efforts to move along. By writing your transi-tional OnTarget resume, you’re more than the author of your traveling papers — you’re the author of your life.
14_08037x 11/28/06 9:51 PM Page 174Part II:Resume Basics That Wow ’Em Every Time 174
15_08037x 11/28/06 9:49 PM Page 175Chapter 10Successful Solutions to Resume ProblemsIn This Chapter Squashing the overqualified objections Standing tall as a reentering woman Dealing with disability issues Patching over employment gaps and demotions Coping with too many layoffs Counting out too many jobs Explaining a substance-abuse history Handling a bad credit/background check Relaunching after a prison stayhances are that not everything in your career history is a plus. CMinuses — either fact or perception — like your age (be it a little or abig number) and experience (whether too much or not enough) need specialcare to keep them from setting off alarm bells. It’s always better to anticipatefactors in your background that could screen you out of the running and dowhat you can to minimize ’s perfect. But rarely are we jammed up against problems so severethat they can not be solved in some way. Careful resume management is agood are some ideas on how to turn lemons into lemonade.
15_08037x 11/28/06 9:49 PM Page 176Part II:Resume Basics That Wow ’Em Every Time 176Too Much ExperienceNot only is inappropriate experience — too much or too little — often thereal reason that you’re turned down, but it’s also too frequently a cover storyfor rejections that are really based on any factor from bias to bad many qualifications or ageism?A reader writes that his qualifications for a training position are superior buttoo ample. He explains:Preoccupation with age seems to be the pattern. I’m rarely called for aninterview; when I call after sending a resume in response to an ad or a net-working contact, I’m told I’m too experienced for the position — that I seemto be overqualified. How can I keep my resume from looking like lavenderand old lace?Ageism often is the subtext in the overqualifiedobjection. Deal with it by lim-iting your work history to the most recent positions you’ve held that targetthe job opening. To avoid seeming too old or too highly paid, limit yourrelated experience to about 15 years for a managerial job and to about 10years for a technical job. What about all your other experience? Leave it in your memory bank. Or ifyou believe that the older work history adds to your value as a candidate,you can describe it under a heading of Other Experienceand briefly present itwithout dates. Figure 10-1 is an example of a resume that shows recent expe-rience recent-experience-only treatment doesn’t work every time, but give it atry — it shows that you’re not stuck in a time warp, and it’s a better tacticthan advertising your age as one that qualifies you for carbon the employer is notorious for hiring only young draft horses, rethink yourdirection. Try to submit your resume to employers who can take advantageof your expertise, such as a new or expanding company operating in unfamil-iar if the overqualified objection is just that and not a veil for age discrimi-nation? The employer legitimately may be concerned that when somethingbetter comes along, you’ll set a sprint record for shortest time on the job.
15_08037x 11/28/06 9:49 PM Page 177Chapter 10: Successful Solutions to Resume Problems177Recent Experience OnlyWork AND SONS – Operates continuously in Long Beach, Calif. Sole Proprietor, estate brokerage, development, asset management, and consulting. In-house brokerage company, specializing in eight- and nine-figure acquisitions, shopping centers, and commercial space, obtaining entitlements and economic analysis. Personal volume: over $100 INC. – Solana Beach, Calif. [dates]. Marketing estate development corporation. Primary project: Le Chateau Village, a French-theme 100-lot residential development in Del Mar. Sourced architect, designers, and contractors. Limited liability company built 60 upscale custom homes by architect Jacques Donnaeu of Toulouse. Supervised 10 sales representatives. Sales gross exceeded $40 million, selling 58 homes ahead of project schedule by six COAST ASSOCIATION – Los Angeles, Calif. [dates]. Executive Vice President. International trade association with 190 firms holding annual fairs, from 25 states and all of Canada, including two theme amusement parks, 15 affiliated breed organizations and 300 service members who provide goods and services to members. Annual convention attended by over 2,000 executives. Acted as legislative advocate for California district and county fairs, nine of which have horse racing and pari-mutuel wagering. Increased membership by 200%, administering seven-figure budget, with staff of five Experience.• BBH & Co., . ENVIRONMENT AFFILIATED, Executive Vice President. Administered six-figure budget and supervised 27 managers. Directed recruitment and marketing activities.• CSU Long Beach, Development Director. Managed 40-million-dollar project to expand campus grounds 30%. Maintained lowest campus construction budget in state, including contracting and materials.• TRADE ALTERNATIVE, Commercial Properties Manager. Marketed, leased, and acquired $900,000 in commercial property. Catered to such upscale clientele as high-end law 10-1: Focusing on recent experiences is an effort to avoid the problem of being seen as too old.
15_08037x 11/28/06 9:49 PM Page 178Part II:Resume Basics That Wow ’Em Every Time 178On the other hand, another version of rejection based on too many qualifica-tions or ageism occurs when a candidate who qualifies for AARP membershipwants to kick back a bit and work at less demanding, lower-paying work. Theemployer questions the applicant’s true intent — why would an older engi-neer want a technician’s job? — and consequently doesn’t bother to inter-view a candidate she suspects of seeking any port in a you really prefer to take life easier physically or to have more time toyourself, spell it out in your resume’s objective. Writing this kind of statementis tricky. You risk coming across as worn-out goods, ready to relax and listento babbling brooks while you collect a paycheck. When you explain yourdesire to back off an overly stressful workload, balance your words with acounterstatement reflecting your energy and commitment:Energetic and work-focused but no longer enjoy frenzied managerial responsibility; seek a challenging nonmanagerial much experience in one jobA reader writes:I’ve stayed in my current and only job too long. When my company cut thousands of workers, we received outplacement classes. I was told that joboverstayers are perceived as lacking ambition, uninterested in learning newthings, and too narrowly focused. What can I do about this?Here are several strategies for meeting this issue your job into modulesShow that you successfully moved up and up, meeting new challenges andaccepting ever more responsibility. Divide your job into realistic segments,which you label as Level 1, Level 2, Level 3, and so on. Describe each level asa separate position, just as you would if the levels had been different posi-tions within the same company or with different employers. If your job titleschanged as you moved up, your writing task is a lot honestly with job titlesIf your job title never changed, should you just make up job titles? truthful way to inaugurate fictional job titles is to parenthetically intro-duce them as “equivalent to . . . .” Suppose that you’re an accountant andhave been in the same job for 25 years. Your segments might be titled likethis:
15_08037x 11/28/06 9:49 PM Page 179Chapter 10: Successful Solutions to Resume Problems179 Level 3 (equivalent to supervising accountant) Level 2 (equivalent to senior accountant) Level 1 (equivalent to accountant)To mitigate the lack of being knighted with increasingly senior job titles, fillyour resume with references to your continuous salary increases andbonuses and the range of job skills you deadly perceptions head-onDiminish any perception that you became fat and lazy while staying in thesame job too long by specifically describing clockless workdays: “Workedpast 5 . at least once a week throughout employment.”Derail the perception that you don’t want to learn new things by being specificin describing learning adventures: “Attended six semesters of word-processingtechnologies; currently enrolled in adult education program to master latestsoftware.”Discount the perception that you’re narrowly focused by explaining thatalthough your employment address didn’t change, professionally speaking,you’re widely traveled in outside seminars, professional associations, the issueIn a departure from the normal practice of omitting from your resumes rea-sons for leaving a job, consider indicating why you’re making a change afterall this the issue burning in every employer’s mind: “Why now? Why afterall these years are you on the market? Kicked out? Burned out?” If the ques-tion isn’t asked, that doesn’t mean it isn’t hanging out in the recruiter’s though you may be seen as a moss-backed antique, reveal yourself asinterested in current developments by adding this kind of phrase in yourobjective:Focusing on companies and organizations with contemporary viewpointsIn an even more pioneering move to solve the same problem, create a wholenew section at the tail of your resume headed “Bright Future,” with a state-ment along the lines of this one:Layoffs springing from a new management structure give me the welcomedopportunity to accept new challenges and freshen my work life.
15_08037x 11/28/06 9:49 PM Page 180Part II:Resume Basics That Wow ’Em Every Time 180Don’t let too little experience kick you to the curbWhen a job posting calls for a specific numberexperience, and then add a statement in paren-of years of experience — say, three years’theses that says: (skills acquired equivalent toexperience and you come up short with onlythree years’ experience). The expansion tech-two years’ experience — but you know you nique won’t work every time, but it’s worth thecan do the job, the basic technique is to what you’ve got. Dissect your two years’Too Long Gone: For Women OnlyThe reentering woman still has it tough. Usually, Mom’s the one who puts hercareer on hold to meet family responsibilities. When she tries to reenter thejob market, by choice or economic necessity, she feels as though she’s beenliving on another planet. A reader writes:Employers don’t want to hire women if they’ve been mothers and out of the market for more than a year or two. Hey, ya know, for the last ten years,I’ve worked my tail off! Don’t they understand that? Doesn’t intelligence,willingness to work hard, creativity, attention to detail, drive, efficiency,grace under pressure, initiative, leadership, persistence, resourcefulness,responsibility, teamwork, and a sense of humor mean anything these days?Every characteristic that this reader mentions is still a hot ticket in the jobmarket, but the burden is on Mom to interpret these virtues as marketableskills: Grace under pressure, for example, translates to crisis manager,a valu-able person when the electricity fails in a computer-driven office. Resourcefulness translates to office manager,who is able to ward offcrank calls from credit collection agencies. A sense of humor translates to data communications manager,whojoshes a sleepy technical whiz into reporting for work at 2 . for emer-gency repair of a busted satellite hovering over can’t, of course, claim those job titles on your resume, but you can makeequivalency statements: Like a crisis manager, I’ve had front-lines experiencehandling such problems as electrical failures, including computer you’re a returning woman, use the tips in the following sections to developa great resume that connects what you can do with what an employer wantsdone. Figure 10-2 gives you an example of how it might come together.
15_08037x 11/28/06 9:49 PM Page 181Chapter 10: Successful Solutions to Resume Problems181ReentryJOY R. NGUYEN12 Watt Road, Palmira, Florida 34567 (321) 654-9876SUMMARY OF EXPERIENCEMore than five years' experience in event-planning, fundraising, administration and publicity. More than nine years' experience in administration for retail and manufacturing firms. . in Business. Florida Teaching SERVICE[dates] Palmira Optimists' Association, Palmira, Florida Membership Committee ChairPlanning, organizing programs, exhibits and events to recruit association members. Coordinated annual new member events.[dates] Okeefenokee County ., Okeefenokee, Florida Member, Board of Directors and Executive CommitteeSpearheaded first . organization in county. Designed programs, procedures, and policies, monitoring trustees in the construction of $3 million facility. Led $ million fundraising campaign. Fundraising Chair, [dates] Raised funds for entire construction project, establishing hundreds of donors and supervising project. Sourced contractors and directed fundraising activities, using strong interpersonal and networking MANAGEMENT EXPERIENCE Scheduling: Assisted business executive and two children in the scheduling of travel and 160,000 miles of transportation. Arranged ticketing, negotiated finances of $12,000 in travel expenses. Conflict Resolution: Arbitrated personal, business issues. Effective interpersonal skills. Relocation: Launched inter state relocation of entire family, coordinating moving services, trucks, and packing schedules. Budget & Purchasing: Managed family finances, including budgeting, medical, dental, insurance packages, two home purchases, three auto purchases, expenses, and taxes. Developed finance and math PROFESSIONAL EXPERIENCE[dates] Sunrise Books, Cabana, Florida Assistant Manager, Sales RepresentativeManaged daily operations of coffee house and bookstore, directing staff of 35. Supervised entire floor of merchandise and stock. Purchased all sideline goods. Spearheaded store's first sales campaign, resulting in tripled sales. Designed system for inventory analysis, streamlining purchasing. and display control. Redirected staff duties for more effective work hours. Promoted from sales to supervisor in 38 days; three months later to asst. Bachelor of Science in Business, [year], University of Miami, Miami, .: Florida Teaching Certificate, Business and English, 2001, Florida State, PalmiraFigure 10-2: A sample resume showcasing the skills of a family caregiver reentering the work place.
15_08037x 11/28/06 9:49 PM Page 182Part II:Resume Basics That Wow ’Em Every Time 182Sift through your pastIdentify transferable skills that you gained in volunteer, civic, hobby, anddomestic work. Scout for adult and continuing education experiences, bothon campus and in nontraditional the informative Web sites you’ve used, the educational televisionprograms that you’ve watched, and the news magazines that you’ve moni-tored. Go to the library and read business magazines and trade journals, oronline if the ones you want are available without professional termsIn recounting civic and volunteer work, avoid the weak verbs: worked withordid this or say collaborated withor implemented. The use of pro-fessional words can help de-emphasize informal training or work 7 lists words to jog your your domestic experience is a tightrope walk: Ignoring itleaves you looking like a missing person, yet you can’t be pretentious ornaive. Housewifedates you; family caretakersounds more modern and betterdescribes your role. Refer to home managementto minimize gaps in timespent as a homemaker. Fill the home management period with transferable skills relevant to the targeted position. Examples range from time management (developing theability to do more with less time) to budgeting experience (developing asophisticated understanding of priority allocation of financial resources).Other examples include using the telephone in drumming up support for afavorite charity (developing confidence and a businesslike telephone tech-nique) and leadership positions in the PTA (developing a sense of authorityand the ability to guide others).Know the scoreGender bias lives, and, of course, you should omit all information that theemployer isn’t entitled to, including your age, marital status, physical condi-tion, number and ages of children, and husband’s name. Even though the lawis on your side, in today’s interview-rationed job market, why drag in facts onyour resume that could stir up bias? Your resume’s job is to open you’ve been out of the job market for some years, you have to workharder and smarter to show that you’re a hot hire. To help in your quest,seek out seminars and services offered to reentering women.
15_08037x 11/28/06 9:49 PM Page 183Chapter 10: Successful Solutions to Resume Problems183Selected home-based skillsDon’t overlook skills that you may have acquired Conflict resolution:Administrative assis-inside the home. Here are a few examples oftant, customer service representative,occupations in which they can be used. Thisschool secretaryillustration assumes that you lack formal cre- Problem-solving: Any jobdentials for professional-level work. If you dohave the credentials, upgrade the examples to Decorating:Interior decorator, interiorthe appropriate job shop salesperson Juggling schedules:Paraprofessional Nursing:Medical or dental office assistantassistant to business executives or physi- Solid purchasing judgment:Purchasingcians, small service business operator, dis-agent, merchandiserpatching staff of technicians Planning trips, relocations: Travel agent, Peer counseling:Human resources depart-corporate employee relocation coordinatorment employee benefits assistant, sub-stance abuse program manager Communicating:Any job Arranging social events:Party shop man- Shaping budgets:Office manager, depart-ager, nonprofit organization fundraiser, artment head, accounting clerkgallery employee Maximizing interior spaces:Commercial-office real estate agent, business furniturestore operatorJob Seekers with DisabilitiesMillions of job seekers are protected by the Americans with Disabilities Act(ADA), which makes it illegal for an employer to refuse to hire (or to discriminate against) a person simply because that person has one or protection covers a wide spectrum of disabilities, including acquiredimmunodeficiency syndrome (AIDS) and human immunodeficiency virus(HIV), alcoholism, cancer, cerebral palsy, diabetes, emotional illness,epilepsy, hearing and speech disorders, heart disorders, learning disabilities(such as dyslexia), mental retardation, muscular dystrophy, and visualimpairments. The Act does not cover conditions that impose short-term limitations, such as pregnancy or broken , the ADA forbids employers that have more than 15 employeesfrom doing the following:
15_08037x 11/28/06 9:49 PM Page 184Part II:Resume Basics That Wow ’Em Every Time 184 Discriminating on the basis of any physical or mental disability Asking job applicants questions about their past or current medical conditions Requiring applicants to take pre-employment medical examsThe ADA requires that an employer make reasonable accommodations forqualified individuals who have disabilities, unless doing so would cause theemployer “undue hardship.” The undue hardship provision is still open tointerpretation by the you have a disability that you believe is covered by the ADA, familiarizeyourself with the law’s specifics. The . Department of Justice’s ADA homepage can be found at . For even more information, call your memberof Congress, visit your library, or obtain free comprehensive ADA guides andsupporting materials from the splendid Web site maintained by the JobAccommodation Network ().Deciding whether to disclose a disabilityDo not disclose your disability on your resume. Remember, your objective isto get an interview. Save disclosure until a better time, if at all. Here are acouple of guidelines for deciding when and whether to disclose a disability: If your disability is visible, the best time to disclose it is after the inter-view has been set and you telephone to confirm the arrangements. Passthe message in an offhanded manner: “Because I use a wheelchair formobility, can you suggest which entrance to your building would be themost convenient?” Alternatively, you may want to reserve disclosure forthe interview. If your disability is not visible, such as mental illness or epilepsy, youneed not disclose it unless you’ll need special accommodations. Eventhen, you can hold the disclosure until the negotiating stage once you’vereceived a potential job matter what you decide to do, be confident, unapologetic, unimpaired,and gaps in work historyWhat can you do about gaps in your work history caused by disability? Inyears past, you may have been able to obscure the issue. No longer. Newcomputer databases make it easy for suspicious employers to research yourmedical history. And with health insurance costs so high, they may doexactly that.
15_08037x 11/28/06 9:49 PM Page 185Chapter 10: Successful Solutions to Resume Problems185If your illness-related job history has so many gaps that it looks like a hockeyplayer’s teeth, I’ve never heard a better suggestion than writing “Illness andRecovery” next to the dates. It’s honest, and the “recovery” part says, “I’mback and ready to work!”If you have too many episodes of “missing teeth,” your work history will look less shaky in a functional format, discussed in Chapter 5. Online resumediscussion groups, which you can find through the Job AccommodationNetwork (), can serve as further sources of guidanceon this difficult for special equipmentIf you need adaptive equipment, such as a special kind of telephone, I wouldn’tmention it — even if the equipment is inexpensive or you’re willing to buy ityourself. Instead, stick with the “time-release capsule” method of sharinginformation: Dribble out those revelations that may stifle interest in hiring youonly when necessary. Never lose sight of your objective: to get an Demotion StrikesKevin Allen (not his real name) was the district manager of five stores in achain when he was demoted to manager of a single store. The higher-upswere sending him a message — they hoped he’d quit so that they could avoidawarding a severance package of benefits. Kevin ignored the message,retained a lawyer, kept his job, and started a job hunt after finessed his resume by listing all the positions he had held in the chain,leaving out dates of when each started and stopped:Demoting Store Chain, Big CityDistrict Manager, 5 storesStore Manager, Windy CityStore Assistant Manager, Sunny CityStore Clerk, Sunny CityThrowing all of Kevin’s titles into one big pot seemed a clever idea, but itdidn’t work for him. After a year of searching, Kevin got interviews, yes, butat every single face-to-face meeting, he was nailed with the same question:“Why were you demoted?” The interviewers’ attitudes seemed accusatory, asif they’d been misled. Kevin failed to answer the question satisfactorily anddidn’t receive a single offer during a year’s search. How did all the potentialemployers find out the truth?
15_08037x 11/28/06 9:49 PM Page 186Part II:Resume Basics That Wow ’Em Every Time 186Among obvious explanations: (A) Kevin worked in a “village” industry wherepeople know each other and gossip. (B) Employers ordered credit checks onhim; credit checks show employment details. (C) Employers authorized back-ground checks. No one knows what really happened, but in hindsight, Kevin may have donebetter had he accepted the message that the chain wanted him out, negoti-ated a favorable severance package that included good references, and quitimmediately while his true title was that of district two humiliating years of demotion status, Kevin took action by “cross-ing the Rubicon,” an ancient Roman phrase that universities have adapted. Itrefers to those who seek a new beginning by returning to college for a law orbusiness degree. Kevin enrolled in law school. (A happy ending: Twelve yearslater, Kevin is a happily employed attorney.)In cases like Kevin’s, a strategy that’s forthright but doesn’t flash your demo-tion in neon lights may work better than trying to cover up the only two titles together, followed quickly by your accomplishmentsand strengths, as shown in Figure 10-3.[dates] Demoting Company NameAssistant Manager, ManagerAs assistant manager, support the manager and carefully monitor detailed transactions with vendors, insuring Figure 10-3:maintenance of products and inventory; use skills in invoicing, Sample ofbilling, ordering, and purchasing. As manager, supervise all combining aaspects of purchasing, display, and merchandise sales. Trained demotionteam of more than 30 employees in two-week period. Trained with athree assistant managers in essential functions of customers, higheremployees, and finance. Increased sales revenues 25 percent first six matter how well you handle your resume entry, the reference of thedemoting employer may ultimately end your chances of landing a new jobthat you want. In trying to mend fences, you may appeal to the demotingemployer’s fairness or go for guilt. Point out how hard you worked and howloyal you’ve been. Find reasons why your performance record was for the commitment of a favorable reference and a downplaying of thedemotion. If fairness or guilt appeals are denied, see an employment lawyerabout sending the demoting employer, on law-firm letterhead, a warningagainst libel or slander.
15_08037x 11/28/06 9:49 PM Page 187Chapter 10: Successful Solutions to Resume Problems187The basic way to handle demotions throughout the job-hunting process isakin to how you handle being fired: by accentuating the positive contribu-tions and results for which you are responsible. But being demoted is trickierto handle than being fired. Being fired no longer automatically suggests personal failure — but being demoted in Your RecordPeriods of unemployment leave black holes in your work history. Should you(A) fill them with positive expressions such as family obligations,(B) fill themwith less positive but true words such as unemployed,or (C) show the gapwithout comment?Choosing B, unemployed,is dreary. Forget that! Choosing C,leave-it-blank-and-say-nothing,often works — you just hope that it isn’t noticed. My choice,however, is A: Tell the truth about what you were doing but sugarcoat it in adignified, positive way. A few examples: independent study, foreign travel,career renewal through study and info-blizzard of tips has been published on how to repair resume you were building an underground tunnel to smuggle drugs, the prin-ciples are simple: Present the time gap as a positive event. Detail why it made you a better worker — not a better person,but abetter worker with more favorable characteristics, polished skills, andmature understanding, all of which you’re dying to contribute to yournew can these principles be applied? Take the case of a student whodropped out of college to play in a band and do odd jobs for four yearsbefore coming back to finish his biology degree and look for a job. The stu-dent knows that employers may perceive him as uncommitted. In the resume,he should treat the band years like any other job: Describe the skills thatwere polished as a band leader. Identify instances of problem-solving, team-work, leadership, and do the real problem-solving in the cover letter that accompanies such aresume. You might say something like this:After completing two years of undergraduate study, it was necessary for meto work to continue my education. Using my talents as a musician, I orga-nized a band and after four years was able to continue my education. Imatured and learned much about the real world and confirmed that an edu-cation is extremely important in fulfilling my career goals.
15_08037x 11/28/06 9:49 PM Page 188Part II:Resume Basics That Wow ’Em Every Time 188The consultant/entrepreneur gapProfessional and managerial job seekers areenough to learn their business and go into com-routinely advised to explain black holes bypetition against that they were consultants or that theyStrategic antidotes: Search for a businessowned small businesses. Not everyone can beowner who is within eyeshot of retirement anda consultant, and there’s substantial risk in thewouldn’t mind your continuing the business andsmall-business him or her a monthly it should happen to be true that you were aResume antidotes: Describe yourself as “man-consultant, name your clients and give a glim-ager,” not “CEO” or “president,” and if you havemer of the contributions you made to each. Iftime, rename your business something otheryou really had a small business, remember:than your own name: “River’s End Associates,Employers worry that you’ll be too independentInc.,” not “Theresa K. Bronz, Inc.”to do things their way or that you’ll stay just longThe chief mistake people make is assuming that a positive explanation won’tsell. Instead, they fudge dates from legitimate jobs to cover the black may get away with it in the beginning. But ultimately, you’ll be asked tosign a formal application — a legal document. When a company wishes tochop staff without paying severance benefits, the first thing that happens isan intense investigation of the company’s database of application who lied on their applications can be sent out into the mean streetswith nothing but their current paychecks on their isn’t worth the risk — it’s a method of papering-over glaring gaps is to include all your workunder “Work History” and cite unpaid and volunteer work as well as that you’ve been unemployed for the past year. That’s a new black hole. Some advisers suggest the old dodge of allowing the recruiter tomisperceive the open-ended date of employment for your last job: “2008–” as though you meant “2008@ndPresent.” The open-ender solution oftenworks — until you run into a reader who thinks that it’s way too holes are less obvious in a functional format, which I discuss inChapter this final analysis, if you can’t find a positive explanation for ablack hole, say you possess a not-so-pristine past, stick with small employers who proba-bly won’t check every date on your resume.
15_08037x 11/28/06 9:49 PM Page 189Chapter 10: Successful Solutions to Resume Problems189Too Many Layoffs That Aren’t Your FaultHard to believe, but good workers sometimes experience one layoff afteranother. One of my readers wrote that he’d experienced four no-fault sever-ances within seven you’ve been to the chopping block a few too many times, explain thecircumstances after each listing of the company name:Carol Interiors (company closed doors) . . . Salamander Furnishings (multirounds of downsizings) . . . Brandon Fine Furniture (company relo-cated out of town) . . . Kelly Fixture Co. (plant sold and moved overseas).Offering brief explanations takes the blame from your shoulders — but I sup-pose that a cynic could think that you’re a Mergers and AcquisitionsA reader writes: Upon graduating from college, I went to work for Company A. Several yearslater, Company A was acquired by Company B. More years passed, andCompany B was acquired by Company C. Eventually, Company C mergedwith Company D, and as a result, after ten years with the four companies, Iwas laid question is how best to handle this work history on my resume? I workedfor four different corporate entities, with four different names, without everchanging jobs. Do I list all four on my resume? Or just the last one?Always try to show an upward track record — that you acquired new knowl-edge and skills, and just didn’t just do the same thing over and over eachyear. And, you don’t want the reader to assume that you worked for only onecompany that laid you off after a these two factors into consideration, can you show correlationbetween your job titles and responsibilities with the changes in ownership? If yes, identify all four owners:Job title, Company D (formerly Company C), yearsJob title, Company C (formerly Company B), yearsJob title, Company B (formerly Company A), yearsJob title, Company A, years
15_08037x 11/28/06 9:49 PM Page 190Part II:Resume Basics That Wow ’Em Every Time 190If you can’t show an upward track record that correlates with changes inownership, just use the current owner name with a short explanation:Job title, Company D, years(Through a series of mergers and acquisitions, the entities for which I have worked since college graduation were known as Company A,Company B, and Company C.)The reason for naming every entity is perception. Background and creditchecks will turn up those company names, and if your resume doesn’t men-tion them, it sends up a red flag for your potential employer!Here a Job, There a Job, Everywhere a Job, JobI once interviewed a man who had held 185 jobs over the course of his 20-year career, encompassing everything from dishwasher to circus clown andfrom truck driver to nursing aide. He wrote to me, not requesting resumeadvice, but to complain that a potential employer had the nerve to call him ajob hopper!Talk about an antiquated term: In the 21st century, the notion of job hoppingis as far out of a reality circle as the concepts of job security, company loy-alty, and a guaranteed company pension. The Great American DumpingMachine will continue to sack people who sometimes have to take virtuallyany job they can to insult to injury, some employers cling to a double standard — hiringand firing employees like commodities, then looking with disfavor on appli-cants who have had a glut of jobs by circumstance, not by a job-hopping imageEven when it wasn’t at your initiative, holding five or more jobs in ten yearscan brand you as a job hopper. The fact that you’re out of work now under-scores that impression. Even employers who are guilty of round after roundof employee dismissals instinctively flinch at candidates they perceive to behopping pains to reverse that disapproval. When you draft your resume, post alist of negative perceptions on your desk; when you’re finished writing, com-pare your resume with the list. Offer information that changes negative per-ceptions of you as a job hopper. The following list identifies perceptionsemployers often have of a job hopper and ways to counter them.
15_08037x 11/28/06 9:49 PM Page 191Chapter 10: Successful Solutions to Resume Problems191Omit interview-killer dataThe best way to handle some land mines onShould you ever give reasons for leaving a job?your resume is to ignore them. Generally,Almost never. In most instances, resume silencerevealing negative information on a resume is ain the face of interview-killing facts is still themistake. Save troublemaking information for thestrategy of choice. But the time has come toall-important job interview, where you have arethink at least one special issue: losing a chance to explain your side of that jobs are shed like so many autumnStay away from these topics when constructingleaves, losing a job is no longer viewed as aa resume:case of personal failure. It may be to youradvantage to state on your resume why you left Firings, demotions, forced resignations, andyour last position, assuming that it was notearly termination of contractsbecause of poor work performance on your Personal differences with co-workers orpart. If you were downsized out, the recruitersupervisorsmay appreciate your straightforward statement,“Job eliminated in downsizing.” Bankruptcy, tax evasion, or credit problemsA related circumstance is when it may appear Criminal convictions or lawsuitsthat you were fired (job tanked quickly, for Homelessnessinstance) but you really were not fired, or theemployer agreed to say you were laid off, it is Illnesses from which you have now acceptable to add “Layoff” after the date ofrecoveredemployment — 3/2008 to 5/23/2009 (Layoff). Disabilities that do not prevent you fromBut remember, if you elect to say why you lostperforming the essential functions of theone job, for consistency, you have to say whyjob, with or without some form of accom-you left all your jobs — such as for greatermodationopportunity or disloyal and self-focusedPerfect attendance, volunteer officegift collectorWill split in a blink for a better offer Competition of projectsand take company secrets alongDoesn’t know what he/she wants Diverse background that promoted and is never satisfiedimpressive resultsAfter checking for damage control, go back and review your resume foraccomplishments that enhance your image, such as the following:
15_08037x 11/28/06 9:49 PM Page 192Part II:Resume Basics That Wow ’Em Every Time 192 A fast learner: Give examples of how your skills aren’t company-specificand you rapidly adjust to new environments. A high achiever:Show favored skills much courted by headhunters, andat end of each job mention, put “Recruited for advanced position.” A quick adapter:Mention examples of agreeable flexibility in adjustingto new ideas, technology, and position requirements. A relationship builder: List praise from co-workers for commitment toteam your current joblessness comes after a background that a quick-changeartist would admire, use your resume to prepare the way to project completion and career progression, using years notmonths. If you still have trouble landing interviews, use positive statementsin your cover letter to tackle your out your job closetLarge numbers of people have to write resumes that explain holding toomany jobs in too short a time. The harsh realities of business may force youto detour from a single career path to alternative tracks where you canacquire new skills and experiences, even if they’re not skills and experiencesof choice. If so, you need serious creative (but truthful) writing to keep yourresume focused on the work history that is relevant for the next job these workarounds when you find that you have too many jobs in yourhistory: Start by referring to your diversifiedor skills-buildingbackground. Use a functional or hybrid resume format (see Chapter 5) and presentonly your experience relevant to the job you seek. Alternatively, you can list jobs relating to the position you now seek firstunder “Relevant Work Experience” and cluster the nonrelevant jobsunder “Other Good Work Experience.” Express your work history in years, not months and Substance Abuse Is the ProblemSubstance abuse is a disability under the Americans with Disabilities Act. Ifyou’re recovered from the addiction, you’re entitled to all the Act’s protec-tions. If you’re still abusing a substance, such as alcohol or illegal narcotics,you’re not covered by the Act. Don’t disclose previous substance abuse onyour resume.
15_08037x 11/28/06 9:49 PM Page 193Chapter 10: Successful Solutions to Resume Problems193Cover gaps in your work history with the Illness and Recoverystatement (seethe “Job Seekers with Disabilities” section earlier in this chapter) or simplydon’t address the issue at all. Be careful when deciding which information you put on a job application —remember that it’s a legal form and that lies can come back to haunt you (seethe “Gaps in Your Record” section earlier in this chapter).If you were ever arrested for smoking pot or being intoxicated — even oncein your life — the fact may surface to damage your employment about arrest records is illegal, but a few private database companiesdon’t let that stop them — they compile electronic databases of such arrestinformation and sell them to any employer who will mentioning booze or drugs, be careful about application forms, and behonest at interviews — ifyou have recovered or ifthe experience was a brieffling or you’re still held prisoner by a chronic, destructive, or debilitating overuseof a chemical substance that interferes with your life or employment, noresume tweaks will benefit you. Get help for your Bad Credit RapJob seekers who won’t be handling money are surprised that employers mayroutinely check credit records. Credit histories — called consumer reports—hold much more than payment history. A consumer report contains datafrom names of previous employers and residential stability to divorces andestimated prior are wary of hiring people awash in debt because they fear thatstress will impact job performance or that you have inadequate managementskills or even that you may have sticky fingers with the company’s reports have serious implications for students who graduate withsky-high education loans and credit card balances, especially if they or theirfamilies have missed payments. Divorced individuals may have interview-killing credit problems caused by the split-up and never know why theirresumes aren’t delivering consumer protections against unfair credit treatment is the require-ment that employers must get your permission in a stand-alone document tocheck your credit (Fair Credit Reporting Act) — no blending the request intofine print in the employment application.
15_08037x 11/28/06 9:49 PM Page 194Part II:Resume Basics That Wow ’Em Every Time 194After an employer receives a report on you — but before any adverse actionis taken, such as rejecting your application for a job — the employer mustgive you a free copy of the report with related legal documents. Receiving acopy of the documents gives you a chance to correct mistakes and clean upyour credit record if you checks are even more invasive than credit reports. They includerecords for driving infractions, court and incarceration histories, workers’compensation, medical histories, drug testing, and more. For details, visitThe Privacy Rights Clearinghouse (— search onBackground Checks).Ex-Offenders Job HuntingEach year nearly 650,000 individuals leave state and local prisons for the freeworld. Another 11 million individuals yearly circulate in and out of Americanjails and detention centers at the city and county levels. If you’re one of thesepeople, this book can help you — especially when it comes to meeting thenew need to customize your resume to a job or to the career field (describedin Chapter 1) — but you need specialized help of the type that I describe atthe end of this that negative information is dangerousAlways remember that the purpose of your resume is to get a job resume is not the place to confess your sins, accentuate your weak-nesses, or lie about yourself. Make sure your resume is future-oriented andemployer-centered. Use your resume to clearly communicate to employerswhat it is that you can do for them. Issues concerning your criminal recordare best dealt with during the job the chronological formatThe reverse chronological format (Chapter 5) is not your friend. This format,with its ordering of employers and dates, tends to point up the two majorweaknesses of ex-offenders — limited work experience and major employ-ment time gaps. Instead, choose a functional or hybrid combination format(Chapter 5) that emphasizes your qualifications as they relate to the job youseek — skills, competencies. and personal qualities.
15_08037x 11/28/06 9:49 PM Page 195Chapter 10: Successful Solutions to Resume Problems195Present your prison experience in nonprison termsIf you acquired education, training, and work experience in prison, be carefulhow you list that experience on your resume. Instead of saying that youworked at “Kentucky State Prison,” say you worked for the “State of Kentucky.”Both statements are truthful, but the first statement immediately raises a redflag that can prematurely screen you out before you get an help with your resume and job searchUnless you have strong analytical and writing skills, reach out for help from alocal nonprofit group that functions to assist ex-offenders in writing resumesand finding also can hire a professional resume writer; find one at any of these threeorganizations: , , or . To check out otherre-entry resources in all 50 states, jump online to this gateway site: Still other resume and job search informa-tion related to ex-offenders is offered on find the depth of advice you need for your specialized situation, I highlyrecommend the following books published by Impact Publications (): Best Resumes and Letters for Ex-Offenders,by Wendy Enelow and Ron Krannich The Ex-Offenders’ Job Hunting Guide,by Ron and Caryl Krannich The Ex-Offender’s Quick Job Hunting Guide,by Ron and Caryl KrannichLook for Ways to Scoot Past Resume BlocksAs you find out in this chapter, it’s not always possible to move directly fromstart to finish of a successful job search with a single resume strategy. I sug-gest some solutions to difficult resume situations but may not haveaddressed your specific concern. If not, use the illustrations here to inspire acreative solution to your difficulty that doesn’t rely on telling lies.
15_08037x 11/28/06 9:49 PM Page 196Part II:Resume Basics That Wow ’Em Every Time 196Need encouragement? Michael Jordan, widely considered to be the greatestplayer in the history of basketball, has a few words to say about the verykinds of obstacles you may face in creating a great resume on your way to ajob interview:Obstacles don’t have to stop you. If you run into a wall, don’t turn aroundand give up. Figure out how to climb it, go through it, or work around it.
16_08037x 11/28/06 9:55 PM Page 197Part IIIBringing It AllTogether: SampleOnTarget Resumes
16_08037x 11/28/06 9:55 PM Page 198In this part . . .early 50 sample resumes show you what anNOnTarget resume looks like. In this part, I show youhow to use the strategies I tell you about throughout thebook to create your most effective resumes.
17_08037x 11/28/06 9:50 PM Page 199Chapter 11A Sampling of OnTarget Resumesby Industry and Career Fieldo skeletons in your work history? No problems? If you’re as perfect asNthey come, this is your kind of chapter. The sample resumes herereflect the job market by type of expertise and work skills being recruited box atop each sample resume contains a mission statement — that is, whatthe job seeker aims to accomplish, which usually is a better job. The missionstatement also includes the requirements for a specific position — or a sum-mary of the typically requested requirements for an occupation or careerfield. You may be surprised that the requirements have numbers. And thatthe numbers are cross-matched to qualifications in the resume. Does thismean you are supposed to put numbers on your resumes as these samplesshow? The answer is: No! No! A thousand times no!The cross-matched numbers between a job’s requirements and the candi-date’s qualifications shown here are for just for illustration, not for your samples are intended to laser your attention to requirement-and-qualification matching, the single most important factor in causing your candidacy to get noticed in an online swarm of resumes.
17_08037x 11/28/06 9:50 PM Page 200Part III:Bringing It All Together: Sample OnTarget Resumes 200Sales. Sales Representative. Reverse chronological. College grad seeks Manufacturer’s Representative position in home theater/electronics equipment industry. Requirements: Bachelor’s 1 2 3 4 Degree, 3-5 years in consultative sales,relationship development skills, product knowledge, and 5experience in sales A. TRENTON3256 Mountain Way ?Detroit, MI 48201Cell: (555) 999-9999 ?Email: catrenton@: SALES CONSULTANT – HOME THEATER/ELECTRONICSSYSTEM EXPERTISE 4 Audio Formats – Dolby Digital, Dolby Pro Logic II, and DTS; encoding surround sound. 4Media Formats – Introduce home theater systems with integrated video and audio sources such as HD (720p, 1080i, 1080p) and Standard (480p) video, DVD-Jukebox (Fireball) systems, Hard-Drive based (Kaleidoscope) systems and AV distribution including Cable, Satellite, WiFi, Bluetooth and Cat5e (Control-4, Elan). 4 Speaker Recommendations – Satellite, center channel and subwoofers to achieve optimum sound. Advise on room placement to achieve maximum sound experience. Sound Engineering License – Omega Studio, Detroit, Mich. [date] SALES EXPERIENCESupreme Home Theater and Audio, Detroit, Mich. 2SENIOR AUDIO VIDEO CONSULTANT – SYSTEM DESIGNER [dates]?Identify and analyze customer’s home theater project interests and budget, understanding and 3 anticipating needs and wants and recommending appropriate products and systems. Discover unrealized music, home theater, and projection interests to grow sale. 3 ?Build customer relationships based on trust; personally manage sale and installation coordination. ?Develop innovative approaches to sales, such as demonstration CDs, to feature audio and visual equipment, resulting in increased enthusiasm and commitment to total quality system. ?Prepare and present sales proposals to decision makers and negotiate purchase agreement. SYSTEM DESIGNER [dates] ?Member, architect/interior design team, planning total installation of new and renovated homes. ?Conducted site inspections, including planning wiring, special construction and cabinetry. ?Designed whole-house audio and video networking solutions and home automation, includinglighting, security, CCTV and HVAC control. ?Developed relationships with architects, general contractors, builders and interior designers. SALES MANAGER, AUDIO VIDEO CONSULTANT – SYSTEM DESIGNER [dates] 5 ?Drove strategic business initiatives and managed daily operations. Set standards and trained staff on customer assessments, product knowledge and introduction, sales techniques, relationship development and demo presentations. ?Motivated and mentored sales team on current technology and advanced applications. Sales Accomplishments: Beat quota by 5-25% annually, increasing gross sales totals by $100,000+ per year for year-on-year growth. Top seller for [year] and [year]; Number 2 for [year]. Piano Town, Chicago, Ill. [dates] SALES CONSULTANT – RETAIL SALES. Achieved 105-135% of sales quota in keyboard department. 1 EDUCATION: ., Psychology, Wayne State University, Detroit, Mich., [date]
17_08037x 11/28/06 9:50 PM Page 201Chapter 11: A Sampling of OnTarget Resumes by Industry and Career Field201Healthcare. Medical Technologist. Reverse chronological. Medical Technologist I seeks level II position. Requirements: Bachelor’s degree in Medical Technology, Biology, or Clinical Laboratory 1 2Sciences, 2-4 years’ experience in clinical laboratory setting, and excellent computer, verbal and 3written communication skills. CELESTE PEREZ 9084 Robinson Road San Francisco, CA 94107 Cellular: 777-222-5757 Email: celesteperez@ 2 PROFILE: Dedicated Medical Technologist with over 3 years’ experience. Skilled in clinical laboratory methodology and activities, including performing complex analyses using sophisticated 3instruments and good judgement. Strong computer proficiencies, with excellent communication service focused, with polished interpersonal skills. Organized and detail-oriented; reliable and able to take the initiative. Energetic and hardworking; able to work well under pressure. 1 ~ ., Medical Technology, San Francisco State University, San Francisco, Calif. [date] ~Completed six-week rotation, performing all aspects of analytical testing within clinical laboratory sections, including Blood Bank, Hematology, Microbiology, and Chemistry. PROFESSIONAL EXPERIENCE Medical Technologist ILabCenter, San Francisco, Calif. [dates] ?Specimen Testing: Perform complex qualitative and quantitative immunochemistry analyses andtesting; prepare detailed reports summarizing findings. Anticipate and plan work to complete assigned tasks in allotted time. Ensure compliance with company policies, as well as federal, state, and local regulations. (Also possess 2 years’ experience conducting virology assays.) ?Quality Control/Troubleshooting: Perform and document all instrument checks and quality control tests. Conduct daily preventative maintenance and troubleshooting; recognize, analyze, and take corrective action to resolve instrument and clinical testing problems. Contact manufacturers’ technical service departments to troubleshoot and correct equipment problems, as needed. Assist co-workers in resolving similar problems. ?Administration: Perform clerical functions associated with designated laboratory area. Review reports for clerical accuracy and clinical indications, help maintain files, and accurately input results into computer database. Track inventory and reagent use; request supplies from supervisor on weekly basis. ?Training: Attend and participate in regular department staff meetings and volunteer for cross-training. Train other laboratory personnel and students within designated area. Accomplishments: ?Consistently receive highest rating on quarterly and annual reviews. Contributed to achievement of annual laboratory goals and objectives; awarded bonus. ?Volunteered to attend week-long new equipment training; upon return, trained select group of employees on new procedures and machinery. ?Routinely volunteer to work hard-to-cover shifts.
17_08037x 11/28/06 9:50 PM Page 202Part III:Bringing It All Together: Sample OnTarget Resumes 202Project Management. Construction Project Manager. Reverse chronological. Seeks position with 1 commercial building firm. Requirements: 5-7 years’ construction experience, . degree in Construction 2 3 Sciences or Engineering, stable employment background and proficiency in estimating and project 4management software. CASEY DAVIS5050 Bellevue Circle (888) 444-5656 Orlando, FL 32801 e-mail: davis_c@ CONSTRUCTION PROJECT MANAGER ? Project Scheduling ? Historic Building Renovation ? Value Engineering ? Planning and Budgeting ? Regulatory Compliance ? Contract Negotiation OBJECTIVE:Project Manager – Commercial SUMMARY OF QUALIFICATIONS Over 7 years of success in managing multi-million dollar building construction and renovation projects 1from inception through occupancy. Recent experience includes restorations and renovations of historic and public buildings, as well as new construction. Skilled in managing multiple projects simultaneously. Adept at working with engineers, architects, subcontractors, and field superintendents to coordinate activities and solve problems. Skilled in developing spreadsheet cost estimates, budgets, and project 4schedules using Master Builder, Primavera P3, MS Project, and MS Excel. Supervisory experience includes functional supervision of subcontractors, field superintendents, and diverse workforce. Stable, 3upward job EXPERIENCE Construction Project ManagerBauer Craig Becker Edwards, Inc., Tallahassee, Fl. [dates] Manage multi-million dollar building construction and renovation projects from inception through occupancy. Direct projects and ensure on-schedule completion within or below budget to meet contractual obligations. ?Define scope of work and review and interpret design specifications, and plans. Organize, plan, and conduct meetings with engineers, architects, and owners using tact and diplomacy. ?Forecast project costs and budget. Establish man-hour production rates, and crew requirements. Perform quantity take-off and material pricing. ?Solicit/review subcontractor proposals and ongoing project change orders with company executives and execute contractual agreements. ?Prepare job schedule for each phase of construction, order, and schedule material deliveries. ?Inspect workmanship for adherence to design specifications and quality standards. Ensure compliance with federal and state health and safety laws and regulations (OSHA), recognition/mitigation of HAZMAT, and company safety policies. ?Perform monthly project billing and final project closeout.
17_08037x 11/28/06 9:50 PM Page 203Chapter 11: A Sampling of OnTarget Resumes by Industry and Career Field203Recent Accomplishments: ?Tallahassee Community College Nursing School, $15M, 24-month project ?Leon County Public Parking Garage #5, $5M, 6-month project ?Florida State House of Delegates, $10M, 12-month project ?Florida State Central Services Facility, $12M, 18-month project Facilities Construction Contract Compliance InspectorLarmore County Government, Growth and Environmental Management, Tallahassee, Fl. [dates] With minimal direct supervision, monitored various facility contracts and vendors to ensure delivery of services and completion of tasks. Worked on a team to complete construction projects effectively. ?Evaluated scope and duration of work requests to produce legal agreements/permits. Reviewed blueprints to answer technical questions and produce takeoffs. ?Identified, researched, and resolved complex problems, and recommended and implemented solutions. Answered questions regarding bids, proposals, and contracts. ?Communicated effectively with the public, County Attorney, Structural Engineers, and other professional staff. Conducted pre-bid conferences; reviewed certificates of insurance and performance bonds. Inspected sites for completion of work and authorized release of bond documents. Housing InspectorLarmore County Government, Growth and Environmental Management, Tallahassee, Fl. [dates] Inspected privately-owned single and multi-family properties for HUD compliance. ?Determined fair market values. Estimated property damages in preparation for claims. ?Used effective interpersonal communications to defuse tense landlord/tenant situations. Tradesworker IILarmore County Government, Growth and Environmental Management, Tallahassee, Fl. [dates] Coordinated and instructed trades helpers on how and why of specific assignments. ?Estimated labor, equipment, and materials needed to accomplish structural renovations/repairs. ?Constructed, altered, and repaired structures where accuracy, space, and fit were essential, and structural soundness and appearance were meaningful. ?Read, interpreted, and applied complex building plans, specifications, blueprints, sketches, and building codes. EDUCATION 2 .,Construction Engineering Technology, Florida A & M University, Tallahassee, Fl.[date]PROFESSIONAL TRAININGScaffoldTrainingInstitute,ScaffoldUsercertification[date] Construction Specification Institute; Documents Technology certificate [date] American Management Association; Facilities Management certificate [date]
17_08037x 11/28/06 9:50 PM Page 204Part III:Bringing It All Together: Sample OnTarget Resumes 204Nursing. Nurse . Reverse chronological. Healthcare professional seeks advancement. 1 2 Requirements: current appropriate . licensure, graduate of accredited School of Nursing, minimum 3 of one-year medical-surgical nursing and hemodialysis experience, ability to assist in lifting patients and 4 5equipment, and ability to provide coverage at area facilities during times of short staffing. 1SOPHIEMCCALL, Broad Boulevard ?St. Paul, MN 55101 Residence: 333-777-3434 ?Cell: 333-444-1010 ?Email: nursesophie@ 1PROFILE: Dedicated Nurse . with over 11 years’ medical experience providing superior clinical care to broad-based patient populations. Skilled leader and team-member, able to maintain positive 5attitude and productive work interpersonal, administrative and patient/family education skills. Demonstrated ability to establish trust, emote genuine patient caring, and manage crisis 4situations. Highly organized and able to efficiently prioritize multiple tasks. Able to lift 60 EXPERIENCE Charge Nurse/Clinical Nurse3Med-Surg/Renal Unit,MedicalCareNorthAmerica,,Minn.[dates]?Provide specialized care for renal patients on 32-bed unit on human dialysis floor. Rotate as charge nurse, overseeing staff members (LPNs, NAs, Nurse Extenders, and Unit Secretaries) and participating in team/unit meetings. ?Conduct patient assessments, and develop, implement, and evaluate individualized care plans. Provide appropriate care and achieve patient outcomes by combining patient involvement and education into total care plan. Adjust treatment plan as needed. 3?Perform technical aspects of hemodialysis, assessing and documenting response to therapy. Administer medications, monitor patient progress, develop discharge plans, provide health and nutrition education, and maintain charts and documentation. ?Key team member of unit study project to assess quality of patient care. Analyzed 12 months of patient records to review care, treatment plan, and outcome. Drafted revised policies to improve care and ensure best practices. Staff Nurse/Charge NurseMedical Specialty Unit, Oakdale Rehabilitation Center, Oakdale, Minn. [dates] ?On 28-bed subacute care unit, rotated as charge nurse. Scheduled and supervised staff. ?Provided primary nursing care and educated patients and family. Assessed patients; developed and implemented treatment plans. Performed variety of procedures and treatments including paritometrial dialysis, ventilator care, central lines and IV therapy. ?Administered medications and monitored patient response. Maintained charts and worked with other healthcare professionals to provide total quality care. Charge NurseValleyCreekConvalescentCenter,Woodbury,Minn.[dates]?Oversaw all phases of night shift clinical care on 46-bed specialized care unit. Scheduled and supervised LPNs and Nursing Assistants. EDUCATION 2 ., Nursing, College of St. Catherine, School of Nursing, St. Paul, Minn. [dates]
17_08037x 11/28/06 9:50 PM Page 205Chapter 11: A Sampling of OnTarget Resumes by Industry and Career Field205Accounting. Civilian Pay Technician. Reverse chronological. Candidate seeks more challenging 1 accounting work. Requirements: 5+ years of accounting experience, 1-2 years of business school or 2 3 accounting training, proficiency in Excel, Word, Outlook and PowerPoint, strong analytical skills and 45attention to detail, and verbal and written communication skills. SHANNON BRODY 61 South Bend Road Dayton, OH 45420-1472 (777) 683-5614 shannonb@:Staff Accountant SKILLS SUMMARY:Customer-focused accounting professional with over 10 years of experience 1maintaining employee payroll accounts and managing billing and accounts receivables. Effective 5troubleshooter and researcher with exceptional verbal and written communication skills. Detail-oriented 4with strong analytical skills and ability to produce quality work under strict deadlines. Associate of 2Science, Accounting The Ohio University, Athens, Ohio, [date]. COMPUTER SKILLS:SAP Business One, Exact Finances, and several other accounting and reporting 3systems. MS Word, Excel, Outlook, PowerPoint;Remedy Problem Management Software. PROFESSIONAL EXPERIENCEDefense Finance Accounting Agency (DFAS), Dayton, Ohio[dates]Civilian Pay Technician[dates]?Managed payroll accounts under Defense Civilian Pay System for 200 employees; verified employee timesheet information was correctly entered on-time for bi-weekly payroll. Assured pay stubs and yearly tax information. Updated records and tax information. ?Determined validity of timekeeping debts and prepared letters to notify employees of indebtedness and mandatory involuntary deduction based on debt regulations. Complied and evaluated reports for data accuracy and made necessary adjustments. ?Responded to questions and provided payroll information to state taxing authorities, attorneys, family courts, employees and human resources staff. Assigned to call center for two years; effectively responded to numerous inbound customer service Technician[dates]?Received, sorted, processed and coded accounting documents, including invoices and checks. Prepared vouchers, invoices, checks, account statements, and reports for accounts receivable and payable. Produced batch control worksheets, processed voucher copies according to appropriation, and maintained monthly reports. Prepared financial statements, journal entries, month-end close, and collection vouchers. ?Matched hard copy accounting documents to automated system transmittals; identified and corrected erroneous transactions. Researched and reconciled incomplete accounting data and requested additional supporting documentation when needed; filed completed cases. ?Monitored budget activity, utilizing Merged Accountability Funds Reporting (MAFR) system and Excel spreadsheets to input and track billing information.
17_08037x 11/28/06 9:50 PM Page 206Part III:Bringing It All Together: Sample OnTarget Resumes 206Supply Chain. Production/Logistics Manager. Reverse chronological. Seeking Supply Chain Manager Position. Requirements: 7-10 years’ experience in Supply Chain Management: Distribution, Logistics, 1 2Transportation. Previous experience in multi-site industrial or consumer products manufacturing, 3 4solid track record of cost reduction and productivity improvement, project management experience, 5 excellent leadership and communication and negotiating skills. Degree required, MBA and/or Six Sigma 6Black Belt preferred. PAUL Grendel Road ?Nashville, TN 37013 Residence: 111-777-1010 ?Email: pabutler@ CHAIN MANAGER Distribution ~ Production Planning ~ Logistics Manager PROFILE: Over 9 years’ supervisory and managerial experience in operations, warehouse, supply 1chain management and distribution environments. Proven track record of managing and improving operations and logistics for multi-million dollar entities, applying strong analytical skills and innovative 5and successful problem resolution expertise. Experienced in contract management and negotiations and building vendor relationships. Outstanding budget management skills. Results-oriented leader with 5excellent communication and motivational skills. Able to develop staff and build productive teams. 46Certified PMP; Six Sigma Black ., Business Administration, University of Tennessee, [date]. PRODUCTION & DISTRIBUTION EXPERIENCE VITAMIN PRODUCTS,INC.[dates]2Manage and coordinate complete production and delivery cycle for medical foods company,producing up to 10,000 cases of liquid and 500,000 units dry per cycle. Manager,Production & Logistics Brentwood, Tenn. [dates] ?Production Planning: Track and analyze raw materials and finished goods inventory at third-party production facility and at local distribution warehouse. Coordinate production cycles. Assess vendors’ proposals best value. Procure raw components from vendors. ?Vendor/Production Oversight: Assure vendors meet Good Manufacturing Practices. Conduct post-production review of product to ensure quality, as well as analyze production losses and causes. Assure labeling and packing integrity. ?Transportation/Logistics Management: Coordinate delivery of product to customers, distributors and local warehouse. Key Accomplishments: ?Created significant cost reduction: reduced overall production costs by %, transportation 3costs by 4%, and packaging costs by %.
17_08037x 11/28/06 9:50 PM Page 207Chapter 11: A Sampling of OnTarget Resumes by Industry and Career Field207PAUL , page 2 111-777-1010BIG BOX ELECTRONICS,INC.[dates]2Held a series of increasingly responsible positions at the nation’s largest electronics retailer. General ManagerMt. Juliet, Tenn. [dates] ?Managed 280,000 sq. ft. warehouse with full $18M P & L annual responsibility. ?Supervised 30+ employees. Trained management staff in procedures and policy implementation. ?Controlled costs by continually analyzing and streamlining operations procedures. ?Directed transportation contracts for replenishment carriers and home delivery service. ?Developed and maintained close working relationships with retail partners. Key Accomplishments: ?Successfully managed $26M inventory by instituting audit processes. ?Consistently surpassed inventory budget expectations; facility-wide bonuses awarded. 3?Increased productivity by 18% by instituting performance metrics to monitor activity.?Developed customer service standards with peer manager to create regional standards, improving customer services, resulting in increased customer loyalty. General ManagerDeptford, . [dates] ?Opened new market, third-party distribution facility; responsible for $10M annual P & L. ?Managed third-party logistics operations contract, including warehousing, store replenishment and home delivery; controlled contract costs. Key Accomplishments: ?Developed and implemented audit processes to ensure accurate management of company’s $17M inventory by third-party warehouse company. ?Consistently came in below budget on inventory; awarded bonuses. Warehouse Supervisor Madison, Tenn. [dates] ?Oversaw and directed daily warehouse operations, including preparation of shipments to 32 retail stores and 375 home delivery customers, with $26M inventory. ?Supervised warehouse staff of 20, in an 180,000 sq. ft. facility. Key Accomplishment: ?Developed and instituted consistent procedures and policies to improve processes. TENNESSEE COURIER SERVICENashville, Tenn. [dates] Distribution Coordinator ?Directed 30 carriers and routing of 300 packages and consignments for priority morning delivery. Trained couriers and drivers; participated in review and discipline process. COMPUTER PROFICIENCIES: MS Word, Excel, Outlook, PowerPoint, Access, SAP
17_08037x 11/28/06 9:50 PM Page 208Part III:Bringing It All Together: Sample OnTarget Resumes 208Banking. Bank Manager. Reverse Chronological. Career progression to bank manager; now seeks position as VP in larger bank or regional manager. Requirements: 5-7 years branch management 1 2 3 experience, extensive knowledge of operations and lending, customer service managment, staff 4 5development and training, and business marketing and development. CLAUDIA RAMOS1405 Bishop Dr. ?Highland Park, IL 21702 Residence: 777-202-2323 ?Cellular: 222-555-8989 BANK FINANCIAL/OPERATIONS MANAGER 1Over 15 years’ banking experience. Demonstrated competence in branch management, staff recruitment 4and training, community relations, and business development. Promoted 3 times in 4 years. Strong 3customer service and communications skills, with keen ability to build relationships with diverse clients. 2Noted excellence in financial operations and administration. Creative and resourceful in community 5relationships and marketing. Grew new business portfolio 300% in 3 years. Professional and motivated, with strengths in problem resolution, team building, and research and analysis. Bilingual: English and Spanish. Over 300 hours of banking and management classes and 2 years’ undergraduate studies. PC proficient. PROFESSIONAL EXPERIENCE PROVIDENT BANK, Highland Park, Ill. [dates]1Branch Manager [dates];Customer Relations Manager [dates]; Head Teller [dates] ?As Branch Manager, direct operational, service, and administrative activities of branch. Lead 3staff of 20 in providing customer service and financial care. Manage: 4?HR tasks, including hiring, coaching, training, and performance management. Compliance with all policies and procedures; fraud control; loss prevention. ?Procurement, service contract administration, and technology issues; action plans to improve controls, mitigate losses, and ensure superior client experience. ?Overall branch performance and financial reports/analyses; sub-ledger, general ledger, and cash reconciliation. ?As Customer Relations Manager, opened new accounts, sold numerous bank services, resolved customer issues. Trained and supervised Customer Service Representatives. ? As Head Teller, interviewed, trained, and supervised daily functions of tellers. Ordered and received cash. Recognition: ?Outstanding Performance Award, [date]; Employee of the Month Award, [date]; Outstanding Performance, [date]; Certificate of Excellence, [date]; Outstanding Performance Award,[date]. WACHOVIA BANK,Highwood, Ill.[dates]Financial Services Representative?Opened retail and commercial accounts, including savings, checking, IRA, CDs, and Keoghs. Exceeded new account goals by 36%. Improved customer service satisfaction by 16%.
17_08037x 11/28/06 9:50 PM Page 209Chapter 11: A Sampling of OnTarget Resumes by Industry and Career Field209Office Work. Administrative Assistant. Hybrid. College graduate seeks Executive Assistant position in 1chemical industry. Requirements: Bachelor’s Degree, 3-5 years in responsible administrative role for 2 4chemical manufacturer, strong computer skills, excellent written and verbal communication skills. ERIN KINGSTON1510 Franklin DrivePhone: @, MD 21237ADMINISTRATIVE/OPERATIONS ASSISTANT Highly-motivated,personable Administrative Professional with over 3 years’ experience in chemical 2industry. Recognized for enhancing productivity through exemplary operational, client service, and sales support. Efficient with exceptional time management, problem-solving, and analytical skills. Very strong 4oral communication and interpersonal skills. Flexible and adaptable to changing STRENGTHS ‚Administrative Operations: Special event, meeting, and travel logistics; correspondence, file, records, and database management; project administration and executive-level support. ‚Sales Support: Client service, accounts management, problem trouble-shooting and resolution; contract administration, order review, and shipping management; sales tracking and reporting. 4‚Communications: Polished telephone skills. Experienced business writer, proofreader, and editor.‚Financial/Budget Administration: Budget oversight, invoice verification, and expense tracking; purchasing, supply, and inventory management. ‚Computer Expertise:Skilled in creating reports, spreadsheets, presentations, and graphs. Proficient 3in MS Windows, Word, Excel, PowerPoint, and EXPERIENCE ADMINISTRATIVE ASSISTANT, BioProducts, Inc. - Columbia,Maryland[dates]Provide high level of administrative, sales operations, and client service support for leading manufacturer and supplier of biopesticides and chemical pesticides. Directly support VP of Sales and Marketing and 19 regional sales managers and field development researchers. After 2 months, promoted to permanent position. ‚Administrative Support: Effectively orchestrate a full range of strategic administrative functions, including correspondence and publications management; database and file management; travel, special events, and meeting planning; and general purchasing/budget oversight. Create scientific/technical PowerPoint presentations, spreadsheets, graphs, and reports for managers. ‚Sales, Operations & Customer Service: Direct liaison between customers and sales. Field 20+ calls per day for product and order information. Input domestic sales orders into database, updating contracts, pricing information, and customer account data. Schedule and track shipments; troubleshoot problems. Conduct operations and management process analyses. Accomplishments: ‚Independently developed new sales report/pivot table, now company’s primary tracking tool.‚Developed and implemented a linked paper-and computer-based filing system, incorporating an Excel spreadsheet, to provide fast and easy access to new product and regulatory information. ADDITIONAL WORK EXPERIENCE Target, Ellicott City, Maryland - Backroom Stocker/Flow/Replenishment. [dates]Kohl’s, Ellicott City, Maryland - OvernightSalesFloorStocker.[dates]EDUCATION & TRAINING ., History, University of Maryland Baltimore County, Baltimore, Maryland. [date]
17_08037x 11/28/06 9:50 PM Page 210Part III:Bringing It All Together: Sample OnTarget Resumes 210Information Technology. Information Technology Help Desk Analyst. Hybrid. Recent MBA graduate with sales and IT experience seeks Technical Sales Analyst position. Requirements: 2 Bachelor’s Degree, 1-2 years IT experience and/or training, excellent customer service skills, 3 knowledge of Microsoft Access, Word, mail merge, Excel, Internet and graphic design, and excellent 4oral and written communication skills. WILLIAM ,JR. billjfranklin@ 300 Frederick Road, Apt. 2C Home: (888) 888-1212 Catonsville, MD 21228 Cell: (888) 777-3434 OBJECTIVE: Technical Sales Analyst, Solimar Systems, Inc. QUALIFICATIONS SUMMARYAccomplished technical marketing and sales value for employer with over two years’ progressively responsible experience in sales, customer support, and end-user training for telecommunications technologies 2and services. Strong technical background with proven success building and managing customer relationships with major corporate and government clients. Keen problem solving, analytical, and negotiation 41skills. Excellent presentation and oral/written communications skills. BS Marketing degree. Business, marketing, sales, & technology expertise: ‚Business Development, Client Relationship Management, & Needs Assessment‚Competitive Product Positioning, Technical Support & Troubleshooting, Technology Training ‚Strategic Alliances, Government & Corporate Partnerships ‚Strategic Sales & Marketing Planning/Research, Presentations, & New Product Launch ‚Managing Vendor/Supplier Relationships ‚Statistical Analyses, Graphical Presentation of Data, & Competitive Benchmarking ‚Wireless Voice and Data Communications, including Pagers, PDAs, and BlackBerry Products ‚PC hardware, Software & Peripheral devices, including all Microsoft applications PROFESSIONAL EXPERIENCE Help Desk IT Analyst NET SOLUTIONS, INC. International Unit, Washington, . [dates]Provide first tier end-user technical support via telephone to over 8,000 staff. Assist and resolve complex technical issues and questions on Lotus Notes; MS Office XP; remote access; BlackBerry devices; and other internal software applications. Conduct remote diagnostics to troubleshoot and resolve desktop application issues. Accomplishment: ‚Currently facilitating seamless migration of windows 2000 Enterprise Desktop (ED3) to XP (ED4) and Lotus Notes R5 to Notes ND6 with virtually no interruption to workflow. SPRINT COMMUNICATIONS, Vienna, Va.[dates]Fast-track promotion through positions of increasing challenge and responsibility, based on consistently strong performance in sales support, account management and technical support of multi-million dollar wireless technology contracts with Fortune 1000 companies and federal government agencies, including the Department of Defense, the CIA, and the Federal Energy Regulatory Commission.
17_08037x 11/28/06 9:50 PM Page 211Chapter 11: A Sampling of OnTarget Resumes by Industry and Career Field211William J. Franklin, Jr. ~ Cell: (888) 777-3434National Account Sales Consultant [dates] Established and fostered relationships with government and corporate clients to promote integrated wireless data and messaging services, including pagers, PDAs, and BlackBerry products. Directly supported four Account Executives.‚Expanded and strengthened sales and marketing efforts through new product and training presentations. Contributed to new product development of key accounts. ‚Challenged to identify, evaluate, and capture opportunities for upgrade or expansion of contracts. ‚Provided technical support and problem resolution and led end-user training. Accomplishments: ‚Consistently achieved or surpassed team quota at 100% each month for 3 years. ‚Coordinated and managed up to 30 strategic accounts simultaneously and provided direct customer support to 40-50 individual customers. ‚Monitored, researched, and summarized market trends and competitor data and developed integrated product analyses for accounts executives that drove sales growth. Team Customer Account Executive [dates] Integral member of four-person account service team that developed and orchestrated multi-media presentations and on-site technical training sessions for clients nationwide. Fostered open communications with customers to gather vital feedback on products, pinpoint problems, and end-user issues. Resolved diverse range of technical, service, and billing problems. Accomplishments: ‚Contributed sales support to government channel to reach over 137% of plan for [years]. ‚Improved customer satisfaction and retention by responding promptly to user and billing issues, staying alert to potential problem areas, and developing creative solutions. Regional Implementation Specialist [dates] Integral member of a seven-person team that supported pre-sales and closing presentations for federal and corporate accounts. Accomplishments: ‚Successfully implemented over 60 accounts, improved customer satisfaction by 50%. ‚Closed 20 new government and corporate accounts. ADDITIONAL WORK EXPERIENCECredit Manager, MBNA, Baltimore, Md. [dates]Managed up to 500 customer loan and real estate accounts. Generated new business leads, cross-sold financial services, and refinanced loans through cold-calling, telemarketing, and field sales. EDUCATION 1Bachelor’s Degree, Marketing, TempleUniversity,Philadelphia,Pa.[date]3COMPUTER SKILLS Proficient in popular applications, including Microsoft Windows, Excel, Word, Access, PowerPoint, Outlook, and Works; Lotus Notes; WordPerfect; Adobe Acrobat, Illustrator; Internet applications. Expertise with specialized data management, mail merge and analytical software. - 2 -
17_08037x 11/28/06 9:50 PM Page 212Part III:Bringing It All Together: Sample OnTarget Resumes 212Retailing. Retail sales worker. Reverse chronological. Retail worker seeks assistant manager 1 position. Requirements: 1-2 years of retail experience, positive sales attitude and proven sales 3 leadership, strong verbal and written communication skills, strong customer service skills, and basic 5computer MARIE ROMANI765 Glassboro Ave., Apt. 2E Cell: 555-444-0909 Alexandria, VA 22301 Email: cmromani@: Assistant Manager, Retail Beauty Company 1PROFILE: Motivated retail sales professional with three yearsof outstanding customer service 42experience. Demonstrated sales leader, with ability to consistently surpass goals and build client base. 2Positive attitude, able to go above and beyond for customer satisfaction. Skilled in problem resolution, time and asset management and team leadership. Strong administrative and visual merchandising skills, 3with keen attention to detail. Excellent verbal and written communication skills. Prior management experience in food service. RETAIL EXPERIENCEKey Holder, Sales Representative 1Perfect Skin Co., Arlington, Va. [dates] 4‚Customer Service: Build customer base through friendly, attentive service. Educate customers in skin care and make-up products and techniques. Perform facials and color makeovers. Drive revenue by communicating and demonstrating benefits of products and special offers to new and returning customers. Maintain customer files and follow up on sales to create brand loyalty and increase customer retention. Answer questions and resolve customer complaints and problems. ‚Merchandising/Loss Prevention: Plan and organize displays to correspond with current promotions and best-selling products. Maintain store appearance and stock shelves; identify and respond to security risks and thefts. ‚Sales Administration: As Key Holder, open/close store; prepare daily deposits and sales reports. Process customer payments, balance cash drawers and maintain sales records. Interact with other 2stores as needed. Motivate staff to meet Accomplishments: ‚Promoted three times in 18 months, from part time to full time, then to Key Holder. ‚Exceeded personal daily, weekly and monthly sales goals. Ranked top seller for [year].OTHER EXPERIENCE Administrative Assistant, NationalFleetLeasing,Co.,Fairfax,Va.[dates]Teacher, KinderCare Learning Center, Kingstowne, Va. [dates] ‚Key Accomplishment: Employee of the Quarter [date] EDUCATION: Howard University, Washington, ., General Education [dates]COMPUTER SKILLS:MS Word, Excel, Outlook, PowerPoint; Internet; proprietary databases; 5hardware, software and peripheral troubleshooting.
17_08037x 11/28/06 9:50 PM Page 213Chapter 11: A Sampling of OnTarget Resumes by Industry and Career Field213Food Service. Server. Functional. Experienced restaurant worker seeks higher-paying job. 1 Requirements: 2 years of experience in reputable dining establishment, ability to communicate using a 2 positive and clear speaking voice, listen to and understand requests, and respond appropriately, ability 3 4 5to perform essential physical job functions, ability to work under pressure, and be a team player. RENEE MARGARET JONES4808 Juneberry Way, Apt. 102 Mesa, AZ 21236 Cellular: 999-777-3434 Email: rmjones@ SERVER PROFILE: Over 5 years of customer service experience in restaurant and retail settings. Highly motivated, able to multi-task and prioritize workload under pressure, as well as increase pace as workload interpersonal skills, with ability to build rapport and develop regular 5player, noted for volunteering to work additional shifts, in other departments. Keen attention to detail. KEY SKILLS 3?Customer Service/Sales:Skilled in essential physical job functions — anticipating needs and empathizing with diverse customers. Speak clearly, quickly identify and resolve problems, listen 2and respond to requests, and follow up to assure complete satisfaction. Outstanding upselling ability, without over-selling. ?Server: Accurately and quickly take and place all food orders. Answer all questions aboutcooking methods, menu items, specials and prices. Prepare and/or deliver food, beverage, and dessert orders. Check food for appearance, temperature and portion size, and deliver food orders in a timely fashion. Recognized as top server. Routinely manage 6-table station on busy Friday 3and Saturday night shifts. Consistently achieve sales goals. ?Team Lead/Trainer: Experienced in leading teams, delegating work, enforcing policies, and ensuring assigned tasks are completed. Motivate co-workers. ?Accounting/Inventory: Accountable for cash and credit transactions. Also, skilled in receiving deliveries and verifying 400-piece orders; noted discrepancies, damages, and missing items. ?Computer Proficiencies: Various POS software programs, including QuickBooks POS Pro and Keystroke POS System. PROFESSIONAL EMPLOYMENT 1Server [dates] Olive Garden, Mesa, Az. 1Server[dates] Ruby Tuesday, Phoenix, Az. Student Marshall[dates] Arizona State University, Tempe, Az. ?Received Outstanding Service Award, [date] EDUCATION Undergraduate Coursework, Health Science Policy; Arizona State University, Tempe, Az., 93 credits. [dates]
17_08037x 11/28/06 9:50 PM Page 214Part III:Bringing It All Together: Sample OnTarget Resumes 214Healthcare. Office manager. Hybrid. Recent healthcare management graduate with medical office experience seeking Medical Office Business Manager position. Requirements: 5 years’ experience as 1 2 medical practice administrator, 3 years’ supervisory experience, experience with marketing and referral 3 4 development, experience in billing and accounts receivable and demonstrated accomplishments and 5career growth in the healthcare field. MARY Nature Way * Anaheim, CA 92807 111-998-5555 * maryltrey@ CARER FOCUS Healthcare Management Administration ? Operations & Processes ? HR Generalist ? Sales ? Education Coordinator PROFILE & SKILLS VALUED BY YOUR COMPANY 1?Five years’ direct experience in Healthcare Administrative working knowledge of procedures applicable to hospital and physician settings. Completed healthcare internship while earning Bachelor of Science degree in Healthcare Management. ?Multi-task/detail oriented: provide functional guidance on multifaceted projects. Prioritize and distribute workloads, carefully balancing skill sets. Manage calendars and schedules, meeting fast-paced deadlines. Oversee staff. ?Accomplished professional with refined interpersonal and communications skills. Ensure smooth flow of communications between management, patients/clients, and team members, speaking frequently with patients and medical or insurance professionals. Maintain strict confidentiality of sensitive information following HIPAA regulations. ? Resilient & Energetic ? Relationship Builder ? MS Word, Excel, PowerPoint ? Leader ? Medical Terminology ? Information Management ? Manager ? Medical Insurance ? Medical Billing/Coding ? Diplomatic & Tactful ? Risk Management ? Medical Legal Requirements EXPERIENCE Office Manager, Plumbing Inc., Irvine, Calif. [dates] ?Manage administrative and financial tasks for company of 15. Complete AP/AR, weekly payroll, 4banking, and invoices. Construct quarterly business taxes.?Conduct research and compile information to generate bids (for construction contracts). ?Provide excellent customer service and answer multi-line telephone system. Key Accomplishments: ?Analyzed and streamlined business processes, reducing paper records and input time. Reduced 5labor expenditures by 10%.?Researched providers and reviewed bids for equipment lease and service; secured better 5price/product for copier and telecommunications. Achieved cost savings of $12,000 per Office Coordinator, Doctors&Associates,Brea,Calif.[dates]?Hired as Medical Office Coordinator and within eights months, was informed center would close. Shifted into high gear to oversee difficult task of managing operating medical clinic, while
17_08037x 11/28/06 9:50 PM Page 215Chapter 11: A Sampling of OnTarget Resumes by Industry and Career Field215Mary L. Trey, Page 2 simultaneously closing the clinic. Successfully met closure deadline with all patient files copied and sent to selected doctors. ?Worked closely with patients to find new doctors, ensuring they had proper medications during transition period. ?Copied charts for new medical practitioners, sent closure notices to all patients, and mailed medical records to each patient or made arrangements for storage. ?Operated Medical Information Management software (patient registration, charge entries, and appointment scheduling). Scheduled appointments, checked patients in and out of clinic, prepared encounter forms, prepared daily log sheet, posted charges daily, entered and updated insurance information, entered ICD and CPT codes, and made daily bank deposits. Medical Secretary, Klebanow Family Care; Maintenance Supervisor, Property Management Company: Kelly Personnel Services, Yorba Linda, Calif. [dates] ?Scheduled appointments, checked patients in and out of clinic, prepared encounter forms, prepared daily log sheet, posted charges daily, entered and updated insurance information, entered ICD and CPT codes, and made daily bank deposits. ?Greeted patients with professionalism and courtesy to set appointments or resolve complaints/conflicts. ?Managed administrative requirements as temp employee in various offices. Office Manager,IntensiveCareAmbulanceService,Fullerton,Calif.[dates]?Managed office requirements including bookkeeping and AP/AR, payroll for 10 employees, and marketing. Balanced four separate bank accounts. Produced financial/statistical reports and 2worked closely with the CPA. Directed two assistants.?Supervised and dispatched eight EMTs and paramedics. ?Scheduled appointments with nursing homes and hospitals for patient transport. ?Wrote correspondence and marketing materials to gain new business with nursing homes, dialysis 3clinics, and hospitals.?Worked with vendor companies to purchase ambulance supplies including stretchers, wheel chairs, IV bags, bandages, uniforms, and medications issued during transport of patients. EDUCATION5Bachelor of Science Degree, Health Care Management California State University, Fullerton, Calif. [dates] Relevant Health Care Management Courses: ?Health Policy ?Public Speaking ?Risk Management/Health Care ?Anatomy & Physiology ?HR & Labor Relations ?Legal Aspects of Health Care ?Management Problems ?Facilities Fiscal Aspects ?Health Care Services Analysis ? . Health Care System ? Marketing ? Equipment & Materials Mgmt. Healthcare Administrative Internship:[dates] Shadowed Healthcare Administrator (an RN) of assisted living facility with 50 residents. Cross-trained in all departments: HR and Office Manager’s offices (staff scheduling and administration; interviewed job candidates), Admissions (interviewed hospital applicants and processed applications for admission), Health Inspection (shadowed health inspector), and Marketing (visited local hospitals and medical offices).
17_08037x 11/28/06 9:50 PM Page 216Part III:Bringing It All Together: Sample OnTarget Resumes 216Business. Business Analyst. Reverse Chronological. Technical Writer seeks Business Analyst 1 2position. Requirements: college degree, minimum five years of relevant work experience,3experience/understanding of business process reengineering and business modeling concepts,4 awareness of the business and information technology functions, and strong analytical and technical 5writing ANN GERSHON346 Shipwright Way, #716 St. Louis, MO 19807 Cell: 555-333-6767 Email: m-a-gershon@ BUSINESS ANALYST 2Over 10 years’ experience in managing and integrating information technology (IT) applicationsfor financial service and healthcare providers. Expertise: business and end-user requirements, project management, communicating business needs to IT staff, and quality assurance (QA) testing. Strong technical written communications skills, including ability to convey complex IT and industry-specific 5information clearly. Deadline-driven. Pay attention to detail. Excel in team and individual work PROFESSIONAL EXPERIENCE Technical WriterMedical Billing Co., Chesterfield, Mo. [dates] Technical writing for non-profit medical billing and collection company, serving 50 major hospitals in the Midwest. Hired to author Health Insurance Portability and Accountability Act (HIPAA) compliance and IT information security policies. ?Policy Development: Wrote corporate and IT security policies to satisfy HIPAA regulations. Created corporate standard for policy and procedure documentation. Wrote and edited IT 4software documentation, policies, and procedures.?Project Management: Facilitated company’s conversion from paper to automated data tracking and recordkeeping. Led project team to develop online Documentation Center. Researched commercial off-the-shelf and open-source software. ?Disaster Recovery: Worked with contractor to develop and implement disaster recovery plan and established business continuity plan. Managed disaster recovery testing; taught system to users. Key Accomplishment Successfully passed 2 external audits with no items of concern. (Company had previously been cited/ fined for lack of information security policies with regard to HIPAA regulations.) Project Coordinator (Contract position) First Credit Co., Clayton, Mo. [dates] Hired to coordinate several high-profile IT projects for this global financial services provider. Reported directly to a VP of the Consumer Internet Group. Supported project management staff (5 project managers with up to 30 people per team) to complete 15 IT projects, including Disney custom Internet site, Disney Rewards Card, Disney reporting, and Verified by Visa.
17_08037x 11/28/06 9:50 PM Page 217Chapter 11: A Sampling of OnTarget Resumes by Industry and Career Field217MICHELLE ANN GERSHON,Page 2 Cell: 555-333-6767 ?Project Coordination: Developed and maintained project documentation including Project Plans, Action Items/Issues Logs, Critical Tasks lists, and Meeting Minutes. ?Resource Management/Liaison: Balanced changing priorities and business expectations to meet strict deadlines. Served as point of contact and liaison for all project staff. Key Accomplishment Significant contributor to Disney Rewards Card project—completed on time and under budget. Business AnalystCollege Finance Co., St. Louis, Mo. [dates] Performed business process analyses for this national postsecondary education loan services company. ?Business/Process Analysis: Reviewed and analyzed business modeling operations; flowcharted 3all company processes and functionality. Developed and recommended business process improvements, identifying end-user and business requirements. Designed and prepared reports. Key Accomplishment Critical contributor to implementation of Phone Pay system, a PC application which automated loan payment process, saving over 100 manhours per month. Worked extensively with developers and QA testing; trained end-users. Business Analyst/Technical WriterApplied Card Systems, St. Louis, Mo. [dates] Initially hired as Technical Writer; promoted to Business Analyst for this growing financial services company. ?Project Management: Managed projects according to System Development Lifecycle, ranging from application processing and collection system enhancements to new products, using MS Project. Identified end-user requirements and developed business requirements documents. ?Software Implementation: Developed documentation (user and technical manuals) for software applications and procedural documentation for all IT units. Key Accomplishment Provided liaison for IT-related projects with multiple business units serving 1,000 internal users. EDUCATION,TRAINING, & .,English,UniversityofMissouri,Columbia,Mo.[date]Webmaster Certificate, Penn State University [date] Spherion eSQM Training Course (Internet Software Quality Management Methodology) [date] COMPUTER PROFICIENCIES MS Office: Word, Excel, PowerPoint, Access; SharePoint, Visio, MS FrontPage, MS Project; Adobe Acrobat, FrameMaker, Photoshop; TYPO3; HTML; Javascript; Test Director ; Winrunner
17_08037x 11/28/06 9:50 PM Page 218Part III:Bringing It All Together: Sample OnTarget Resumes 218
18_08037x 11/28/06 9:51 PM Page 219Chapter 12A Sampling of OnTarget Resumesby Experience Level and Ageave reason to think that you have too much experience — or notHenough — to rack up the job offers you want? Or that you’re too young — or too old? Or that even when you’re barely out of your mid-40s (a kid, really), you’re stuck in low gear? The sample resumes in this chaptershow techniques aimed at downplaying negative perceptions about yourexperience or your box atop each sample resume contains a mission statement — that is, whatthe job seeker aims to accomplish, which usually is a better job. The missionstatement also includes the requirements for a specific position — or a sum-mary of the typically requested requirements for an occupation or careerfield. You may be surprised that the requirements have numbers. And thatthe numbers are cross-matched to qualifications in the resume. Does thismean you are supposed to put numbers on your resumes as these samplesshow? The answer is: No! No! A thousand times no!The cross-matched numbers between a job’s requirements and the candi-date’s qualifications shown here are just for illustration, not for your samples are intended to laser your attention to requirement-and-qualification matching, the single most important factor in causing your candidacy to get noticed in an online swarm of resumes.
18_08037x 11/28/06 9:51 PM Page 220Part III:Bringing It All Together: Sample OnTarget Resumes 220New Graduate. Business Administration degree. Hybrid. Candidate seeks Junior Financial Analyst 1 2 3position. Requirements: BS Business or Finance, 1-3 years’ relevant experience, strong Excel skills,4 5 6 independent work style, highly motivated, strong problem-solving skills, excellent communication 78skills and team GANSL1450 Mount Sinai Lane, Apt. 102 Tel: Charleston, SC 29401 joshgansl@ OBJECTIVE: Junior Financial Analyst SKILLS & QUALIFICATIONS 6?Strong financial, quantitative/qualitative analytical, and problem-solving skills.?International and domestic summer work experience. Gained essential knowledge evaluating properties, structuring financing, conducting pro-forma cash flow analysis, and executing leases for residential and commercial real estate sales and acquisitions. ?Poised, self-confident. Proven public speaking, interpersonal and multicultural 7communications motivated with strong work ethic. Well-developed team player abilities. Able to 4prioritize tasks, work independently, and meet deadlines. ?Competitive and ambitious. Welcome new challenges. 3?Computer Skills: Advanced proficiencies in Microsoft Windows, Word, Excel, and PowerPoint. EDUCATION ., Business Administration, Clemson University, Clemson, ., GPA [date]?Relevant Courses: Corporate Finance,Accounting, Financial Statement Analysis, Micro/Macro Economics, Business Statistics, and Management Information Systems ?Team Project: In-depth business case analysis of sporting goods industry. Conducted top-down financial statement analysis to determine predictors of future stock prices. WORK EXPERIENCE 2Tillman Securities, PLC,London, England[dates] Worked directly with CFO on commercial real estate acquisitions and financing. Reviewed properties and conducted future cash flow analysis. Prepared and presented regulatory and financial documentation to financial institutions. ?Involved in executing purchase of over $100 million in commercial real estate properties. ?Part of team that refinanced several multimillion dollar real estate properties.
18_08037x 11/28/06 9:51 PM Page 221Chapter 12: A Sampling of OnTarget Resumes by Experience Level and Age221JOSHUA GANSL Page 2 Seaside Realty Partners, Inc., Los Angeles, Calif. [dates] Summer [year]: Participated in successful acquisition of 18 commercial properties leased to . Drugstore Corporation in upstate New York. Created Excel spreadsheets, performed due diligence, analyzed and prepared leasing agreements, conducted pro-forma cash flow analysis, and conducted on-site inspections with acquisition team. ?Presented summary financial data to outside investors and the company’s executives to be used for acquisition decision-making. Summer [year]: Shadowed Vice Chairman. Gained valuable experience evaluating real estate properties, and predicting future cash flow and property income. Developed passion and talent for identifying, structuring, and executing sound commercial real estate investments. Gansl and Greenberg, LLP, Los Angeles, Calif. [dates] ?Delivered administrative and operational support for high-volume law firm. Ensured all documents were accurately filed. Provided customer service and supported legal staff. Camp International, Jerusalem, Israel [dates] Camp counselor at an international summer camp for 200 campers from all over the Americas and Europe; including England, France, and Belgium. ?Led broad range of team activities and supervised tours throughout Israel. ?Promoted open communications and camaraderie among all campers. Reinforced importance of respecting cultural differences. ?Developed talent for fostering communication despite language barriers. SPECIAL INTERESTS & ACTIVITIES Community Service ?Chai Lifeline Volunteer, an organization that supports cancer patients and their families. Maintained ongoing relationships with seriously ill youngsters. Participated in “Big Brother” program for two years. Team Sports ?Captain of college basketball team, 2 years. International Travel ?Extensive travel to over 10 European countries, as well as trips to the Middle East. Enjoy experiencing and learning about other cultures, history, and customs. Foreign Languages ?Write and speak Hebrew. ?Conversational Yiddish — an international dialect of German. Reading?Avid reader. Especially enjoy financial publications.
18_08037x 11/28/06 9:51 PM Page 222Part III:Bringing It All Together: Sample OnTarget Resumes 222Mid-Career Trades. HVAC expert. Functional. Experienced heating/cooling specialist seeks HVAC Manager, Technical Training & Service position. Requirements: Min. 15 years of experience in theory and practice of HVAC – installation, service, repairs, heat pumps, air conditioners, gas/oil 1 furnaces, boilers, and standard controls, strong communication and leadership skills, must be 3 4performance-driven, motivated, and computer BOREK903 Longmeadow Lane Raleigh, NC 27602 Cell: 999-333-2323 Email: greg_borek@ HVAC/Refrigeration Systems Expert OBJECTIVE: HVAC Manager, Technical Training and ServiceAREAS OF EXPERTISE?HVAC/R Expert, with over 20 years’ experience. Highly skilled in every phase of heating and air conditioning, chillers, heat pumps, furnaces, and boilers for residential, commercial, plumbing and 1refrigeration lines: design, installation, troubleshooting, service, and repair. Experienced with Metasys and Johnson 350 controller. Proficient in Control systems design and installation–Analog and DDC. 2?Experienced project manager and team leader,with jobs averaging $500,000, up to 500 tons. Adept at estimating job schedules, choosing quality, cost-effective materials and designing and installing control systems, as well as supervising apprentices, journeymen and subcontractors on the job. ?Mentor, coach, and train junior staff. Develop and implement work standards and provide guidance on technical processes, safety, and operations. 3?Performance-driven and motivated;consistently complete job ahead of schedule and under budget. Regularly receive written and verbal recognition and bonuses. 2?Strong customer service, interpersonal and communications skills.?Skilled at any and all electrical or electronic diagnosis and A/C systems programmer; PC proficient and familiar with HVACPRO North Carolina Licensed Journeyman, #6666; EPA Certified, Universal & Automotive, #999999999 SAMPLE PROJECTSDesigned and installed controls systems for: Installed & set up Metasys system for: WNCN 17 NBC Fool Lion food stores Durham Regional Hospital CVS drugstores Borders book stores Wake Forest University State government building, RaleighWORK HISTORY Johnson Controls, Controls Technician[dates] Aire Right Mechanical, Commercial A/C[dates] Servicemark Mechanical Services, Residential A/C and Refrigeration; Appliance Repair [dates]EDUCATION/SPECIALIZED TRAINING Metasys ASC engineering, Johnson Controls, [date] Carrier Parker System, Carrier, [date] DDC control, M & M Controls, [date] Wake Tech. Comm. College, 36 credits [dates] Trane Microcontrol Voyager, Trane, [date] Diploma, Roosevelt High, Raleigh, SC [date]Pneumatic Controls I & II, [date] Honeywell: Fireye, M & M Controls, [date]
18_08037x 11/28/06 9:51 PM Page 223Chapter 12: A Sampling of OnTarget Resumes by Experience Level and Age223Young Adult. Intern. Reverse Chronological. Recent MPA graduate seeks Program Officer/Researcher position with nonprofit or public policy organization. Requirements: Bachelor's 1 2 degree (preferably Master's),strong research, writing, and legislative skills,experience working on 3 4 policy and advocacy campaigns,solid Microsoft Office skills,and strong attention to detail and ability 5to HENDERSON1908 Clarkson Ave., Apt. 900Brooklyn, NY 11203Cell: 888-444-9090E-mail: r_henderson@[dates]UNITED NATIONS DEVELOPMENT PROGRAMMENew York, Assistant Intern, Equator Initiative[dates]Mid-term Evaluation Intern, United Nations Capital Development Fund[dates]2?Researched and wrotereports and position papers on capacity building in local and editedarticles forBetween the Lines newsletter.?Evaluated and analyzed documents to extract recommendations for improving design and costeffectiveness of microfinance donor training workshops.[dates]NEW YORK UNIVERSITY SCHOOL OF MEDICINENew York, Associate,Center for Immigrant Health5?Conducted highly detailedresearch in English and Spanish on quality of medical services for3immigrant populations for advocacy campaign,5?Designed and implemented quality assurance mechanisms to improve accuracy of study’s data.?Supervised and trained staff of 9 research interns.[dates]PEACE CORPSTarija, BoliviaGender and Development Representative[dates]Natural Resources Management Extensionist[dates]?Directed all logistical components, drafted budget, and raised funds for 4-day national gender anddevelopment conference for 35 high school students and 5 community representatives.?Selected to use participatory modules to train 28 volunteers for gender mainstream projects.?Managed locally focused natural resources projects for over 80 indigenous prioritized, and managed multiple tasks and assignments in fast-paced environment.[dates]WORLD WILDLIFE FUNDWashington, Relations Intern?Wrote and edited documents on environmental legislation and international development concernsto educate staff on policy issues. Represented lobbyist at World Bank and Capitol Hill meetings.[dates]THE WHITE HOUSEWashington, 's Council on Sustainable Development Intern?Prepared overviews of environmentally sustainable strategies presented to international delegations.?EditedTowards a Sustainable America report presented to President William of Public Administration, New York University, New York, ., [date]Specialization: International Public and Nonprofit Management and Policy1Bachelor of Arts,Environmental Science and Policy, Hood College, Frederick, Md., [date]Concentration: Environmental Policy; Minors: Sociology and International Economics4COMPUTERSMicrosoft Office(Word, Excel, Outlook, PowerPoint, Access, Visio) and SPSSLANGUAGESFluent in Spanish. Intermediate proficiency in Portuguese and Quechua.
18_08037x 11/28/06 9:51 PM Page 224Part III:Bringing It All Together: Sample OnTarget Resumes 224Mid-Career Professional. Teacher. Reverse chronological. Experienced drama teacher seeks community college drama director position or chair of drama department. Requirements: 5-10 years’ 1 2teaching theater in educational setting,master’s degree in theater LYNN MORROW33 Enjay Ave. Catonsville, MD 99999 Residence: 444-555-1234 Cellular: 444-555-5678 Email: dramacate@ 1Talented Drama Instructor with 10 yearsplus of hands-on theatre and teaching experience. Outstanding ability to build programs and interest, both at school and community levels, as well as to develop rapport, relationships, and resources. Innovative and creative, willing to try new ideas; strongly committed to fostering the next generation of playwrights, actors, and production staff. Master’s degree in 2theater arts (this year). TEACHING EXPERIENCE Drama Teacher/Director of Drama[dates] Lincoln High School, Columbia, Md. Revitalized struggling drama department of this former tech-magnet Howard County high school. (Program went through 10 teachers in year prior to hire.) Built interest in drama program as well as offerings and opportunities. Currently teach 5 drama classes and direct Drama Club. 3Productions: Direct 3 large stage productions and 2 smaller classroom productions per year. Coordinate student technicians, directors, production staff, and actors. As appropriate, select plays, direct casting, coordinate auditorium calendar and events, and supervise design and construction of scenery and costumes. Manage production budget and direct marketing of productions. Continually challenged to present quality, award-winning productions on small budget. Provide advice, support, and direction to students, encouraging high level of student involvement. Productions include Get Bill Shakespeare Off the Stage, George M!, A Night with Edgar, Starmites, Sugar, The Princess Bride, The Wizard of Oz, Finian’s Rainbow, After Juliet, Seven Brides for Seven Brothers, Anything Goes, and The Importance of Being Earnest. 3Teaching: Prepare and present materials on drama and communications for culturally diverse student base. Classes include: Introduction to Drama, Advanced Drama, Stagecraft, Musical Theatre, and Speech Communications. Incorporate variety of teaching strategies, including Essential Elements of Instruction, cooperative learning, and portfolio writing. 3Curriculum Development: Designed “Theater as Resource” Instructional Projects for middle school English classes, to introduce/integrate theatre and increase interest in drama prior to entering high school. Participate on Curriculum Development team; as a contributor, drafted guidelines, goals, and recommendations, as well as outlines and lesson Festivals/Field & Class Trips: Coordinate student participation/attendance of variety of theatre presentations and workshops, locally, nationally, and internationally, including the Shakespeare Festival, the Folger Theatre Festival, Howard County Drama Festival, Magic Music Days (Epcot Center), and the Stratford Theatre Festival (Canada).
18_08037x 11/28/06 9:51 PM Page 225Chapter 12: A Sampling of OnTarget Resumes by Experience Level and :444-555-5678Achievements: 3Received 9 statewide awards for “best in” categories (Long Reach High School students). 3Organized trip to prestigious Stratford Theatre Festival in Canada, Summer [date]. Orchestrated invitations for 20 students and 4 adults—partially government-supported program is usually only open to Canadian students/teachers. Festival included workshops, backstage tours, and plays. 3Created Stagecraft class, teaching students to plan and create sets. Substitute Teacher [dates]North Hill High School, Hampstead, Md. thTaught Mythology and 11 grade English. Voted Teacher of the Month for [date]. Also, recruited as substitute Theatre Director for [date]. Supervised/performed selection, casting, costuming, set design and construction; produced Anne of Green & OTHER EXPERIENCE Coordinator, HowardCounty(Maryland)DramaFestival[dates]Organized and coordinated one-day festival with 250 student attendees and support/teaching staff of 20. Scheduled seminars, entertainment, and workshops, including room planning and lunch. Served as co-coordinator for [date] festival. Instructor, TheTeachingShakespeareSchool(Stratford,Canada)[dates]Specially invited to participate in program open to Canadian teachers. Additionally, paired with Stratford actor to team-teach The Tempest and As You Like It to 20 Long Reach students. Served as Teachers’ Festival Liaison (3 years) for Stratford Festival teacher’s conference, [date]. Graduate Assistant, NewYorkUniversityStudyAbroadProgram[dates]Made daily preparations for on and off-campus classes at Trinity College (Dublin, Ireland). Coordinated receptions for students, visiting dignitaries, and professors; provided administrative support to Program Director. Producer/Technical Director, TheHowardCounty(Maryland)Players[dates]Coordinated musical theatre performances for program that pairs high school students and adults. EDUCATION Master’s Degree, in progress, Educational Theatre, Community Concentration, New York University, New York, ., 24 credits; expected completion: GPA: [dates] Bachelor of Arts, English and Theatre, York College of Pennsylvania, York, Penn., [dates] received Helen Gotwald Drama Award Secondary Certification, English Theatre, York College of Penn., York, Penn., [dates] Continuing Education, The Academy at the Stratford Festival, Stratford, Canada. [dates] Classes completed: Shakespeare: Text and Performance, Voice and Movement, Set Building and Scene Painting, and Design in the Theatre
18_08037x 11/28/06 9:51 PM Page 226Part III:Bringing It All Together: Sample OnTarget Resumes 226Young Professional. Graphic Artist/Visual Information Specialist. Reverse chronological. Graphic 1 Artist seeks corporate communications graphics position. Requirements: Bachelor’s degree, 3 years’ 2 experience in graphics design and photography, experience in production management and utilizing 3 4video, 35MM and audio equipment, knowledge of advertising and marketing communications,5 6excellent communications skills, and willing to travel 50% of the E. PASQUALE340 Decatur LaneCell: -mail: spasquale@ Rouge, LA 70801GRAPHIC ARTIST/VISUAL INFORMATION SPECIALIST 2 Skilled graphic artist, photographer, and video producer with three years’ professional experience. Creative andresourceful in coordinating and producing training videos, photography for print and Web and graphic in production management, as well as use of video, graphics software, 35 MM, digital and audio 3 4equipment and systems to produce advertising and marketing materials, Web content, and training programs. 5 6Strong communications skills; able to Computer and Information Specialist [dates]Experience Training Professionals, Inc.; Baton Rouge, La.?Maintain Web site utilizing HTML, scanning and forms management ?Develop graphics, photographic images, and content for print and electronic media ?Maintain customer service, evaluate customer feedback, and determine appropriate action ?Produce videos and edit into training films ?Photograph training sessions for Web site production Commercial Photography Intern and Independent Contractor [dates] Online Real Estate Listing Service; New Orleans, La. Judith Salmona, Freelance Photographer; Kenner, La. ?Accomplish portrait, real estate, and documentary photographic assignments?Produce professional quality custom color prints and graphic images?Scan negatives and slides; manipulate and correct images?Maintain and service printing and graphics equipment?Organize and catalog negatives and proof sheets TechnicalSupervisor:Performance Anxiety Installation [dates]Smith College; Northampton, Mass.?Produced interactive video exhibition combining real-time computer image processing with variety of short videos ?Used Imagesoftware and Infusion Systems’ I-Cube X hardware 1Education ., Visual and Performing Arts, Louisiana State University, Baton Rouge, La. [date] Relevant Coursework: Introduction to Computers, Programming in C, HTML, Dreamweaver, Illustrator, Quark, Macromedia Flash, B&W Photography, Color Photography, Advanced Photography, Electronic Image Processing, Final Cut Pro, Alternative Processes, Visual Concepts, Ideas in the Arts, Introduction to Recording Techniques, History of Photography, Contemporary Art in Process, History of Film, American Life in Films Skills Computer: Macintosh and PC – Word, Excel, PowerPoint, Photoshop, Illustrator, Acrobat, QuarkXpress, Flash, digital imaging, scanning, Corel Draw, non-linear video production and editing, C Programming, HTML Web page development, database management Photography:digital video production, 35mm photography, B&W and color processing, printing and toning, studio portraiture, and dry mounting
18_08037x 11/28/06 9:51 PM Page 227Chapter 12: A Sampling of OnTarget Resumes by Experience Level and Age227Baby Boomer. Director of Marketing and Communications. Reverse chronological. Marketing expert seeks Director of Marketing position for international nonprofit. Requirements: Bachelor’s degree (Master’s 1 preferred) and a minimum of 10 years’ experience in marketing, brand management, and corporate 2 communications, experience conducting market research and utilizing market research to guide planning 3 4 and decision making, knowledge of the not-for-profit fundraising environment, excellent communications, 5 6presentation and negotiation skills, and willing to travel 20% of the M. CONNOLLY222 Strawberryfields Falls, SD 99999Home: -mail: c_connolly@ of Marketing2Creative, dynamic Marketing professional with 14+ years of experience. Demonstrated success developing and implementing strategic and tactical global marketing plans to improve product positioning, brand 2 management, corporate communications, and competitive market share. Results-oriented team leader with proven expertise managing marketing programs from concept through project completion. MBA in Marketing. Key strengths include:53Superior communications, presentation, negotiation, and management skills3Experience formulating and implementing comprehensive multi-media developing global and product-specific marketing plans, strategies, and budgets for4nonprofit and for-profit organizations3Strong analytical capabilities. Extensive market research expertise, including demographic andmarket trend analyses; competitive assessments; and consumer segmentation and needs studies3to guide planning and decision -Commerce & Web creation, development, and management in new product development, launch, and writer and accomplished presenter, able to travel for meetings, trainings, Marketing Association, American Society for Association EXPERIENCEDirector, Marketing and CommunicationsMUSCULAR DYSTROPHY ASSOCIATION, Sioux Falls, .[dates]Develop and implement marketing and communications strategies to support major, organization-widerefocusing of MDA’s operations, role and relevancy, community impact and image. Reached funding with conceptualizing and designing central messaging strategies to reposition MDA as leadinghealth and human service organization.
18_08037x 11/28/06 9:51 PM Page 228Part III:Bringing It All Together: Sample OnTarget Resumes 228CONSTANCE M. CONNOLYPage 2 Aggressively promote notable accomplishments, and develop communications tools to improveinternal branding, public relations, and sales. Develop and execute annual marketing program integrating television, radio, direct mail, print,electronic media, and special events. Conduct in-depth market research to evaluate public/customer perception and satisfaction, guideorganizational investments in set-vices and impact areas, and support special projects to Contributions & Achievements Developed technical blueprint that provided foundation for software development for newVolunteer Matching Program that will facilitate marketing and matching of volunteer opportunities. Conceived and spearheaded development of first Speakers Bureau to improve visibility of keyconstituencies (volunteers, health and human service representatives) in community. SpeakersBureau set for launch in [date].Director of Marketing, Research, and Product DevelopmentSCHOLARLY ASSOCIATION, INC., Washington, .[dates]Supported global marketing needs of four distinct product lines: special interest groups, membership,conferences, and publications. Worked directly with Executive Director, internal management team, Boardof Directors, and 62 committees to translate collective vision into strategic marketing plan. Built key consumer relationships, designed and implemented solutions-based sales strategies, andpositioned company as market leader in scholarly publishing market. Developed and managed integrated, multimedia marketing program. Implemented new productdevelopment, launch, and evaluation. Developed strategies for increased product sales, brandawareness, and Contributions & Achievements Co-developed and implemented pricing model that created financially-sound basis to increaseprofessional journal subscription revenues by $1 million on sustained basis. Conceptualized innovative direct mail marketing program that boosted new consumer base by 40%in one year. Spearheaded organization’s first-ever global consumer satisfaction and performance improvementstudy, enabling management to formulate decisions based on consumers' expressed needs anddesires. Strategic player in company’s entrance into arenas of e-commerce and Web communications. Co-initiated effort to restructure Web site to increase navigability, aesthetics, brand, and commerceopportunities. Reevaluated vendor network and negotiated more competitive terms, resulting in savings of over30%. Named ‘Marketer of the Year’ by Council of Educational Organizations[date]
18_08037x 11/28/06 9:51 PM Page 229Chapter 12: A Sampling of OnTarget Resumes by Experience Level and Age229CONSTANCE M. CONNOLLYPage 3Director of Marketing and Public RelationsARCHDIOCESE OF SIOUX FALLS, Division of Catholic Schools, Sioux Falls, .[Dates]Launched one of the first programs in nation to market Catholic schools to counter 20-year trend ofdeclining enrollment. Collaborated with Superintendent and Marketing Advisory Committee to generatemarketing vision. Conceptualized message and developed strategies for multimedia advertising. Primaryliaisonwith advertising agency and media. Managed advertising designs, scripts, and placement of press relations and briefed educational reporters. Hired as Marketing and . Assistant:promoted after 3 Contributions & Achievments Launched successful multi-media campaign that increased Catholic school enrollments by 13% andgenerated construction of three new schools. By [date], there were more applicants than placementsfor county schools. Co-negotiated exclusivity contract with local TV station and advertising agency to producecommercials for Archdiocese on pro-bono basis, reducing campaign costs by 50%. Wrote, presented, and received grant to fund position and program for three-year period. Authored demographic study to guide Archdiocesan leadership in new school construction. Designed training program that incorporated facets of the marketing position: marketing, publicrelations, and development work. Trained school boards and committees at 101 schools tomaximize local of Business Administration,[date], University of South Dakota, Vermillion, of Business Administration/Marketing Major,[date],Dakota Wesleyan University,Mitchell, & PRESENTATIONS“Strategic Planning for State and Local Associations” –Guest speaker at National Associationof Home Builders, Destin, Ha., [date]“Application of Market Research to New Product Design: Case Studies” – Guest speaker atCouncil of Engineering and Scientific Society Executives, Houston, Texas, [dates]Connolly, C. [date], “Using Market Research to Make Strategic Decisions”AssociationManagementConnolly, C. [date],“Applying Marketing Success Principles to InternationalOrganizations,”New Organizations , C. [date],“Nonprofits When Effectivly Marketed Can Save Lives,” NonprofitsReview.
18_08037x 11/28/06 9:51 PM Page 230Part III:Bringing It All Together: Sample OnTarget Resumes 230Young Professional. Sales and Marketing Manager. Hybrid. Seeks Marketing Coordinator position in larger company in advertising field. Requirements: 3-5 years of marketing experience – printing 1 2 industry experience a plus, degree in business, marketing, advertising or related discipline, highly 3 4 motivated, detail and goal-oriented, and high proficiency with MS Word, Excel, PowerPoint – Quark 5and Photoshop a MORECK1111 Sage Lane Las Vegas, NV 99999 Cell: 555-333-3939 Residence: 702-999-8989 Email: yoel_morick@ COORDINATOR with 5 years of marketing marketing, and advertising in printing/publishing, real estate, and landscaping. 3?Highly motivated, with demonstrated ability to develop and maintain new sales territories and accounts, create new revenue streams, and increase profits. ?Strong ability to develop customer rapport and build loyal relationships. 4?Excellent attention to detail and ability to meet and surpass sales &MARKETINGEXPERIENCESales and Marketing Manager/Field Supervisor Local Lawn Services, Las Vegas, Nev. [dates] Recruited to spearhead sales and marketing efforts for this growing landscaping company. Marketing: Develop marketing and advertising programs and materials, including direct mail and internet. Conduct market and customer research and develop new revenue streams to build business. Advise on market penetration and business development strategies. Sales: Manage customer relationships from initial contact through consultation/estimate and service delivery. Develop sales leads, estimate projects, and write service contracts. Determine customer needs and recommend best options. Resolve customer problems and follow up to ensure customer satisfaction and loyalty. Management: Analyze business operations and processes and identify improvements. Review profitand loss statements; recommend ways to reduce costs and maximize profits. Develop and implement policies. Direct laborers onsite; track time and attendance. Key Accomplishments: ?Achieved year-on-year growth, increasing revenue by 31% in first year to $550,000; and an additional 18% the following year, for total revenue of $650,000. Established 70+ new accounts. ?Authored 14-page Employee Handbook; developed formal standards and policies for labor staff.?Created new business line, hardscaping. Also created Web site for retail mulch sales. Account ExecutiveStar Publishing, Las Vegas, Nev. [dates] Sold advertising to local and national clients for primarily business-to-business publications, including area chamber of commerce directories. Total circulation was approximately 100,000. Maintained established accounts and developed new leads and clients. Consulted directly with clients’ executive staffs to secure ad sales. Kept track of and met multiple, concurrent publication deadlines. Worked with creative design staff to develop advertising concepts and content. Managed full sales-cycle, ensuring client satisfaction.
18_08037x 11/28/06 9:51 PM Page 231Chapter 12: A Sampling of OnTarget Resumes by Experience Level and Age231YOEL MORECKPage2Cell:555-333-3939Key Accomplishments: ?Consistently met/exceeded sales goals; sold $100,000 of advertising in 6 months. ?Established territory for newly won contract — Susquehanna Chamber of Commerce Quality of Life Guide, a full-color directory. Landed 35 new accounts, worth $35,000. President Your Lawn and Garden, LLC, Henderson, Nev. [dates] Founder/operator of landscaping business. Oversaw all aspects of company start-up and operation, including sales and marketing, business development, accounting, and management. Researched market and identified specific demographics of targeted client base. Developed marketing strategy; created and distributed advertising materials. Managed customer relationships; met with potential clients, negotiated contract, and closed sale. Directed staff of 1-3, coordinating projects and ensuring completion. Sales Manager Sailor’sRestaurantandSeasideGuide,SanFrancisco,Calif.[dates]Sold advertising for 2 regional editions of full-color, glossy boating magazine, circulation of 110,000. Created sales territory for new regional edition of this yearly publication, distributed at local marinas. Generated leads through direct contact and cold calls. Clients included hotels, restaurants, yacht brokers, and retail shops. Negotiated contracts, established payment schedules, and designed ads. Managed billing and publication distribution. Once established, maintained and expanded clientbase. OTHER WORK EXPERIENCE Flight AttendantDelta Airlines, Las Vegas, Nev. [dates] Provided customer service, resolved passenger and employee problems, and responded to emergency situations. As Chief Purser, supervised crews of 2-10; provided liaison with captain. Received numerous commendations and customer appreciation letters. Editor: [dates] Created and published 20-page bimonthly staff newsletter. Selected and compiled content and artwork; edited, formatted, designed, proofread, and laid out publication. EDUCATION ., Marketing, in progress,University of Nevada, Las Vegas, Nev.; 96 credits. Expected graduation: [date] ., Business, City College of San Francisco, San Francisco, Calif., [date] 5COMPUTER SKILLS:MS Word, Excel, Outlook, Publisher, PowerPoint; Photoshop; ACT! database
18_08037x 11/28/06 9:51 PM Page 232Part III:Bringing It All Together: Sample OnTarget Resumes 232Baby Boomer. Publisher turned Author. Hybrid. Retired from a successful publishing career and self-published his own book. Author Publisher seeks speaking engagements via radio, TV, and conferences about life experiences and career successes. Requirements: strong, professional 1 2 3 4 speaking skills and appearance, a message to give, energetic, people-person and drive to share S. JUDAKIS555 Warren Pl. ?Providence, RI 99999 Phone 666-777-4040 ?Fax 401-777-2020 ?E-mail: fjudakis@ MOTIVATIONAL SPEAKER 1 3 Seasoned, popular speaker, energetic, inspirational, witty, and direct. Passion to share life 5 4 experiences and expertise and enrich lives of others. Enjoy reaching out to diverse groups to2 communicate message. Topics include publishing, journalism publicity, marketing,entrepreneurship, and contemporary business OF EXPERIENCE BEST-SELLING AUTHOR, To Love Mercy, published by MidAtlantic Highlands, Huntington, . A non-fiction book of memoirs and close-to-true-life fiction by residents of Mid-Atlantic States. Completed two successful book tours, interviews on more than 20 radio shows, and second printing in just three months. Featured in the Chicago Sunday Sun-Times. PUBLISHER/CONSULTANT, COMMUNICATIONS GROUP, Chevy Chase, Md. Provide publishing, marketing, editorial and strategic consulting to publishers and other clients. Published over 60,000 FEDERAL PERSONNEL GUIDES until [date]; readership averaged 70,000 per print and on-line guide. Previously published nationally influential newsletters including Health Policy Week, Managed Care Report, Prospective Payment Guide, Law Firm Profit Report and others. PARTNER, AMERICAN COMMUNICATIONS GROUP, Bethesda, Md. One of three partners in firm that published six newsletters and one database service serving gasoline marketers, credit unions, small banks, day care providers and business mailers. ASSISTANT EDITOR, THE WASHINGTON POST, Washington, . Edited Watergate copy for . Times/Washington Post News Service client newspapers. REPORTER AND EDITOR, THE ASSOCIATED PRESS, Chicago, numerous famous disorders, riots, and ACCOMPLISHMENTS/EXPERIENCE Gold (first prize), best newsletter promotion, by The Newsletter Clearinghouse, [date] Adjunct Professor, American University School of Communications, Washington ., [dates] Adjunct Professor, George Washington University, Washington ., [dates] Chair, Small Publishers Working Group, Newsletter Publishers Association, [year]
18_08037x 11/28/06 9:51 PM Page 233Chapter 12: A Sampling of OnTarget Resumes by Experience Level and Age233Young Professional. Associate Editor. Reverse chronological. Journalist seeks features/projects 1 2designer position. Requirements: 3 years of weekly newsroom design experience, solid news judgment, 3 4 5 communication skills, attention to detail, and knowledge of ULREY360 Cinnamon Way, Apt. 304 ? Jamaica Plains, MA 02130 Cell: 617-777-6767 ? Email: jan_ulrey@ JOURNALIST/LAYOUT & DESIGN SPECIALIST OBJECTIVE: Features/Projects Designer PROFILE: Nearly six years’ experience in weekly newspaper settings, serving as writer, editor and page 1designer. Passionate about newsgathering and creating eye-catching, reader-friendly content. Solid news 2judgment and design skills, coupled with imagination and creativity, able to produce aesthetically 4pleasing pages. Organized, detail-oriented and deadline-driven. Strong time management and 3communications skills; excel in team and individual work settings. Proficient in AP Style. Computer 5Skills: Word, Outlook, Excel, PowerPoint, Access; Quark Express; InDesign; Photoshop; HTML ~ ., Communications, Bunker Hill Community College, Boston, Mass., [date] ~ RELEVANT EXPERIENCE Associate Editor [dates] Bay Windows Boston, Mass. Design, layout and write for weekly newspaper, averaging 64-136 pages, with circulation of 16,000. ?Design/Layout: Plan and execute advertising and editorial page design, including front and backpages, news and features sections, headlines, column titles, and cutlines. Review weekly ad sales and determine page count and color slots. Formulate layout design and presentation using InDesign, including style and size of type, photographs, and graphics. Take layout direction from editor and work with advertising and design staff to correct problems. Use Photoshop to make color corrections on photos and crop and rotate images; track photo archives. ?Writing/Editing: Research, develop and write news and feature stories. Contribute to editorial planning, develop story ideas and arrange and conduct interviews. Review copy and correct errors in content, grammar and punctuation, following appropriate formatting and AP style guidelines. Write/rewrite cutlines and headlines. Correct final copy and prepare files for Web upload. Key Accomplishments: ?Successfully completed layout/production on largest paper (136 pages) in publication’s history thfor 30 anniversary issue. ?Supported new editor, staff writer and editorial assistant during major staff transition. ?Wrote over 40 feature and news stories while handling design/production responsibilities. Staff Writer[dates] The Sunday Voice Cambridge, Mass. Key player on four-person staff of this small weekly community newspaper.?Writing/Content Selection: Contributed to and/or managed news coverage, determining emphasis, length, and format. Wrote hard/soft news, including school news and obituaries. Gathered information through research, interviews, experience, and attendance of events. ?Production/Administration: Planned and executed layout of school news section and obituaries, as well as determined page count and scanned photos. Edited and proofread editorial content. Assumed managing editor’s duties as needed, leading news meetings, assigning stories, and gathering news content. Also, screened phone calls and purchased supplies.
18_08037x 11/28/06 9:51 PM Page 234Part III:Bringing It All Together: Sample OnTarget Resumes 234Mid-Career Professional. Vice President. Reverse chronological. Banking executive seeks regional finance manager position. Requirements: Bachelor’s degree in finance or accounting, MBA or 12CPA preferred, 5-7 years experience in accounting, finance, and auditing, proficient in SAS, SQL, 345Access, Excel, and PowerPoint, results oriented, and strong written and verbal communication Hopscotch Circle Denver, CO 80012 Residence: 555-777-9090 Office: 303-333-4545 Email: sherle_dm@ FINANCIAL SERVICES EXECUTIVE Special Assets/Credit Administration/Risk Management 2Over 7 years’ broad banking experience, including accounting, finance, and auditing. Technical expertise in special assets, loan workout, and credit administration. In-depth knowledge of foreclosure and multiple bankruptcy procedures. Excellent ability to communicate and build consensus with diverse 4groups having dissimilar interests. Results oriented, with strong negotiation, organization, and 5written/verbal communication skills. Proficient in MS Word, Excel, Outlook, PowerPoint, Access; SQL; & Organizational ExpertiseFinancial Expertise?Business & Market Development ?Corporate & Individual Credit Analysis ?Strategic Planning & Development ?Cost Benefit Analysis ?Team Building & Performance Improvement ?Asset Recovery ?Inter- & Intra-Banking Relationships ?Risk Management PROFESSIONAL EXPERIENCE Vice President Community Bank, ., Denver. Colo. [dates]?Senior Workout Officer/Credit Administration Division. Monitor due diligence and integrity of distressed commercial loan, commercial real estate, and charged-off loan portfolios in excess of $15M. ?Loan Workout. Reduce non-performing assets via restructure, renegotiation, or vacate strategy. Meet with client to discuss loan status and ascertain best options to improve and/or recover loan and related expenses. Conduct cost-benefit analysis, consider credit/cash flow constraints and bankruptcy/legal remediation prior to formulation of Action Plan. ?Implement Action Plan. Work with bank’s legal counsel from default initiation through account reconciliation and/or exit. ?Establish bid-in guidelines, coordinate, and finalize public auctions of real estate. ?Manage Other Real Estate Owned. ?Standing Member, Problem Loan Committee.
18_08037x 11/28/06 9:51 PM Page 235Chapter 12: A Sampling of OnTarget Resumes by Experience Level and Age235DAVID , page 2 555-777-9090 ?Perform Quality Review, examining select loans for regulatory and internal policy compliance. Prepare reports for senior management. Key Accomplishments: ?Reduced delinquencies from % to % of aggregate loans outstanding ($150M), net charge-off recovery of $ or 36% of assigned footing ($). ?Liquidation of all Other Real Estate Owned Vice President, Special Assets Department Southern Trust Co., Denver, Colo. [dates] ?Managing Officer of Commercial Loan/Mortgage Workout Department. Generated monthly Action Plans for assets classified/criticized by Office of the Comptroller of the Currency. ?Underwriting Officer of SBA loan portfolio and agency leasing program. Key Accomplishments: ?Garnered “Favorable” department rating for [dates] . examinations. ?Reduced delinquency from % to % of aggregate loan/mortgage base ($). ?Downsized Other Real Estate Owned by 95% ($). Assistant Vice President, Special Assets Department Bank of the West, Tacoma, Wash. [dates]?Vice President of a bank subsidiary, specifically created for the sale of Other Real Estate Owned commercial properties and industrial machinery/equipment; aggregate portfolio tiered at $, with collections approximating $. ?Workout Officer for Credit/Support Services Division. Collected or restructured non-performing outstandings under commercial loan, real estate and equipment leasing portfolios. Maximized monetary recovery through credit/collateral risk analysis and distressed-asset liquidation under auction and direct sale. Managed loan portfolio in excess of $18M. ?Special Assets Officer. Vice President, Commercial/Consumer Loan Department [dates] Ado State Bank, Alamosa, Colo.?Senior Credit Officer, overseeing dual-loan portfolio in excess of $. Supervised two managers and five support staff. Implemented operational procedures and regulatory controls as required by Federal statutes. Early Professional Career Business Development Officer, Central Bank [dates] Loan Review Officer, Corporate Loan Group, Mercantile Bank [dates] Regional Loan Officer, Community Banking Division,Union Trust Company of Colorado [dates] EDUCATION 1MBA,University of Colorado at Denver, Denver, Colo. GPA[date] BA, Accounting, Adams State College, Alamosa, Colo., GPA [date]
18_08037x 11/28/06 9:51 PM Page 236Part III:Bringing It All Together: Sample OnTarget Resumes 236New Graduate. Veterinary Technician. Reverse chronological. Worked in field while student; now 1 2seeks better job in larger vet hospital. Requirements: Medically assist veterinarians, bachelor’s degree,3 4instrumentation, office software. DONNA LUNA4214 Kensington Rd. Dallas, TX 99999 Residence: 111-869-4716 Email: DLuna@ PROFILE: Recent BS Biology plus 8 years’ experience in veterinary and medical fields. Skilled in latest technology. Work cheerfully on team or independently. PC proficient. Dependable, conscientious veterinary paraprofessional ready for senior level veterinary hospital staff SKILLS 3Dexterous use of laboratory equipment and instrumentation, including isolating environmental samples, performing assays, and identifying samples. Prepare, analyze, and test laboratory specimens. Stain slides to microscopic test for specific disease pathogens and unknowns. 3Assist with veterinary surgical and autopsy procedures. Perform micro animal surgeries and anesthetizations. 3Collect blood, and other samples from animals. Perform red/white blood cell counts. 3Keep comprehensive lab notes and researched, prepared, and presented detailed reports and papers. Lead and organized group project work. WORK EXPERIENCE Veterinary Technician[dates] Westview Animal Hospital, Dallas, Tx. 1Veterinary Support: Assist veterinarians to diagnose and treat variety of animal diseases and conditions including surgeries. Take and test blood, urine, and fecal samples, testing for disease, viruses, and parasites. Skilled with instrumentation, including radiograph and 34ultrasound. Use Avimark, MS Word, & QuickBooks : Receive and direct calls and visitors, answering customer inquiries and resolving problems. Assure customer satisfaction, exercising empathy and tact. Take and relay detailed messages regarding animal patients. Collect and process payments. Set appointments and send reminder notices. Update and maintain electronic and paper filing systems. Direct and provide guidance to Animal Care Assistants. Receptionist[dates] Dr. Roger Lax, Plano, Tx. Administration: Receptionist for busy private practice. Answered phones and received patients. Created and updated medical files. Gained competence with medical terminology. EDUCATION 2Bachelor of Science, Biology; Towson University, Towson, Md.[dates] Relevant Coursework: Biostatistics, Biology: Ecology, Evolution, & Behavior, Botany, Chemistry, Comparative Animal Physiology, Dangerous Diseases, Fish Biology, Genetics, Medical Microbiology, Organic Chemistry, Physics, Zoology.
18_08037x 11/28/06 9:51 PM Page 237Chapter 12: A Sampling of OnTarget Resumes by Experience Level and Age237Mid-Career Professional. Project Manager. Reverse chronological. PM seeks Managerial HRIS (Human Resource Information Systems) position. Requirements: Bachelor's degree in computer 1 science, management information systems, or equivalent, MS/MBA a plus, five+ years increasing 2 responsibility in HR Technology and/or HR discipline leading medium to large scale projects, three+ 3 4 years experience in project management, knowledge of current HRIS technology,good analytical, 5 6interpersonal, leadership and managerial skills, and strong oral and written communication Constant Road Day/night: 999-555-5555 Anaheim, CA 22222 Email: Janiceedemer@ HUMAN RESOURCE INFORMATION SYSTEMS?Project Management ?Skilled Negotiator ?Implementation Consultant ?Strategic Planner ?Quality Customer Service ?Sales Process/Full Life Cycle ?Corporate Start-ups ?Market/Competitor Research ?Procedural Development ?Product Solutions ?Corporate & Government Contracts Payrol Over 5 years’ solid career history in HRIS operations including start-ups, reviewing and determining software 2solutions for payroll and HR issues, training, and large scale project management. Keen eye for analyzing problems and determining viable solutions. Demonstrated experience in effectively managing implementation cycles. Expertly control high-level client problem resolution. Develop and establish ‘customer service first’ environments, attaining significant levels of customer retention. Proven ability to build and lead teams, 56establish rapport and manage personnel. Excellent written, presentation, and negotiation PROFICIENCY Web Based Recruiting Tools HRIS LANs/WANs Visio Word Internet & Research Web-based HR/PR Pivotal Networks Excel Database Management Tools MS Project Access Outlook Client Server Technology SQL Reporting PowerPoint PROFESSIONAL EXPERIENCETreemont Employer Services, Irvine, Calif. [dates]Treemont is a payroll and HR solutions outsourcing company. 3Project Manager [dates] ?Implement and manage responsibilities of multiple, integrated projects. Ensure consistent success of service initiatives across customer segments and business units. ?Collaborate with senior and functional managers to plan business and technology initiatives and budgets. Use formal and informal networks to accomplish objectives. ?Manage cost, schedules and performance of large, highly complex projects. Fully accountable for complex/diverse projects with high degree of business risk.
18_08037x 11/28/06 9:51 PM Page 238Part III:Bringing It All Together: Sample OnTarget Resumes 238Janice Demer, Page 2 Key Projects: ?Managed multi-product Web-based implementation worth $250K. Successfully moved a 4,000 employee global client from Windows-based PR/HR software to a Web-based HR/Payroll package. Supervised project team of 17, completing project on time and under budget. ?Carefully managed sensitive outstanding balance issue with hostile client. Directed team of five to troubleshoot complex issues, retain the account, and collect balance in full, equaling $400K. System Consultant [dates] ?Generated leads and secured new HRIS clients. Created and delivered proposals and demonstrations to key management personnel (user, technical user, buyer and decision-makers), meeting customer specific requirements. Maintained $ million quota annually. Proposed product solutions and applications working with IT directors for system requirements and functionality. Wrote RFPs. ?Effectively tailored responses and proposals using strategic models to best position firm in marketplace. Managed large and complex client accounts, averaging 500 to 5,000 personnel. ?Reviewed current technology trends. As product expert, educated field staff on cutting edge advances in payroll & HR, recruiting, employee self-service and benefit Executive [dates]?Selected at regional level for special project team studying customer retention to proactively manage and develop profitable, long-term customers.?Met with clients to ensure complete customer satisfaction. Reviewed and recommended solutions to HRIS problems and suggested specific software. Managed conflict resolution. ?Developed account strategies to establish trends and identify opportunities to capitalize on retaining and growing customer base. Coordinated customer training. Negotiated long-term agreements. Consultant/Implementations [dates] ?Analyzed customers’ payroll needs and provided recommendations for streamlining payroll processes. Negotiated contracts up to $5M. ?Trained customers on Source 500 software. Provided quality on-going customer support, ensuring successful implementation of payroll, human resources, and tax filing accounts. Mountain High Health Services, Villa Park, Calif. [dates]Mountain High held a government contract for the military insurance program—housing multiple large databases with hundreds of thousands of files and records. Operations Supervisor ?Developed and implemented start-up plans/operations/audits to employ and operate call center with 700 employees. Implemented new database software and controlled large databases. ?Hired and trained 60 direct-report employees, set-up department, and staffed call center with 500 additional personnel. Determined all staffing requirements, providing timely hiring and training. ., Information Access and Management, University of California, Irvine, GPA: [date] ., Human Resources Management,California State University Fullerton,GPA: [date] Project Management Institute, Irvine, Calif., Member
19_08037x 11/28/06 9:49 PM Page 239Chapter 13A Sampling of OnTarget Resumesfor Special Circumstancesust because you’re changing careers or stepping out of your military uni-Jform, or explaining resume gaps, or running away from home back intothe workforce, or are ready to belt the next person who calls you “overquali-fied,” don’t think you’re necessarily at a disadvantage. You can create a rivet-ing resume. The samples in this chapter give you some ideas about how to dojust that by deftly handling your special box atop each sample resume contains a mission statement — that is, whatthe job seeker aims to accomplish, which usually is a better job. The missionstatement also includes the requirements for a specific position — or a sum-mary of the typically requested requirements for an occupation or careerfield. You may be surprised that the requirements have numbers. And thatthe numbers are cross-matched to qualifications in the resume. Does thismean you are supposed to put numbers on your resumes as these samplesshow? The answer is: No! No! A thousand times no!The cross-matched numbers between a job’s requirements and the candi-date’s qualifications shown here are just for illustration, not for your samples are intended to laser your attention to requirement-and-qualification matching, the single most important factor in causing your candidacy to get noticed in an online swarm of resumes.
19_08037x 11/28/06 9:49 PM Page 240Part III:Bringing It All Together: Sample OnTarget Resumes 240Career Change. Flight Attendant. Reverse chronological. Experienced flight attendant seeks new 1 career in sales/account management outside travel field. Requirements: Bachelor’s degree, 5+ years’ 2 3 Customer Service Support or Sales Experience, proficiency in Word, Excel, and Outlook, excellent 4 communication, organization, time management, and presentation skills, and willingness to be part of a 5high-performing team!Pamela Wright 111 Baldwin Station Rd., Apt. #304 Seattle, WA 99999 Day/Evening: (777) 333-2525 p_wright@ OBJECTIVE:Customer Service Account Manager QUALIFICATIONS SUMMARY: Results-driven Customer Service professional with over 5 years of customer service support 2experience. Self-confidence, integrity, and commitment to customer service excellence. Creative, pragmatic and proactive problem-solver. Organized and attentive to detail, with demonstrated time management skills. Strong research, mediation, and negotiation skills gained from work place 45experience. Dynamic oral, writing, interpersonal, and presentation skills. Energetic team proficient. PROFESSIONAL EXPERIENCELead Flight Attendant[dates] Northwest Airlines, Inc., Seattle, Wash. Supervise Staff, Customer Liaison:Answer customer inquiries and resolve problems, working with diverse clientele. Anticipate and assess needs; assist passengers with baggage and boarding. Build customer rapport; use diplomacy and tact to avoid confrontational situations and defuse hostile customers. Oversee work performance of up to four flight attendants during flights. Consult with cockpit and cabin crew for trip briefings. Use communication log to update staff and management. Plan and organize in-flight services flow and ensure safety and comfort of passengers. Collect payment for retail products. Account for meals, beverages, and other supplies. Leadership of Flight to lead 525 flight attendants. Coordinated six employee support committees. Developed and managed database systems to track and distribute information. Developed leadership training and budget requirements. Maintain knowledge of government and communicate complex regulations, policies, and procedures in language the public can understand. Continually analyze work processes and recommend ways to improve operations and services. Notable Achievements: Awarded three Certificates of Excellence for providing exceptional service to customers. Developed new procedure to improve flexibility for handling SKILLS1Bachelor of Arts,Communication[date] The George Washington University, School of Media and Public Affairs, Washington, . 3Windows; Word, Outlook, PowerPoint, Excel.
19_08037x 11/28/06 9:49 PM Page 241Chapter 13: A Sampling of OnTarget Resumes for Special Circumstances241Returning Homemaker. Nurse. Functional. Homemaker seeks . position. Requirements: 1 2 Current Registered Nurse license, graduate of approved School of Nursing, current physical 345 assessment skills, comprehensive knowledge of nursing principles, current CPR certification,6 7strong attention to detail, and patient/family interaction Izumi, . 666 Bisbury Road Dallas, TX 99999 Cell: 222-888-4040 Email: pearlizumi@: Licensed Registered Nurse with comprehensive knowledge of nursing principles. Three 6years of field/classroom experience. Dependable and highly organized, with excellent attention to detail 7and follow through. Personable, able to develop positive rapport and empathize with patient and communication skills—speaking, listening, and writing. Experienced in managing crisis situations and resolving problems. Enjoy working as a team member or individually. Experienced instructor. KEY SKILLS/QUALIFICATIONS 3 ÿDirect patient care; patient charting and client care documentation; robust physical conditionÿAssessing patient condition, planning appropriate treatment and administering patient care and discharge plans 7ÿEducating patients and family for home care ÿMaintaining sterile fields and applying dressings; catheter, IV, and suctioning training; cleaning instruments and surgical equipment 5ÿCPR certified, valid through [date] EARLIER EXPERIENCE Trainer [dates: more than a decade ago] Best Solutions Group, Irving, Texas ÿDeveloped training program and presented software curriculum for healthcare companies. ÿAnalyzed client needs and created appropriate training materials. Wrote curriculum and materials for companies in four states. Designed/presented “The Trainer’s Trainer” program for Canadian counterparts. EDUCATION ., Nursing, El Centro College, Dallas, Texas; GPA [date] Clinical: Parkland Memorial Hospital, Irving Coppell Surgical Hospital, Dallas Southwest Medical Center, Renaissance Hospital General coursework, Boston College, Boston, Mass., 60 credits [dates: more than a decade ago]
19_08037x 11/28/06 9:49 PM Page 242Part III:Bringing It All Together: Sample OnTarget Resumes 242Military to Civilian. Operations Manager. Hybrid. Army officer seeks to transition into Supply ChainManagement for Government Contractors. Requirements: 10+ years supply chain management 2 experience, 10+ years supervisory experience, degree in Logistics, Industrial Engineering, or related 3 4 discipline,strong relationship-building skills, and excellent communication and presentation skills; 5high CR 475 Box 12 * APO AE 09000 011-49 (0) 555-5555555 (c) * @ FOCUSSUPPLY CHAIN MANAGEMENTTRANSPORTATION ?OPERATIONS ?INSTRUCTOR ?FORCE PROTECTION PROFESSIONAL AND PERSONAL VALUE OFFEREDßCurrent Secret Clearance ßTwenty years’ professional experience as an Operations Manager with specific expertise in 1large-scale transportation and supply management operations. 4ßSuperior technical and interpersonal communications, building strong relationships and written, verbal and presentation skills. Thoroughly enjoy challenges and creative problem 5resolution. Maintain high integrity.ßDraft and implement policies and procedures. Manage logistical and administrative requirements for hundreds of personnel supporting thousands of customers in multiple countries—knowledge of treaties and regulations governing arms control and property book control. ßQuickly assess operations and initiate improvements in staffing, organization and procedures. Manage multiple, simultaneous and complex projects and programs. ßAssemble, motivate, train, and inspire talented working teams/staffs. Consistently produce quality. PROFESSIONAL EMPLOYMENT AND SELECTED EXAMPLES OF QUALIFICATIONS IN ACTIONMANAGER,RANGECONTROL&SAFETY[dates]. Army, Deployed to Kosovo ßManage administration, resource planning, safety coordination, and operations for a range serving complex 30 separate organizations in Europe. Create schedules and communicate with customers for scheduling requirements. Write reports and submit documentation. ßServe as a consultant and advisor to Director on safety, operations, and specific issues. ßFormulate safety guidelines and policies and provide operational guidance. Assure that customers adhere to safety policies and procedures. ßActed as consultant to area managers to prepare quotes, negotiate contracts, monitor shipments, and coordinate deliveries within Europe and Eastern Asia.
19_08037x 11/28/06 9:49 PM Page 243Chapter 13: A Sampling of OnTarget Resumes for Special -49 (0) 555-5555555 (c)OPERATIONS MANAGER[dates]ACCOUNT MANAGER[dates]Brown and Root Contractor, Germany ßSupervised warehouse operations including receiving merchandise and delivery. Supervised 38 2personnel including five administrative staff, seven subcontractors, 23 warehouse personnel, and three contract security personnel responsible for warehousing and storage of $33M perishable and non-perishable products. Supervised, evaluated work performance, and rated employees. ßCoordinated incoming shipments with shipping contractors (military and civilian), managed the workload, monitored manpower requirements, processed special orders and critical deliveries. ßManaged customer service, ensuring customer satisfaction. Developed an SOP to track shipments. ßSupply Center Program – Europe Account Manager: Managed new and existing requisition and supply accounts. Supervised and coordinated resources with local vendors for purchases up to $15M. . Army (Senior Noncommissioned Officer)[dates]SENIOR ADMINISTRATOR [dates]First Infantry Division, Germany ßManaged and supervised logistical operation procedures. Oversight direction for administration and coordination of training support, safety control, and supply requirements during deployment and contingency training in a split-country operation. ßDirected logistical operations for 42 sub-divisional units including field deployments, division gunneries, and maneuver densities. Managed $900K worth of equipment. ßAssisted the Food Service Supervisor in interpreting and implementing Army’s Food Service program and provided multifunctional logistical support for operations in garrison and field. Supervised staff of 89, provided class I support to 1,200 soldiers, accounted for $7M in equipment, and managed annual budget of $90,000. ßSelected to provide logistical training support and foreign military training in Hungary. Coordinated logistical requirements for 4,200 personnel and trained individual delegations on logistical support from setting up a command to managing a supply channel. OPERATIONS SUPERVISOR, Korea [dates] ßCoordinated and directed maneuvers, supply operations, inventories, hand-receipts, special procurements and other logistical requirements for 20 sub-divisional organizations including inspections and evaluations. ßImplemented emergency, disaster, and combat feeding plans (computed supply usage factors). Developed SOPs for safety, security, and fire prevention programs. Education, Training & .,Business/IntegratedSupplyChain&OperationsManagement,[dates]University of Phoenix, Phoenix, Az International Merchant, Purchase Authorization Card training, [date] ? Requisition and Local Procurement Management Training, [date] ? Senior Advisor and Management Course, [date] (3 weeks) ? Automated Management Information System, [date] ? Advanced Leadership and Management Course, 6 weeks, [date] - 2 -
19_08037x 11/28/06 9:49 PM Page 244Part III:Bringing It All Together: Sample OnTarget Resumes 244Overqualified. Manager. Reverse chronological. Equal Employment Program Administrator seeks lighter responsibility as EEO consultant or investigator.(Candidate has a master’s degree but doesn’t mention it because the job ad doesn’t call for an advanced degree. She would mention the fact in an interview. And the candidate would include her master’s if the job ad stipulated a preference for an advanced or professional degree.) Requirements: Minimum of three years’ Human Resources, EEO 1 Claims, Employment Law and/or related experience, Bachelor’s degree in Business Administration, 2 3 Human Resources or related field. Solid investigative and writing skills, organizational, 4time-management, and interpersonal THIERRY 123 East Lake St. Apt. 111 Home: 111-333-0505 Kansas City, MO 12345 E-mail: pam_thierry@ Cell: 111-444-0909 OBJECTIVE EEO Consultant. Energetic and dedicated, though no longer enjoy frantic managerial pace. Seeking challenging non-managerial position. PROFESSIONAL SUMMARY 3?Exceptional conflict resolution, investigation and mediation skills ?Proven ability to organize work, prioritize tasks and produce high quality work products in a 4timely manner ?Expert knowledge of EEO laws and procedures. 43?Demonstrated interpersonal, written and oral communications skills ?Results oriented and effective team leader ?Dedicated, with strong work ethic ?Word, Excel, Outlook, Access, PowerPoint, Internet research skills PROFESSIONAL EXPERIENCE 1CENTERSFORMEDICARE&MEDICAIDSERVICES[dates]Kansas City, Mo. Supervisory Equal Employment Opportunity Specialist ?Team Leader for the Office of Equal Opportunity and Civil Rights’ EEO complaints processing team. Consult with customers to acquire information, collect and analyze evidence, and prepare investigative reports. Negotiate conciliations and interact with complainants, agency staff, and legal staff. ?Direct and monitor Alternative Dispute Resolution (ADR) Program for EEO complaints. ?Direct and monitor EEO Contract Investigations Program. ?Prepare and deliver presentations and training for agency EEO counselors, Federal ADR professionals, and agency managers and employees.
19_08037x 11/28/06 9:49 PM Page 245Chapter 13: A Sampling of OnTarget Resumes for Special Circumstances245PAMELA THIERRY Cell: 111-444-0909 Key Accomplishment: ?Brought agency into 100% compliance with all EEO regulatory time frames. Reconciled EEO complaint inventory. Eliminated backlog of complaints. Improved quality of written work products. Established office as a model for complaint processing. [dates]St. Louis, Mo. Held a series of increasingly responsible positions in Equal Employment Opportunity and Alternative Dispute Dispute Resolution Coordinator (Acting), [dates]; Mediator/Facilitator, [dates]; Intake Supervisor, [dates]; Investigator/ADR Coordinator, [dates]; Systemic Investigator, [dates]; Investigator, [dates] ?Managed and evaluated EEOC, St. Louis District Field Office’s mediation program. ?Used variety of ADR processes to resolve employment discrimination complaints involving private companies and state, local, and Federal agencies. ?Investigated class allegations of employment discrimination. ?Investigated individual charges of discrimination involving private companies and state and local government agencies. ?Managed and responded to Congressional inquiries, White House correspondence, interagency referrals, and public inquiries. Key Accomplishments ?Effectively managed inventory of 100 cases, while consistently receiving positive feedback from clients regarding timeliness, responsiveness, and outcome of mediation sessions. Expanded Field Office use of ADR. ?Recognized for high level of success in resolving complex cases. ?Contributor to development of nationwide Mediation Training Program for staff and contract mediators. ?High percentage of investigations resulting in findings of discrimination and conciliation agreements. ADDITIONAL PROFESSIONAL EXPERIENCE . Department of Justice, Community Relations Service; Internship . Office of Personnel Management; Investigator National Institute on Aging, Gerontology Research Center; Library and Research Assistant EDUCATION 2Bachelor’s Degree,Business Administration, Truman State University, Kirksville, Mo. PROFESSIONAL AFFILIATIONS Co-Chair, Federal Executive Board, Alternative Dispute Resolution Council Volunteer Mediator, Federal Executive Board, Mediation Services ProgramVolunteer Mediator, Department of Justice, Office of Civil Rights, Disability Rights Section - 2 -
19_08037x 11/28/06 9:49 PM Page 246Part III:Bringing It All Together: Sample OnTarget Resumes 246Grouping Temp Jobs. Legal Assistant. Reverse chronological. Legal Assistant seeks Paralegal position, based on recent certification and 7 years’ experience in legal field. Requirements: Paralegal 12certificate, at least 5 years’ experience in legal setting, experience in preparing contracts and 345agreements, excellent communications skills, advanced computer skills, minimum typing speed 6875 wpm, project management skills, professional BASU333 Bladensburg Avenue Dallas, TX 12345 Residence: (444) 777-1212 Cell: (444) 999-1919 Email: brinda_basu@: Paralegal 2 Over 7 years’ experience as legal assistant and legal secretary, with additional administrative experience. Expertise in legal research, drafting pleadings and motions, scheduling depositions and coordinating hearings, case file management and analysis, record keeping and data tracking, client interviewing and recommending actions. Law experience includes Personal Injury, Medical Malpractice, Family Law, Estate Planning, Workers’ Comp and Corporate competencies include efficiency, organization, working well under pressure and deadlines 8 and attention to detail. Professional demeanor, with excellent interpersonal and communications 4 speed: 75 PROFICIENCIES Expert in MS Office: Word, Excel, Outlook, Access; WordPerfect; Quicken; Internet; familiar with Lexis-Nexis and various legal billing and litigation management software EMPLOYMENT HISTORY Paralegal Intern[dates] Public Defender’s Office, Dallas, Texas ? Reported directly to and provided support for Public Defender in busy city district. Researched cases and transcribed tapes. Summarized police reports and compiled trial notebook. Maintained and updated legal case files. Wrote speedy trial motion. Legal Assistant Harlow Staffing Services, Dallas, Texas [dates] Assigned to Dallas/Fort Worth law firms, including: James & Marks; Dean M. Holly; Linda K. Ryan; Gonzalez & Gonzalez; Dixie and Moor
19_08037x 11/28/06 9:49 PM Page 247Chapter 13: A Sampling of OnTarget Resumes for Special Circumstances247BRINDA BASU,page2(444) 999-1919? Office Management: Coordinated office functions for small law firms, including client file management, billing and accounts payable and receivable. Supervised administrative and word processing staff. ? Research/Writing: Conducted thorough research of federal and state statutes, using Internet and law libraries. Identified and summarized relevant points in primary and secondary authorities of law. Applied court opinions, statutes and court rules in writing recommendations for course of action on complex personal injury and property damage 3claims. Prepared contracts, agreements and other legal documents.? Litigation Support/Case Management: Served as project manager for casework and 7litigation support. Summarized depositions, medical records, employment records and other relevant documents. Organized documents for trial. Drafted various pleadings and documents for medical malpractice, personal injury and family law actions. Coordinated expedited hearings and met all filing deadlines. Scheduled and assisted with depositions. ? Personal Injury, Tort Law/Medical Knowledge: Experienced in tort law, case analysis procedures, discovery and client/witness interviewing. Knowledge of medical terminology. Legal AssistantThe Ramirez Law Firm, Dallas, Texas [dates] ? Executive assistant to Senior Partner and associate. Wrote and followed up on longshoremen and workers’ compensation claims. Interviewed claimants for relevant information and summarized cases. Scheduled depositions and ensured all parties received notices. Provided liaison with opposing counsel to determine and/or confirm course of action. Contacted insurance companies to follow up on claims and communications. Legal SecretaryLaw Offices of Danes and Smith, Dallas, Texas [dates] ? Assisted in timely and complex preparation of cases from discovery to trial phase. Prepared case files, including case summaries, supporting forms and documentation. Processed wide range of business contracts. Researched cases, decisions, laws and statutes. ? Managed scheduling functions. Received and reviewed all incoming correspondence. Prepared outgoing correspondence, including client, court and opposing counsel communications. Screened and directed calls and visitors. EDUCATION/TRAINING 1Paralegal Certificate, Southeastern Career Institute, Dallas, Texas, GPA: [date] Mediation & Conflict Resolution Certificate, Texas Women’s University [date] . Degree, Liberal Arts,Camden County College, Camden, . [date]
19_08037x 11/28/06 9:49 PM Page 248Part III:Bringing It All Together: Sample OnTarget Resumes 248Military Spouse. Military Family Member. Reverse chronological. Instructor and Training 1 Coordinator seeks Trainer position. Requirements: Bachelor’s degree, minimum of 5 years of 2 experience in adult education, curriculum design and development, experience coordinating and 3 administering training programs, knowledge of curriculum evaluations including qualitative and 4 5 6quantitative analysis, excellent communications and program marketing skills, and willing to ANN RICHARDS456 Pine St. ?Falls Church, VA 99999 Evening Phone: 666-333-4444 Day Phone: 666-333-3333 Email: @ Training and Curriculum Specialist, Instructor, Coordinator23Experienced instructor with 5+ years’ experience in training and curriculum design 53Public speaking, teaching professional adults clearly, comfortably and memorably 3Excellent content developer utilizing interactive exercises and multi-media images in PowerPoint presentations 3Skilled in curriculum design and lesson planning 3Critical analysis, including qualitative and quantitative review of course evaluations 4for continuous improvement 3Excellent listening and consulting skills meeting management and personal training 6objectives; willing to travel PROFESSIONAL EXPERIENCE Employment Readiness Assistant [dates] Army Community Service, Ft. Myer Military Community, Instruction. Instruct military personnel and family members in job search strategies, interview skills and resume writing techniques. Employment Counseling. Train military community in employment strategies both 3individually and in classroom settings. Coordinate appointments and group trainings. Assist clients with job search, resume writing and interviewing skills. Market qualified applicants to local employers in private industry, county, state and federal government. Job Fair and Special Event Coordination. Organize and facilitate job fairs, career expos and luncheons. As team member, manage events for up to 200 family members seeking employment. Accomplishments: 3Successfully developed relationships with more than 20 local small and mid-sized 5businesses for consideration of spouse cooperation with federal agency human resources recruiters to establish placement opportunities with Federal Career Internship programs. 3Developed successful interactive curriculum, which has resulted in excellent class attendance and evaluations.
19_08037x 11/28/06 9:49 PM Page 249Chapter 13: A Sampling of OnTarget Resumes for Special Circumstances249MELODY ANN RICHARDS, page 2 666-333-4444Senior Core Instructor [dates] Universal Movement, Virginia Beach, Va. Program Design. Developed syllabus and implemented marketing strategies for numerous 3yoga classes and workshops. Coordinated program offerings and class schedules. As Core Instructor, managed program oversight, assessment and evaluation. Coaching and Instruction. Regularly met with students to review required hours and complete grid for registry application. Accomplishment: 3Co-designed initial teacher training program in accordance with industry guidelines. Program Developer/Instructor [dates] Adult Learning Center, Virginia Beach, Va. 5Course Development and Marketing. Expanded yoga program from one class to eight classes per week in addition to monthly weekend workshops. Curriculum Design and Evaluation. Wrote class descriptions and syllabus. Developed marketing materials, class evaluations, and lending library for students. Accomplishment: 3Increased classroom enrollment by 110% over one year. EDUCATION ., Business Administration, University of Nebraska, Lincoln, Neb. [date] AFFILIATIONS AND LICENSES Career Masters Institute [dates] Association of Job Search Trainers [dates] Licensed Yoga Instructor [dates] Licensed Yoga “Train the Trainer” Instructor and Curriculum Design [date] TRAINING COURSES Training and Presentation Coaching, Worldwide Media, New York City [dates] Training in PowerPoint Design and Program Marketing, 16 classroom hours [date] Extensive Yoga Training and Development, US and International courses [date] COMPUTER SKILLS Microsoft Office: Word, Excel, Outlook, PowerPoint, Access; Adobe Photoshop (basic skills).
19_08037x 11/28/06 9:49 PM Page 250Part III:Bringing It All Together: Sample OnTarget Resumes 250Too Many Layoffs. Information Technology. Hybrid. Information technology network expert seeks Network Analyst position. (Through no fault of his own, candidate has been laid-off three times in about four years. To prevent employer’s assuming he was terminated for cause or is a job hopper, candidatemakes exception to the resume rule of giving no reasons for leaving a job.) Requirements: Bachelor’s 1degree in Computer Science or equivalent training and several years of related full-time experience, 2 experience operating and configuring security and networking on enterprise systems, excellent customer 3 service skills, knowledge of networks routing and switching equipment, authentication systems, network 45diagnosis tools, and experience with Windows and Birmingham Ave. Pittsburgh, PA 99999 Cell: 555-444-1010 Email: jpking@ Home: 555-555-9090 1Network analyst and security administrator more than three years of LAN administrative for expert troubleshooting, using network analyzers and test equipment to quickly solve network hardware problems. Able to research past problem resolutions and develop new solutions. Adept in planning, coordinating, and controlling automated systems. AREAS OF EXPERTISE ?Local Area Networks: Experienced in installation/configuration of new software modules, user training, diagnostic and problem resolution, testing and providing operational support and maintaining/monitoring automated systems. ?System Design: Adept at analyzing, designing and implementing computer software to manage central systems. 3?Customer Service & Communications: Good at understanding and resolving client documentation, written and verbal communication skills. Comfortable in high-pressure, 24/7 on-call environment. Team member and mentor. IT KNOWLEDGE AND SKILLS4,5Software: Novell NetWare Win95/98/XP/Vista, IIS, Linux (RedHat), Checkpoint Firewall1/VPN1, Visio, Cisco PIX, Unix Citrix 4Hardware: PC maintenance/installation, servers, desktops and laptops, Cisco Routers/Catalyst Switches, Cabletron Ethernet/Fast Ethernet, Ascend/Lucent ISDNNetworking: Peer-to-Peer, Client/Server, TCP/IP, DHCP, WINS, DNS, Routing, Network Cabling, FDDI, Gateways, Firewalls, Ethernet, VPN 1CERTIFICATIONS MCSE, MCP+Internet, [date]MCP:NTWorkstation,Server,Enterprise,TCP/IP,,[date]A+ certified, [date]
19_08037x 11/28/06 9:49 PM Page 251Chapter 13: A Sampling of OnTarget Resumes for Special Circumstances251JASON : 555-444-1010 Email: jpking@ EXPERIENCE Network Administrator [dates]Allegheny Computer Systems, Inc., Pittsburgh, Penn. (Company being sold.)?Administer, direct and integrate networks in multiple platforms. ?Develop, assess, maintain and configure LAN/WAN network hardware, software 2telecommunications and systems solutions. Troubleshoot network security, servers, LAN/WAN hardware, software and integration. Perform vulnerability assessment testing. ?Manage corporate network and servers. Configure routers, switches, servers and firewalls. Key Accomplishment: Managed selection, installation, configuration and testing of monitoring software, ensuring % uptime. Spent half of allotted $50,000 budget. Firewall Administrator/Contractor [dates] GBH Consulting, Ingram, Penn. (Company closed.) ?Built firewall security policy from the ground up; created security policy for customers based on need and services provided. Monitored and maintained customer firewalls, building and troubleshooting VPNs and secure dial-in connections ?Troubleshot customer issues. ? Technical point-of-contact for sales staff; trained personnel in networking and firewall security. Cisco Engineer/Contractor [dates]TechSys Solutions, Mt. Oliver, Penn. (Company lost major contract, resulting in significant staff layoffs.) ?Monitored and maintained 135+ diverse and complex Web hosting client network environments. (24/7, % uptime.) ?Reviewed router and switch configuration, checked for anomalies, anticipated/averted problems. ?Monitored and managed multiple data lines through six global data centers. Systems Integration Manager [dates]Three Rivers Computers, Pittsburgh, Penn. ?Managed, trained and supervised production staff of 11 technicians. ?Configured, integrated and serviced PCs; installed and configured software applications for workstations, servers and laptops. Troubleshot hardware and software. EDUCATION BS Degree, Computer Science*, College of Allegheny County[date to present] *48 of 62 required credits completed Page 2
19_08037x 11/28/06 9:49 PM Page 252Part III:Bringing It All Together: Sample OnTarget Resumes 252Employment Gap. Program Manager. Hybrid. Former project officer seeks to return to professional project work after 5-year unemployment gap and recent teaching experience. Focused on employment with government contractors. (Education showing updated skills positioned before outdated 10-year old technical relevant experience. Unemployment gap explanation buried at end of resume.) Requirements: 1 significant senior experience as Project Manager, demonstrated success in coordinating with 2 government contracting personnel, negotiating and managing expectations with senior government 3 4 5 executives, managing task order operations on time and on budget, hiring and managing staff, and 6program 111 W. Cherry Avenue ? Atlanta, GA 30302 ? 777-999-1212 ? Email: jacksonfels@ Summery of Qualifications Integrity-driven, versatile Project Manager 17 years of increasingly responsible experience in the government 1sector; 6 years of project management experience. Cross-functional expertise supporting core business functions, including Technical Research, Contract Development/Procurements, Customer Relations, Project Planning/Coordination, Budget Analysis, and Technology Utilization. Strong analytical, organizational, and administrative skills. Positive, adaptable, and motivated. Areas of Expertise ?Organization: Logical and highly-organized. Excel in prioritizing and completing tasks and meeting 4budget goals and deadlines without compromising quality or project management, budget management, scheduling, and procurement experience. ?Expert Technical Skills: Ability to define systems requirements, coordinate hardware/software purchases, and adapt commercial-off-the-shelf software (COTS). Programming background.?Oral/Written Communications: Experience interfacing with people of diverse backgrounds, including 2coordinating tasks with government and contracting personnel. Skilled in writing and editing. ?Client/Customer Service: Excellent negotiation and customer interface skills. Direct liaison to senior 3management,external clients, vendors, and consultants. Selected Education & Certifications Master of Education, University of Georgia, Athens, Ga., [date]A+ and Network+ Certifications[date]B[date].S., Computer Science, Georgia Institute of Technology, Atlanta, Ga., Honors .,Organizational Communications/Journalism,Minor:Government,[date]Relevant Professional Experience Technical Intelligence Project Officer [dates]Defense Intelligence Agency (DIA) 6Directed information technology programto upgrade information security and improve intelligence data management and dissemination. Developed requirements, budgets, and schedules. Coordinated all project phases from development through implementation. Liaison to internal and external clients, vendors, contract officers, consultants, military and national intelligence organizations.
19_08037x 11/28/06 9:49 PM Page 253Chapter 13: A Sampling of OnTarget Resumes for Special Circumstances253JACKSON FELS PAGE 2?Contracts/Logistics: Oversaw procurements of large computer systems. Wrote Request for Proposals and Statements of Work. Defined and documented technical requirements. Reviewed funding. ?Personnel/EEO Support: Resolved personnel matters. Held successful conflict resolution meetings with military and civilian staff. Selected by supervisor to serve on Personnel Hiring Panels. Oversaw 5interview and hiring of professional and administrative personnel. Trained and managed staff of 10. ?Researched and analyzed Counter Intelligence Research Branch operations to determine computer systems requirements to support intelligence data collection, analysis, retrieval, and dissemination. ?Interviewed senior intelligence staff to gather source data. Planned and executed in-depth study of DIA intelligence work stations. Managed deadlines and briefed branch chiefs on project progress, status, and Accomplishments: ?Successfully executed all team projects on schedule and within budget. ?Planned and implemented organizational studies to evaluate workflow, system requirements, and collection needs. Summarized and presented detailed analyses to DoD officials. ?Successfully planned and accomplished the total hardware and software automation of the Human Intelligence and Counter Intelligence Offices. Computer Systems Project Officer[dates]Computer Programmer[dates]Department of Defense (DoD), . Army Computer Systems Project Officer[dates] : Oversaw the contractual, logistical and financial processes for large-scale office automation projects. Planned and executed analysis of the INSCOM center’s operations. Provided technical advice and support to cross-functional teams. Independently planned and conducted in-depth research and analysis of ADP system design, interrelationships, operating mode, software, and equipment configuration. Promoted from Computer Programmer. Other Experience & Additional Information Substitute Teacher[date to Present]Atlanta City Public Schools, Atlanta, Ga. Roving substitute for Title 10 schools in Atlanta, Ga. Teach reading, implement lesson plans, and manage classrooms for first to fifth grade students with learning and physical disabilities and behavioral problems. Full-Time Student[dates]While still caring for now school-aged child, completed Master’s degree in Education. Also, volunteered as reading instructor and coach. Caretaker[dates]Resigned full-time position to adopt and care for toddler and care for dying elder relative, allowing spouse to retain full-time position. Also, resolved stress-related illness.
19_08037x 11/28/06 9:49 PM Page 254Part III:Bringing It All Together: Sample OnTarget Resumes 254Military to Civilian. Sourcing Manager. Hybrid. Newly retired Army Contracting Officer seeks senior private-sector job with federal government contractor (Note: Unlike most private-sector businesses, military terminology/jargon is understood and valued by civilian government contractors). Requirements: 1 2 minimum 10 years’ procurement, college degree (advanced degree preferred), ability to coordinate 3 4 overall material management effort, strong leadership and decision-making skills, and excellent 5computer HSIEH6565 S. Northway Dr. Residence: 999-444-9090 Jackson, MS 92000 Email: michael_hsieh@ MANAGEMENT SENIOR MANAGER Sourcing Manager with over 12 years’ experience managing full contract life cycle for multi-million dollar 1procurements in military/federal in-depth knowledge of federal acquisition regulations and performance-based acquisition solutions with Six Sigma project management expertise. Expert on logistics and supply chain management, acquisition planning, material management, pre/post-award contract 3documentation, and contractor compliance monitoring. Innovative problem solver with keen business 4acumen, demonstrated skill in making sound decisions, motivating leadership skills, and demonstrated win-5win philosophy. Excellent computer skills. Clearance: DOD Secret. CERTIFICATIONS DAWIA Level II Certification (Contracting) [date] Contracting Officer Warrant: $5 million EXPERTISE ?Acquisitions: Manage full procurement life cycle, from acquisitions planning through solicitation, selection, award, and contract management. ?Logistics: Plan, coordinate, and evaluate logistical actions in support of agency mission. ?Program Analysis: Conduct program and cost analysis in the preparation of Business Case alternatives to achieve short- and long-term strategic goals. ?Consulting: Provide expert planning, analysis, and advice on program alternatives, strategies, and costs. ACCOMPLISHMENT HIGHLIGHTS ?Awarded over 170 contracts valued in excess $160M during six-month deployment. Major awards include a $25M bus transportation requirement and $78M agreement between the United States and the Hashemite Kingdom of Jordan to train Armed Forces. ?Completed site survey and $32M contract awards to complete a major building in 18 days. ?As Contractor Administrator with Contingency Contracting Administration team overseas, realized $ in cost savings for construction of camp to house refugees.
19_08037x 11/28/06 9:49 PM Page 255Chapter 13: A Sampling of OnTarget Resumes for Special Circumstances255MICHAEL HSIEH, Page 2 Residence: 999-444-9090PROFESSIONAL EXPERIENCE United States Army [dates]Emergency Essential Contingency Contracting Officer [dates]As a warranted ($5M) Contracting Officer for the Project and Contracting Office (PCO), directed full contract life cycle for wide range of complex acquisitions with high visibility in Iraqi Reconstruction Effort. Acquisitions have supported construction projects throughout the country, primarily focused on renovation of critical police stations and commodities for Armed Forces. Administered and awarded Delivery Orders against $20M requirements contract for clothing and textile commodities in support of the nation’s uniformed services. Developed Solicitation Plan for $200M vehicle maintenance contract. Applied Six Sigma principles to develop continuity files and contracting templates to streamline acquisition process. Supply Chain Management Analyst, Fleet Industrial Supply Center [dates]Provided program management support for Supply Chain processes in Southeast Asia. Identified inefficiencies and redundancies achieving annual cost savings of over $830K [date]. Orchestrated bottom up review of Personal Property program. Reconciliation of 3,356 line items and $11M worth of Minor Property resulted in “Outstanding” rating. Chief Logistics and Contracting Officer [dates]Managed all logistical support for 250-solider detachment deployed to Camp Zama, Japan. Supervised 25 officer and enlisted soldiers managing wide range of services including budget, contracting, payroll, retail sales, mail, and hazardous materials. Reduced base-wide inventory costs by 10% ($150K) by application of automated inventory control systems. Prepared $900K budget request for an UnfundedRequirement resulting in 100% funding for critical programs. Deputy Logistics Director, Regional Contracting Center [dates]Managed Logistics Support Center operations, including oversight for all contract administration, warehousing, stock, transportation, mail, fuel supply management, and support for troops operating in Southeast Asia and Australia. Developed a Business Case resulting in approval of $ for Web-enabled Enterprise Resource Management solution, projected to save $. Contingency Contract Specialist, Defense Contract Management Agency [dates]Managed all DCMA post-award functions including evaluating contractor performance, interpreting contract laws and provisions, negotiating contract modifications, determining price and cost analysis, and ensuring timely delivery. Coordinated with United Nations Health Care Relief, Halliburton, and . Navy and Air Force LOGCAP program managers to execute multi-million Cost-Plus Award Fee contracts. Realized $ in cost savings by reducing procurement lead times. EDUCATION 2Master of Business Administration, University of Baltimore, Baltimore, Md. [date] 2Bachelor of Science, General Science/Math, Jackson State University, Jackson, Miss., [date]
19_08037x 11/28/06 9:49 PM Page 256Part III:Bringing It All Together: Sample OnTarget Resumes 256Too Many Jobs. Administrative Security Specialist in federal agency. Functional. Seeking Administrative Security Manager position in civilian government contracting firm. (Because candidate risks being perceived as job hopper, she uses two techniques: Group jobs by theme, and make exception to rule of not giving reasons for leaving jobs.) Requirements: Experience with facility, 1 2personnel, information, operations, personnel and physical security, 3 years security experience,3 4strong interpersonal, speaking and writing skills, must pass background DANNER5400 Via Romaza, Colorado Springs, CO 80927 Cell 555-555-9999 @ Home: 555-555-8812 OBJECTIVE: Administrative Security Manager 2PROFILE: Security specialist with three years of security experience; former contract administrator and budget analyst. Expertise includes gathering information and preparing security reports, conducting security training, and establishing and enforcing security procedures. Strong interpersonal, speaking and 34writing skills. Fast learner, adaptable. Hold SCI Security SKILLS ON JOB ?Ensure compliance with departmental security policies, procedures and instructions to safeguard classified information, facilities, equipment and human resources. ?Advise senior staff on security awareness, classification, travel, courier and communications and update Security Operating Procedures and Training Manuals/Materials. ?Implement security violation detection, prevention and reporting programs. 1?Areas of security expertise:information, physical, personnel, operations and ENFORCEMENT EXPERIENCESPACE &MISSILE DEFENSE COMMAND,COLORADO SPRINGS,COLO.[dates]Administrative Security ManagerReferred by OP communications (training vendor) as best person for this security-sensitive position. Operate and administer computer equipment and Directorate of Combat Development's (DCD) Sensitive Compartmented Information (SCI) Program and collateral facilities. Administer SCI program and ensure that SCI data is properly accounted for, controlled, transported, sorted, packaged, safeguarded and destroyed. Ensure continuous systems integrity and secure communications within SCI facility. ?Conduct inspections, investigations, inquiries and assistance visits and provide reports. Make recommendations for corrective actions. Develop security plans and procedures to safeguard classified information. ?Establish and maintain emergency action plans (EAP) and Standard Operating Procedures (SOPs). ?Oversee physical security program for operations in two facilities. Ensure compliance with national and agency security directives and policies. Monitor Fixed Facility Checklist and access controls. ?Manage SCIF intrusion detection system, including, CCTV system, alarms and central panel operations. Establish alarm response procedures, perform live testing and document findings. ?Responsible for personnel security program. Prepare Visit Requests for over 65 staff members and officers for field trips and temporary duty assignments. Ensure staff has appropriate level of access.
19_08037x 11/28/06 9:49 PM Page 257Chapter 13: A Sampling of OnTarget Resumes for Special Circumstances257OPCOMMUNICATIONS,COLORADO SPRINGS,COLO.[dates]Manager and Registrar Coordinated Security Operations Officer Qualification Course Training for 350 students. Performed administrative duties for instructors and administrators. CITY OF COLORADO SPRINGS,COLORADO SPRINGS,COLO.[dates]Metropolitan Police Officer Resigned to care for critically ill family member, who passed away after two 8-month police study program and 3-month advanced field training courses. ?Certified in 9mm handgun, shotgun, police equipment, cameras, automated police information retrieval systems, crime scene evidence collecting equipment and use of chemical aerosol irritants. CONTRACTING&ADMINISTRATIVEEXPERIENCE ALLEN CONSTRUCTION,INC.,COLORADO SPRINGS,COLO.[dates]Contractor Administrator Recruited to more challenging position. Provided support to project managers on Federal contracts, ranging in value from $300,000 to $8M. STATE OF WYOMING,CHEYENNE,WYOContract Administrator and Budget Analyst This was a 9-month contract position Performed accounting and contract review for $50M Wyoming State Prison Construction Project. Important liaison to senior attorney general, with direct interface on arising construction issues and discrepancies. Supervised one employee located in another location and served as purchasing agent. ?Prepared legal notices and correspondence for each phase of construction contracts, including review, closeout and final retainage release. Composed correspondence and reports. ?Compiled construction progress and financial reports, including accounts receivable and payable. EDUCATION, TRAINING, CERTIFICATIONS & COMPUTER SKILLS Undergraduate Coursework, Business Administration, Wyman College, Cody, Wyo., 42 credits, [dates] Professional Training & Certifications?Joint Personnel Adjudication System Training for Security Professionals, in progress ?CertifiedInformationSystemSecurityOfficer(ISSO),[date]Proficient in Microsoft Word, Outlook, Publisher, Excel, Access, PowerPoint, Quattro Pro, QuickBooks, Dac Easy Payroll & Accounting, Internet. Familiar with AutoCAD 12.
19_08037x 11/28/06 9:49 PM Page 258Part III:Bringing It All Together: Sample OnTarget Resumes 258
20_08037x 11/28/06 9:50 PM Page 259Chapter 14A Sampling of Extreme Resume Makeoversach of five before-and-after sets of resumes in this chapter makes a spe-Ecific point: bare-bones quick notes don’t make the sale; attention wan-ders with too much (unusable) information; persuasive information grabsattention; credibility grows when focus meets accomplishments; and whitespace encourages box atop each resume in this chapter contains a mission statement — thatis, what the job seeker aims to accomplish, which usually is a better job. Themission statement also includes the requirements for a specific position — ora summary of the typically requested requirements for an occupation orcareer field. You may be surprised that the requirements have numbers. Andthat the numbers are cross-matched to the qualifications in the resume. Doesthis mean you are supposed to put numbers on your resumes as these sam-ples show? No! No! A thousand times no!The cross-matched numbers between a job’s requirements and the candi-date’s qualifications shown here are just for illustration, not for your samples are intended to laser your attention to requirement-and-qualification matching, the single most important factor in causing your candidacy to get noticed in an online swarm of resumes.
20_08037x 11/28/06 9:50 PM Page 260Part III:Bringing It All Together: Sample OnTarget Resumes 260BEFOREMilitary to Federal. Wounded veteran wants entry-level job at Veterans Hospital. He includes key information like “purple heart” and “10 points veterans’ preference.” But otherwise, he writes the equivalent of a telephone message with no accomplishments or reasons why he’s a better qualified candidate than another wounded YOUNG Walter Reed Army Medical Center Permanent Address: . Box 3901Malogne House Omaha, NE 68105-3901 Omaha, NE 99999 6900 Georgia Ave., . Washington, . 20307 Cell: 402-777-3030 Email: davidyoung@ I received a purple heart and I will be a 10 point vet pref. EMPLOYMENT [dates] INTERN, VETERAN’S AFFAIRS th Congressman Gene Taylor, 4 Congressional District of MS I assisted his staff in office work during Hurricane Katrina and had my own project which I worked on. There was a soldier’s home in Gulfport that had to be evacuated. Over 300 vets had to be brought up here to the . soldier’s home. My job was to makesure they were being taken care of. I got them in touch with their families and friends and made sure everyone was accounted for. I worked with different organizations to set up clothes drives and phone card drives. [dates] MILITARY POLICE OFFICERNebraska Army National Guard I received police officer training, both garrison and combat MP. As soon as I graduated, our brigade was deployed to Iraq as combat MP's. While deployed, I completed all the MP duties: convoy escorts, personal security, mounted patrol, holding and transporting prisoners, searches, etc. [dates]EQUIPMENTOPERATORANDSUPERVISOR Pepper Turbines, Inc. I operated heavy machinery, vehicles, and forklifts. EDUCATION Approx. 60 college credit hours in the fields of criminal justice and social work High School Diploma
20_08037x 11/28/06 9:50 PM Page 261Chapter 14: A Sampling of Extreme Resume Makeovers261AFTERMilitary to Federal. Active Duty Reserves. Reverse chronological. Wounded veteran seeks Program Support Clerk job at VA Hospital, GS-5 position, $37,000. Federal resumes must include SSN, prior hours and earnings, citizenship, military service & federal job announcement : 1 knowledge of VA policies, procedures, objectives and regulations pertaining to patient care, ability to tactfully and courteously deal with a variety of people from diverse backgrounds and with varied levels of understanding, working knowledge of PC software packages, ability to work independently and under 5pressure, and ability to organize, plan and prioritize YOUNG Cell: 402-777-3030 Email: davidyoung@ Current Address: Permanent Address: Walter Reed Army Medical Center . Box 3901 Malogne House Omaha, NE 99999-3901 6900 Georgia Ave., . Washington, . 20307 SocialSecurityNumber:123-45-6789Citizenship:UnitedStatesofAmerica Military Service: Nebraska National Guard [dates] Veteran’s Preference: 10 points OBJECTIVE: Program Support Clerk, GS-0303-5, Announcement Number: ATL-06-06-031TA JOB SKILLS ?Experience communicating with soldiers and veterans from various backgrounds, both in active duty and hospitalized for serious injuries sustained in Operation Enduring Freedom. Able to build rapport 2and use tact, courtesy and professionalism in interpersonal relations.?Knowledgeable of physical therapy and medical terminologies. ?Skilled in office administration procedures, including answering calls, preparing correspondence and documents and filing. Type 40 wpm. 4?Able to work under pressure effectively, both independently and in team EXPERIENCE Intern, Veteran’s Services [dates]thCongressman Gene Taylor, 4 Congressional District of Mississippi Rayburn House Office Building, Washington, DC Salary: n/a; 15 hours/week Supervisor: Rep. Gene Taylor, 202-444-9090. May be contacted. ?Administrative Assistant: Performed administrative duties such as word processing, managing files and records, designing forms, and other office procedures. Prepared correspondence and producing reports on veteran’s benefits activities and research. ?Constituent Services: Provided customer and personal services to veterans concerning benefits and programs. Answered written and phone inquiries, providing information on policies, 1procedures, objectives and regulations pertaining to patient care and services.?Veterans’ Benefits Research: Researched TRICARE health insurance issues for national guardsmen and reservists while not on active duty. Advocated for veterans’ benefits and provided - 1 -
20_08037x 11/28/06 9:50 PM Page 262Part III:Bringing It All Together: Sample OnTarget Resumes 262DAVID YOUNG Cell: 402-777-3030Announcement Number: ATL-06-06-031TA SSN: 123-45-6789 information to Department of Veterans Affairs representatives. Wrote summaries of veterans’ problems and situations concerning processes and treatment services. Key Accomplishment: ?Hurricane Katrina/Veterans Home Coordinator: Coordinated relocation of 300+ veterans from Armed Forces Retirement Home in Gulfport, Miss. to . Solders’ and Airmen’s Home located in Washington . during aftermath of Hurricane Katrina. Established phone card and clothing drives to ensure that each veteran had sufficient clothing. Awarded Humanitarian Service Medal and Nebraska Emergency Service Police Officer [dates] Nebraska Army National Guard th155 Separate Armored Brigade 2222 Hwy 51 South, Lincoln, NE 99999 Salary: $21,500/year; 40 hours/week Supervisor: Capt. James Sutter, 402-444-9090. May be contacted. ?Security: Performed law enforcement duties for . forces and commands, preserving military control and providing perimeter, escort and physical security. Investigated, processed and prepared incident reports. Debriefed and interviewed witnesses and sources for pertinent information concerning investigations and incidents; wrote reports and summaries. ?Operational Support: Provided ordnance and logistical support to operational forces. Coordinated compound and work projects. Equipment Operator and Supervisor [dates]Pepper Turbines, Inc. 5555 Wilkens Boulevard, Omaha, NE 99999 Salary: $25,500/year; 40 hours/week Supervisor: Mike Jones, 402-555-3434. May be contacted. ?Supervisor: Managed equipment operators in safety and operations for this government contractor 5manufacturing firm. Organized, prioritized and planned workload; assigned tasks.?Equipment Operator: Operated vehicles, forklifts and heavy machinery. EDUCATION Undergraduate Coursework, Criminal Justice and Social Work, Metropolitan Community College, Omaha, NE 99999, 56 credits [dates] Diploma, PineGroveHighSchool,Omaha,NE99999,[date]AWARDSArmy Commendation Medal, Iraq Campaign Medal, Global War on Terrorism, Expeditionary Medal, Purple Heart, Humanitarian Service Medal, Mississippi Emergency Service Medal, National Defense Service Medal, Army Service Ribbon, Armed Forces Reserve Medal3COMPUTER SKILLS MS Office: Word, Outlook, Excel, PowerPoint, Access; Internet - 2 -
20_08037x 11/28/06 9:50 PM Page 263Chapter 14: A Sampling of Extreme Resume Makeovers263BEFORESales to Administration. Salesperson who wants to return to administration writes a generic resume with a cliché objective that focuses on what she wants, not what she brings to the employer. Nor does she strategically position her administrative experience but begins with sales, although she no longer wants to work in sales. The makeover resume that follows addresses both of these C. JENKINSC E L L ( 2 1 2 ) 7 6 8 - 4 5 4 5 L E A H _ J E N K I N S@Y A H O O. COM9 9 9 A M E S B U R Y P L A C E N EW YO RK , N Y 1 1 1 1 1OBJECTIVETo obtain a challenging full-time position in a dynamic atmosphere where my hard workand customer service capabilities can be efficiently utilized. Should be career orientedand allow for an opportunity for growth within the [dates]IkeaLong Island, NYSales Worker Assist customers with purchases, such as planning wardrobe systems and bathrooms. Recommend options and answer customer and co-worker inquiries. Place customer orders using automated system; search database for item availability.[dates]Medix SchoolTowson, MDAdmiissions Receptionist Supported Director and Director of Admissions. Typed letters, scheduled meetings, and maintained student files. Managed receptionist duties.[dates]Outback SteakhouseBaltimore, MDRestaurant Administrator Coordinated all special and charity events, such as first Baltimore Marathon, Charity Golf Classic, etc. Employee of the year for [date], employee of the month [dates]. Implemented training system for all servers, bartenders, hosts, and bussers. Handled all payroll, accounts payables/receivables, employee issues, corporate reports (monthly P&L, daily sales reports, etc.) and all money handling responsibilities.[dates]Hycalog Drilling , TXOffice Manager Created annual operating plan using PowerPoint. Established and maintained new office for regional manager. Reviewed engineer’s expense reports, handled all travel arrangements, administered petty cash box, and acted as English/Spanish translator.[dates]Law Offices of Leonard Bunch, , TXReceptionist/Secretary Prepared legal documents such as last wills and testaments, trusts, corporation & association papers, IRS forms and claims. Greeted clients, answered 5-line phone system, and scheduled all appointments for attorneys. Completed general filing and office [dates]Cooper Union School of ArtNew York, NYPursuing Continuing Studies Certificate in Photography.[dates]Lamar State UniversityBeaumont, TX45 credits toward . in Business Administration and Spanish.[dates]Juan Agustin Maza UniversityMendoza, Argentina90 credit hours toward . in Industrial Spanish/English; Computer proficient; Extensive experience in customerservice; International work experience; High attention to detail and ability to multitask
20_08037x 11/28/06 9:50 PM Page 264Part III:Bringing It All Together: Sample OnTarget Resumes 264AFTERSales to Administration. Sales Worker. Targeted. Salesperson seeks to return to administrative 1 2field. Requirements: Minimum of 3-5 years’ administrative experience, some college coursework, 3 4 expert skills in Word, Excel and PowerPoint, bilingual English/Spanish, written and verbal, and 5can-do Amesbury Place New York, NY 11111 Cell (212) 768-4545 leah_jenkins@ EXPERTISE: Administrative Management Motivated and accomplished office manager and administrative professional with over 5 years’ 1experience. Attentive to detail, able to take initiative, prioritize multiple tasks and manage workload. 54Resourceful with can-do attitude; team player. Bilingual: Spanish/English (fluent).SKILL SUMMARY ?Administration: Managing office workflow, purchasing, developing policies and procedures to improve operations, maintaining filing and database systems, meeting/event planning, ?Accounting: Managing and monitoring financial transactions, accounts, invoices and payroll. ?Communications: Preparing business documents, letters and memos, serving as receptionist, POC and first contact. 3?Expert Computer Skills: MS Word, Excel, PowerPoint, Outlook; Internet; Photoshop; CAD; Peachtree; Quicken; proprietary databases and software programs ADMINISTRATIVE EXPERIENCE Admissions Receptionist Medix School, Towson, Md. [dates] ?Reception: Served as first contact for callers and visitors; determined nature of contact and directed/forwarded to correct department. Provided information, answered inquiries, took messages and scheduled appointments. ?Administration: Provided direct support to Director and Director of Admissions. Scheduled and coordinated meetings, arranging for refreshments, reserving meeting space, inviting attendees and preparing materials. Coordinated service for and procured new/upgraded equipment, technology, service plans and office supplies. Developed and implemented administrative policies and procedures, maintained student records and files and managed incoming and outgoing correspondence. Prepared and typed letters, minutes, memos and other documentation. Assured correct use of grammar, punctuation, language, format and spelling. ?Admissions Support: Tracked and managed student information via database. Scheduled appointments with Admissions Counselor. Served as proctor for student testing; prepared and sent admissions letters to applicants and students. Key Accomplishments: ?Discovered accounting error, saving $4,700 in purchasing overcharges. ?Created new form letter templates and developed database system to manage mailings. ?Upgraded postage and phone systems, securing more cost-effective service and better equipment. Office ManagerHycalog Drilling Co., Mendoza, Argentina [dates] ?Office Management: Tapped to establish new regional office. Coordinated initial furnishing and set up; managed continual administrative operations. Supported regional manager and engineering staff. Served as Point of Contact, resolving customer and staff issues. Managed all
20_08037x 11/28/06 9:50 PM Page 265Chapter 14: A Sampling of Extreme Resume -2-Cell(212)768-4545correspondence, travel arrangements and purchasing. Prepared letters and reports, including P&L and annual operating plan for senior management. Maintained files. English/Spanish translator. ?Accounting: Managed all A/R and A/P. Reviewed, processed, coded and paid invoices and expense reports. Sent invoices and collection letters, audited accounts and managed petty cash. Receptionist/SecretaryLaw Offices of Leonard Bunch, ., Houston, Texas [dates] ?Managed office workflow and reception. Greeted, screened and directed visitors and callers. Scheduled appointments and managed attorney calendars. Sorted and forwarded incoming mail; prepared outgoing correspondence. Typed, formatted and prepared letters, memos and legal documents. Maintained and updated filing system. OTHER WORK EXPERIENCE Sales WorkerIkea, Long Island, . [date to Present] ?Sales/Customer Service: Assist customers with room planning and purchases. Ascertain needs, recommend options and answer customer and worker inquiries. Place customer orders using automated system; search database for item availability. ?Administrative/Inventory: Take daily inventory and input requisitions into database. Maintain communications with coworkers, including written updates on tasks, projects and goals. Write weekly product updates for staff. Conduct yearly and need-based inventories.?Design/Merchandising: Plan and design space and furniture layout and systems, using automated programs and paper sketches. Design customer and internal room settings. Key Accomplishments: ?Received excellent performance evaluations: “Exceeds job expectations.” [dates] ?Received 5 Ambassador Awards, for excellent customer service. Restaurant AdministratorOutback Steakhouse, Baltimore, Md. [dates] ?Accounting: Managed payroll, A/R, A/P and cash deposits. Tracked and submitted payroll for staff of 75; reviewed payroll report, identified errors and made corrections. Received and tracked invoices, entered and coded accounting data and paid vendors. Prepared daily, monthly and yearly corporate reports, including P&L. Maintained and stored files and records. ?Administrative: Scheduled part-time administrative staff; trained employees and replacement. Purchased office supplies and coordinated equipment maintenance. Coordinated all special and charity events. Contacted corporate and business donors, scheduled time and location, prepared invitations and gift bags for participants and coordinated events with kitchen and waitstaff. Key Accomplishments: ?Promoted twice in less than 2 years. Hired as server, promoted to bartender and then to RA. ?Employee of the Year, [date]; Employee of the Month, [date]. ?Implemented new training system for all new servers, bartenders, hosts, and bussers. EDUCATION 2Undergraduate Studies, Business Administration/Spanish, Lamar State University, Beaumont, Texas, 45 credits completed, [dates]
20_08037x 11/28/06 9:50 PM Page 266Part III:Bringing It All Together: Sample OnTarget Resumes 266BEFOREData to Education. Data analyst transitioning to Instructional/CurriculumDesign based on new education. Resume with laundry list of skills and duties is overwhelming and hard to follow. Also, lists only last two jobs – about 3 years’ experience; she’s been working for about 10 years. Small font makes it hard to Baker 55 Keswick Ct. Home Phone: (808) 444-1212 Honolulu, HI 99999 ebaker@ Cell Phone: (808) 333-6060 Objective:To obtain a position as a Curriculum Design Specialist in an organizationthat would allow me to develop my skills, while contributing to organizational goals. Professional Profile: An ambitious, organized individual experienced at working in a fast paced environment demanding strong, organizational, technical and interpersonal skills. Prioritize tasks and meet deadlines. Technical Skills ?Languages: C/C++, Visual Basic 2005, Java, HTML ?Operating Systems: UNIX, DOS, Windows 95 – 2003, XP ?Applications: Microsoft Office (Excel, Access, Word, PowerPoint, Outlook), PeopleSoft, GroupWise ?Database: Oracle8i Database Administrator Track Training for SQL and PL/SQL, Enterprise DBA Part 1A: Architecture and Administration, Enterprise DBA Part1B: Backup and Recovery, Enterprise DBA Part 2: Performance and Tuning, Enterprise DBA Part3: Network Administration ?Instructional Design and Development: Apply theories, philosophies, and current research driving learning, teaching, and Instructional Design. Create basic Internet-based instructional content, and basic multimedia-based instructional content. Manipulate current database technologies, desktop publishing technologies, spreadsheet technologies, and digital graphic editing technologies. ?Information Technology Infrastructure: Hands-on experience of Information systems architectures including software systems, hardware, operating systems, databases, object-oriented technology, networking, and enterprise-wide systems. ?Internet and Network Security: Footprinting, scanning, and enumeration tools, testing Windows security (95-2000), testing UNIX/Linux security, testing network devices and firewalls, scanning for remote control and testing backdoors and Trojans, testing Internet users. ?Technical Writing: Develop and edit technical communication such as user manuals, installation instructions, Marketing Collateral: Grant Proposals. Researches, analyzes, and edit system information and perform technical writing. Interpret and simplify information technology concepts for defined audiences. ?MIS Capstone Project: Developed an Information System for an organization. Made modifications in design techniques and strategies to accommodate several different contingencies. Professional Experience The Queen’s Medical Center, Honolulu, HI [dates] Adult Intensive Care Unit – APACHE 11 Data Analyst/Coordinator ?Collate data of all admissions into the Adult ICU on a daily basis using the APACHE 11 System. ?Collate data of all admissions into the Adult ICU and prepare quarterly reports with that data.?Prepares Summary Sheets for each ICU patient noting all appropriate statistics. ?Coordinate the daily activities of the Adult ICU. ?Performs data management and data analysis for research. ?Gathers data requirements, design reports, analyze the results and implement and test Reports. ?Maintains data collected for research purposes (including acquisition, editing and reporting); providing statistical consulting primarily in collaborative studies involving the Adult Intensive Care Unit. ?Follow up with various ancillary departments to obtain statistics necessary to be presented in the quarterly report.
20_08037x 11/28/06 9:50 PM Page 267Chapter 14: A Sampling of Extreme Resume Makeovers267Evelyn Baker Home Phone: (808) 444-1212 ebaker@ Cell Phone: (808) 333-6060 ?Design and implement new Reports and modify existing Reports.?Maintain user security within the Reporting application and make changes/updates as necessary.?Support and maintain Reporting and Data Analysis Tools.?Work with business users to understand business requirements and develop appropriate solutions.?Direct day-to-day office operations, providing fundamental support to Director, Assistant Director andthree Intensivists in the Adult Intensive Care Unit. ?Manage accounts payable, receivable, and billing charges. ?Oversee administrative budget. Prepare expense reports and credit card/bank reconciliations. ?Train Medical Residents in use of office computer resources. Volunteer Experience BridgestoneClassic, Honolulu, HI [dates] PGA TournamentIntern?Assist Event Coordinator and work in conjunction with the tournament site Operations staff on certain aspects of the event. ?Conference planning. ?Serves as point of contact with clients and committees. ?Provides onsite supervision for conferences and meetings. ?Prepares contracts for corporate review and signature. ?Compile, sort, code and enter clients’ invoices into computer. ?Account reconciliation experience. ?Maintain communication with clients’ regarding payments. ?Responds to clients inquires regarding conference billings and procedures. ?Management of event database (volunteers, sales, VIPs, club members). ?In conjunction with Bridgestone, create and maintain Tournament Web site. ?Post event; generate letters from Tournament Director to all contestants and sponsors thanking them for participating in the tournament. ?Distribute and process volunteer applications. ?Coordinate with tournament, Bridgestone, and . Productions regarding volunteers. ?Coordinate registration packets/credentials, yardage books and uniforms. Education ?Master of Science: Instructional Technology, Instructional Design and Development Certificate in Information Security and Assurance Hawaii Pacific University, Honolulu, HI; [date] ?Bachelor of Science: ManagementInformation SystemsUniversity of Hawaii at Manoa, [date] ?Oracle 8i Database Administrator TrainingUniversity of Maryland Baltimore County, [date] ?Associate of Applied Science: Computer Information Systems Leeward Community College, Pearl City, Hawaii, [date] Professional Affiliations ?Member of Beta Alpha Pi (Accounting and Information Systems Organization), Hawaii Pacific University ?Member - Computer Club, Leeward Community College Honors ?Honors List, Meritorious ScholarReferences and salary requirements available upon request.
20_08037x 11/28/06 9:50 PM Page 268Part III:Bringing It All Together: Sample OnTarget Resumes 268AFTERData to Education. Career Change. Reverse chronological. Data analyst with new degree in instructional technology seeks position in instructional systems design and development. Requirements: Master's degree in instructional systems design or 1 2closely related field, experience in multimedia authoring of instructional systems,3 4 demonstrated ability to work in teams, project management experience, and 5experience with Web development BAKER55 Keswick Ct. Honolulu, HI 99999 Residence: 808-444-1212 Cellular: 808-333-6060 Email: ebaker@: Over 7 years of experience in administration, instruction and information technology. Broad range of skill sets in Instructional Design, IT and office management. Organized, with demonstrated ability to manage workload and meet deadlines. Strong written and oral communications skills. KEY COMPETENCIES ?Instructional/Curriculum Design and Development: Maintain knowledge of theories, philosophies and current research driving learning, teaching and Instructional Design. Create 2Internet-based and multimedia-based instructional content. Use and apply database, desktop publishing, spreadsheet and digital graphic editing technologies.?Information Technology Expertise: Hands-on experience in Information Systems architectures including software, hardware, operating systems, databases, object-oriented technology, 4networking and enterprise-wide systems. Special project management: Developed MIS Capstone Information System for organization. Conducted needs assessment, developed, implemented and tested system. Made modifications in design techniques and strategies to accommodate contingencies.?Technical Writing: Experience in developing and editing technical communications such as user manuals, installation instructions and grant proposals. Able to research, analyze and edit system information, as well as interpret and simplify IT concepts for defined .,Instructional Technology,Instructional Design and Development, Hawaii Pacific University, Honolulu, Hawaii; Certificate in Information Security and Assurance [date] Relevant Coursework: Applied Psychology of Learning, Research and Information Technology, Computer Based Instruction, Information Technology and Infrastructure ., Management Information Systems, University of Hawaii at Manoa, GPA: [date] PROFESSIONAL EXPERIENCE Data Analyst/Coordinator Adult Intensive Care Unit (ICU), The Queen’s Medical Center, Honolulu, Hawaii [dates]
20_08037x 11/28/06 9:50 PM Page 269Chapter 14: A Sampling of Extreme Resume Makeovers269EVELYN BAKER,page 2 Cellular: (808) 333-6060 ?Data Management: Collect, enter, update and manage Adult ICU data, ensuring data accuracy and integrity. Track for management analysis, resource allocation, financial management. Prepare statistical reports with interpretive summary narratives. Work with other departments to obtain or verify data. Maintain user security. ?Office Administration: Manage daily office operations, providing support to director, assistant director and 3 intensivists in Adult ICU. Administer budget, managing all accounts payable and receivable functions. Train new and current staff on processes and technology systems. Intern BridgestoneClassic,(PGATournament),Honolulu,Hawaii[dates]3?Event Management Support: Assisted Event Coordinator and as team member, worked with tournament site operations staff. Provided onsite supervision for conferences and meetings. Prepared contracts and performed accounts receivable activities and reconciliation; sorted, coded and entered invoices. ?Data Management/Communications: Served as point of contact for clients and committees. Updated and maintained event database. Created and maintained tournament website. Drafted and sent thank you letters to contestants and sponsors. Teacher Manoa Elementary School, Honolulu, Hawaii [dates] ?Computer Instruction/Curriculum Development:Taught computer fundamentals to students in grades K-5th. Prepared daily lesson plans. Collaborated with other teachers on technology integration curriculum. Lab Assistant Leeward Community College, Peal City, Hawaii [dates] ?Computer Specialist: Provided user support for 6,000 college students in computer lab. Managed 72 multimedia workstations. COMPUTER COMPETENCIES Languages: C/C++, Visual Basic 2005, Java Operating Systems: Windows 95-2003, XP Applications: MS Office (Excel, Access, Word, PowerPoint, Outlook), PeopleSoft, UNIX, DOS, 5GroupWise, HTML, Dreamweaver, CSS, XML, PhP, Macromedia Flash, Macromedia Captivate Databases: Oracle8i Database Administrator Track Training for SQL and PL/SQL, Enterprise DBA Part 1A: Architecture and Administration, Enterprise DBA Part1B: Backup and Recovery, Enterprise DBA Part 2: Performance and Tuning, Enterprise DBA Part3: Network Administration PROFESSIONAL AFFILIATIONS Beta Alpha Pi (Accounting/Information Systems Organization) [dates] Hawaii Pacific University, Honolulu, HI Computer Club, Leeward Community College, Pearl City, HI [dates]
20_08037x 11/28/06 9:50 PM Page 270Part III:Bringing It All Together: Sample OnTarget Resumes 270BEFORECulinary Career. Sous Chef seeking Chef position. Lacks focus, direction, organization, visual BELASKI 1930 Wye Woods Rd. Hartford, CT 06105 Residence: 860-999-1212 Email: matthew_b@ EDUCATION [dates] Computer Programming Degree, Anne Arundel Community College, in progress [dates] ., Degree, Restaurant Cooking Skills, Baltimore International College [dates] ., Business Administration, Shepherd University EMPLOYMENT [dates] Sous Chef, Government House?Logistical kitchen planner for food and beverage events for the Governor of Connecticut. ?Plan, purchase and execute specific menus. Coordinate meeting and convention service requests. Inventory, inspect and rotate fresh, frozen and grocery stocks. ?Coordinate and communicate relevant information with the Governor's office, State Police and other state agencies. ?Provide and deliver personal needs of the first family. ?Protect privacy of the first family, as well as, proprietary information pertaining to Government House. Provide information to the media as needed. ?Direct usage of Department of Corrections trustees. ?Develop, implement and insure sanitation programs. ?Maintain and reconcile departmental petty cash funds. ?Successful implementation of private sector ideas and technologies to a public sector environment. [dates] Banquet Chef, Hartford Marriott ?Designed and executed high-end food operations for exclusive catered events. ?Led production team by communication of specific customer directed protocols regarding national and international clients. ?Implemented quality assurance and cost control measures. ?Made purchasing, cost and quality recommendations to upper management. ?Was recognized by management for innovative ideas that improved operational effectiveness. [dates] Food and Beverage Director; Executive Chef, Aramark Food and Beverage Director: Executive Dining Room at Sprint Network Services. ?Supervised staff of 8 employees, both front and back of the house. ?Designed and directed production of breakfast and lunch menus for service 5 days a week. ?Increased new catering sales, while maintaining repeat customer clients. ?Developed and led employee training sessions for customer service, food production and sanitation. ?Updated computer technology to modernize purchasing and just in time inventory systems. ?Developed marketing and advertising campaigns to grow business. Installed thorough accounting and customer service tracking systems. ?Introduced and maintained hazardous area critical control points program to promote safe food handling. ?My duties also included management of all vending operations.
20_08037x 11/28/06 9:50 PM Page 271Chapter 14: A Sampling of Extreme Resume Makeovers271AFTERCulinary Career. Sous Chef. Reverse Chronological. Sous Chef seeks Chef position. This customized resume addresses requirements with matching qualifications, and directs reader’s eyes to “sell don’t tell” achievements. 1 Requirements: bachelor's degree or related culinary degree, 8+ years of industry 2 and culinary management experience, ability to manage staff in a diverse 3 environment with focus on client and customer services, experience controlling food 4 5 6and labor cost, menu development, and skill in development of culinary BELASKI1930 Wye Woods Rd. Hartford, CT 06105 Residence: 860-999-1212 Work: 860-444-3535 Email: matthew_b@ CHEF 2Over 10 years of kitchen management experience in state government and corporate settings. Demonstrated expertise in project management, team building, budget management and improving operations. Able to assess needs, processes and performance and recommend and implement improvements. Strong skills in customer service, as well as interpersonal, written and verbal communications. Excellent ability to establish priorities, multi-task and meet strict deadlines. Proven proficiency in developing innovative solutions to problems and achieving results. PC competent. PROFESSIONAL EMPLOYMENT Government House, State of Connecticut[dates] SOUS CHEF,HARTFORD,CT ?Operations Management: Direct daily operations of full-service kitchen, planning, coordinating and preparing formal and informal meals and events for up to 3,000 people, both planned in advance and last minute, with range of guests from international dignitaries to constituents. Continually analyze operations and recommend and implement range of process improvement initiatives. Develop, implement, apply and interpret policies, regulations and directives. ?Project Management: Conduct needs assessment surveys and determine needs based on event specifications and labor demands. Plan event menus with consideration to protocol, preferences, 5caliber of event, attendees and lead time. Create project timeline; assign tasks and monitor progress. Manage multiple task lists to complete projects with adjacent deadlines. Resolve problems and issues, including crisis situations. Conduct post-event assessments. ?Supply Management: Take inventory and plan orders to regulate flow of product and ensure stock levels meet event and daily needs. Research best products and vendors to comply with state purchasing regulations. Rotate stock, monitor usage and storage to ensure efficiency, sanitation and security and reduce waste. Negotiate, administer and oversee vendor and service contracts. ?Budgeting/Funds Management: Develop pricing and cost accounting procedures. Analyze and forecast product and labor costs estimates. Resolve budget issues and develop food and labor 4cost-cutting solutions to ensure budget adherence. Brief management and recommend cost control improvements and budget adjustments. 63?Personnel Management: Direct diverse kitchen and wait staff, promoting teamwork and communication. Provide continual training and coaching to improve employee performance, job knowledge and career advancement; serve as point of contact for benefit information. Write position descriptions and assist in hiring process. Resolve employee issues and provide employee input and feedback to management. - 1 -
20_08037x 11/28/06 9:50 PM Page 272Part III:Bringing It All Together: Sample OnTarget Resumes 272MATTHEW BELASKI Residence:860-999-1212?Logistics Management: Integrate logistics of event planning, including manpower and personnel, supply, training, storage and facilities. Research and plan manpower, equipment and fiscal resources. 3?Customer Service: Serve as personal and administrative assistant to First Family. Anticipate and respond to needs, maintaining flexible and service-oriented attitude. Purchase personal and business related goods. Protect privacy and security of First Family at all times. ?Communications/Information Management: Build rapport with internal staff and external departments to improve operations and flow of information. Develop and utilize spreadsheets, databases and documents to improve operational readiness, manage projects and research information. Maintain records on events, including menus, demographics and after-action reports. Key Accomplishments: ?Plan, coordinate and execute breakfast, lunch, dinner for First Family and other events, including seated dinners and open houses for up to 4,000, with usually 3-5 events per week, up to 2 per day. ?Instituted process changes to alter staff mind-set from reactive to proactive. Created plan to work one meal ahead, enabling accommodation of last minute requests and events. ?Received letter of appreciation from the White House for organizing luncheon attended by President with less than 24-hour notice. ?Implemented industrial production system, automated systems and information management for production, scheduling and cost control. ?Actively built team mindset and morale, achieving improved attendance and performance. Stressed employees’ role in organizational success and interdepartmental cooperation. Downtown Marriot[dates] BANQUET CHEF,HARTFORD,CT ?Designed and executed high-end food operations for exclusive catered events. Led production team, communicating customer-directed protocols for national and international clients. Implemented quality assurance and cost control measures. Recognized by management for innovative ideas that improved operational effectiveness. Aramark [dates] FOOD AND BEVERAGE DIRECTOR;CHEF,HARTFORD,CT ?Food and Beverage Director, Executive Dining Room: Sprint Network Services. Designed and directed production of breakfast and lunch menus for service 5 days a week, for 100 employees. Supervised staff of 8. Increased new catering sales and established new client services. Developed and led employee customer service, food production and sanitation training sessions. Updated computer technology to modernize purchasing and just in time inventory systems. Implemented hazardous area critical control points program to promote safe food handling. Chef,Hartford Pride: Oversaw menu design, coordination and execution for lunch, dinner and catered events on 450-passenger vessel. Led galley team of 20 employees and 2 supervisors. Employed commercial and banquet-style food production methods to achieve time and product management. Directed purchasing, inventory control and training involved with menu execution. Achieved increased efficiencies in purchasing, inventory and scheduling using computer technology. Developed, trained and employees in sanitation and food safety. EDUCATION ., Business Administration, Shepherd University, Shepherdstown, . [date] ., Restaurant Cooking Skills, Baltimore International College, Baltimore, Md. [date] - 2 -
20_08037x 11/28/06 9:50 PM Page 273Chapter 14: A Sampling of Extreme Resume Makeovers273BEFORELaw Enforcement/Security. Protection Professional. Reverse chronological. Overcrowded, challenging to read. Mid-career government security professionalseeks senior position with large corporate firm or government contractor. 1Requirements: related MA/MS/MBA plus 15 years experience, knowledge of 2security program planning, funding, and information management systems, ability3to coordinate and evaluate staff and programs, adjust plans and schedules to meet5requirements, and must be eligible for Secret Security J. JACOBI, CPP . Box 1111 ?San Diego, CA 99999 Day: (111) 444-6565 email: m_jacobi@:(111)333-1212Senior Executive ? Law Enforcement & Security Operations Results-driven Certified Protection Professional (CPP) with more than 20 years of progressively responsible 1national security and federal investigative experience, in the public sector preceded by a career in municipal law enforcement and emergency medical services. A hands-on senior executive with extensive experience planning and managing investigative operations and personnel in a 24/7 environment. Exceptional qualifications in strategic planning, program development and management, budget development and administration, team building, staff development, and human resources management. Advanced knowledge of public administration law, police 5operations, and national security issues. Strong public speaker. Top Secret Security Clearance. PC proficient. Areas of Expertise: Criminal/Administrative Investigations Strategic / Budget Planning & Execution Internal Affairs Investigations Law Enforcement Operations & EMS Leadership Physical Security / Antiterrorism Programs Program Administration / Project Management ? Investigative Case Management ? Organizational Management ? Personnel Security/ Background Investigations ? Risk, Fraud Management / Regulatory Compliance ? Training & Performance Measurement ? Human Resources Management, Union/Salaried Non-traditional & Traditional Investigations Tactical Field Operations / Electronic Surveillance PROFESSIONAL EXPERIENCE DEPARTMENT OF HOMELAND SECURITY (DHS) [dates]. Immigration and Customs Enforcement (ICE) / Immigration & Naturalization Service (INS) -- Promoted through increasingly responsible national security supervisory and law enforcement positions. Section Chief / Supervisory Special Agent, San Diego, Calif.(dates)Selected to lead DHS/ICE’s Law Enforcement Support Center (LESC), a national, non-traditional operations center supporting local, state, and federal law enforcement investigations 24/7, 365 days/year. LESC uses government and commercial criminal history databases to provide current immigration and identity information. Lead five key departments: Investigations Branch, Computer Services Division, Operations, Program Analysis 3Unit, and the Administrative Section. Oversee 250+ union and salaried employees. Concurrently serve as Facility Security Manager and NCIC Criminal Justice Information Services Officer. Scope of responsibility: ?Managing development and implementation of internal and external operations protocols affecting 2investigations, communications, and administration; long and short-range budget planning and execution.?Provide liaison to FBI, National Crime Information Center (NCIC), Advisory Policy Board, National Law Enforcement Telecommunications System (NLETS) Board of Directors and other investigative agencies. Provide operational, procedural, and compliance oversight. ?Senior advisor to multi-agency state and federal executive working groups on national and international enforcement and security initiatives involving critical infrastructure industries, employment, law enforcement communication, and information Leadership Projects & National Security Initiatives: ?Consultant for the new Federal Air Marshal NCIC program. Advised on and contributed to creation of policy recommendations for new handheld wireless device initiative.
20_08037x 11/28/06 9:50 PM Page 274Part III:Bringing It All Together: Sample OnTarget Resumes 274MARION J. JACOBIPage 2 Evening: (111) 333-1212?Leading and managing Task Force for $200,000 project to transfer the national . Customs and Border Protection (CBP) tip-line (1-800-BE-ALERT) to ICE, merge the two systems, create a new internal telephone system, and new national policies and procedures affecting information processing.?Consultant to Transportation Security Administration for developing background check Accomplishments: ?Orchestrated reorganization of NCIC national program, resulting in its centralization at LESC. Totally 4redesigned policies, procedures, and institutional practices, agency-wide.?Directed start-up of LESC to provide enhanced investigative support to federal, state, and local security agencies investigating criminal foreign nationals (in the post 9/11 environment). Developed and implemented highly effective new search and response protocols that improved response time and records accuracy. ?Established DHS toll free tip-line (1-866-DHS-2ICE) for public use to facilitate reporting of suspicious activities affecting national security and public safety. ?Streamlined methods for investigative records management, established strategic partnerships with FBI management and staff. Effectively led major organizational changes and staff growth of 280 employees. ?Authored and implemented Emergency Occupant/Site Disaster Recovery Plan and contract security guard post orders, driving improvements in facility security. Organized Crime Drug Enforcement Task Force Coordinator, INS (dates)Senior Special Agent, Atlanta, Ga. Directed the West Central Organized Crime Drug Enforcement Task Force (OCDETF), a region encompassing 12 states and four INS District Offices. Decision-making responsibility for all immigration task force matters, including the role of the regional task force, investigative case planning and management, and INS resource allocations. Advisor to INS district and regional components investigating criminal activities. Federal task force team leader. Evaluated personnel performance, mediated interagency disputes, and led regulatory training. ?One of only two national coordinators selected to define, implement, and manage an international human trafficking investigation. Served as INS liaison to the Criminal Division in the Department of Justice. ?Frequently selected for long-term assignments at the Central Region Investigations Branch in Dallas. Formulated national guidelines on undercover operations and consensual monitoring. Senior Special Agent, INS, Detroit, Mich. (dates)?Violent Gang Task Force (VGTF) Program: Developed and orchestrated complex narcotics distribution investigations employing standard investigative techniques, undercover operations, and electronic surveillance. Led two long-term investigations as an undercover operative. ?Successfully dismantled active human trafficking/identity document vending organizations. Made calm, sound judgments based on experience and initiated appropriate enforcement actions. Journeyman Border Patrol Agent, San Diego, Calif. (dates) Captain / Paramedic Operations Supervisor, Louisville, Ky. (dates) Police Officer, City of Plantation Police Department, Plantation, Ky. (dates) EDUCATION, LAW ENFORCEMENT CERTIFICATIONS, & TRAINING ., Security Management, Webster University Graduate School, St. Louis, Mo. ., Liberal Studies,University of the State of New York, Albany, . Certified Protection Professional (CPP), [date], American Society for Industrial Security (ASIS) Certified Police Officer, Kentucky Department of Criminal Justice, Police Academy, Richmond, ORGANIZATIONS American Society for Industrial Security (ASIS) / Federal Law Enforcement Officers Association (FLEOA)
20_08037x 11/28/06 9:50 PM Page 275Chapter 14: A Sampling of Extreme Resume Makeovers275AFTERLaw Enforcement/Security. Protection Professional. Reverse chronological. White space makes reading easier. The previous and identical 2-page resume presented here as a 3-page resume. Mid-career government security professionalseeks senior position with large corporate firm or government contractor. 1 Requirements: related MA/MS/MBA plus 15 years’ experience, knowledge of 2 security program planning, funding, and information management systems,ability to3 coordinate and evaluate staff and programs,adjust plans and schedules to meet 45requirements, and must be eligible for Secret Security J. JACOBI, CPP . Box 1111 ?San Diego, CA 99999 Day: (111) 444-6565 email: m_jacobi@:(111)333-1212Senior Executive ? Law Enforcement & Security Operations Results-driven Certified Protection Professional (CPP) with more than 15 years of progressively responsible 1national security and federal investigative experience, preceded by a career in municipal law enforcement and emergency medical services. A hands-on executive with extensive experience planning and managing investigative operations and personnel in a 24/7 environment. Exceptional qualifications in strategic planning, program development and management, budget development and administration, team building, staff development, and human resources management. Advanced knowledge of public administration law, police 5operations, and national security issues. Strong public speaker. Top Secret Security Clearance. PC proficient. Areas of Expertise: Criminal/Administrative Investigations Strategic/Budget Planning & Execution ? Internal Affairs Investigations ? Law Enforcement Operations & EMS Leadership ? Physical Security/Antiterrorism Programs ? Program Administration/Project Management ? Investigative Case Management ? Organizational Management ? Personnel Security/Background Investigations ? Risk, Fraud Management/Regulatory Compliance ? Training & Performance Measurement ? Human Resources Management, Union/Salaried Non-traditional & Traditional Investigations Tactical Field Operations/Electronic Surveillance PROFESSIONAL EXPERIENCE DEPARTMENT OF HOMELAND SECURITY (DHS) . Immigration and Customs Enforcement (ICE)/Immigration & Naturalization Service (INS) [dates] Section Chief/Supervisory Special Agent, San Diego, Calif.[dates]
20_08037x 11/28/06 9:50 PM Page 276Part III:Bringing It All Together: Sample OnTarget Resumes 276MARION J. JACOBIPage 2Evening: (111) 333-1212Selected to lead DHS/ICE’s Law Enforcement Support Center (LESC), a national, non-traditional operations center supporting local, state, and federal law enforcement investigations 24/7, 365 days/year. LESC uses government and commercial criminal history databases to provide current immigration and identity information. Lead five key departments: Investigations Branch, Computer Services Division, Operations, Program Analysis 3Unit, and the Administrative Section. Oversee 250+ union and salaried employees. Concurrently serve as Facility Security Manager and NCIC Criminal Justice Information Services Officer. Scope of responsibility: ?Managing development and implementation of internal and external operation protocols affecting investigations, communications, and administration; long- and short-range budget planning and 2execution.?Liaison to FBI, National Crime Information Center, Advisory Policy Board; National Law Enforcement Telecommunications System Board of Directors. Current Leadership Projects & National Security Initiatives: ?Consultant, Federal Air Marshal NCIC program. Advisor: new handheld wireless device initiative. ?Leading and managing Task Force for $200,000 project to transfer the national . Customs and Border Protection (CBP) tip-line (1-800-BE-ALERT) to ICE, merge the two systems, create a new internal telephone system, and new national policies and procedures affecting information processing.?Consultant to Transportation Security Administration for developing background check Accomplishments: ?Orchestrated reorganization of NCIC national program, resulting in its centralization at LESC. Totally 4redesigned policies, procedures, and institutional practices, agency-wide.?Directed start-up of LESC to provide enhanced investigative support to federal, state, and local security agencies investigating criminal foreign nationals (in the post 9/11 environment). Developed and implemented highly effective new search and response protocols that improved response time and records accuracy. ?Established DHS toll free tip-line (1-866-DHS-2ICE) for public use to facilitate reporting of suspicious activities affecting national security and public safety. ?Streamlined methods for investigative records management, established strategic partnerships with FBI management and staff. Effectively led major organizational changes and staff growth of 280 employees. ?Authored and implemented Emergency Occupant/Site Disaster Recovery Plan and contract security guard post orders, driving improvements in facility security.
20_08037x 11/28/06 9:50 PM Page 277Chapter 14: A Sampling of Extreme Resume Makeovers277MARION J. JACOBIPage 3Evening: (111) 333-1212Organized Crime Drug Enforcement Task Force Coordinator, INS [dates] Senior Special Agent, Atlanta, Ga. Directed the West Central Organized Crime Drug Enforcement Task Force (OCDETF), a region encompassing 12 states and four INS District Offices. Decision-making responsibility for all immigration task force matters. ?One of only two national coordinators selected to define, implement, and manage an international human trafficking investigation. INS liaison to Department of Justice. ?Frequently selected for long-term assignments at the Central Region Investigations Branch in Dallas. Formulated national guidelines on undercover operations and consensual monitoring. Senior Special Agent, INS, Detroit, Mich. [dates]?Violent Gang Task Force (VGTF) Program: Developed and orchestrated complex narcotics distribution investigations employing standard investigative techniques, undercover operations, and electronic surveillance. Led two long-term investigations as an undercover operative. ?Successfully dismantled active human trafficking/identity document vending organizations. Made sound judgments based on experience; initiated appropriate enforcement actions. Journeyman Border Patrol Agent, San Diego, Calif. [dates] Captain/Paramedic Operations Supervisor, Louisville, Ky. [dates]Police Officer, City of Plantation Police Department, Plantation, Ky. [dates] EDUCATION, LAW ENFORCEMENT CERTIFICATIONS, & TRAINING ., Security Management, Webster University Graduate School, St. Louis, Mo. [date] Certified Protection Professional (CPP), American Society for Industrial Security (ASIS) [date] Certified Police Officer, Kentucky Department of Criminal Justice, Police Academy, Richmond, Ky. [date] MEMBERSHIP ORGANIZATIONS American Society for Industrial Security, Federal Law Enforcement Officers Association
20_08037x 11/28/06 9:50 PM Page 278Part III:Bringing It All Together: Sample OnTarget Resumes 278
21_08037x 11/28/06 9:48 PM Page 279Part IVYou’ve Sent Your Wow. Whatto Do Now
21_08037x 11/28/06 9:48 PM Page 280In this part . . .ou’ve sent off your OnTarget resumes; is it time to sitYback and wait for the calls to start pouring in?Hardly. Following up is an important part of getting theinterview, and in this part, I show you how to keep yourinformation safe, how to prepare your references to high-light your assets, and how to be politely insistent aboutgetting your resumes read.
22_08037x 11/28/06 9:49 PM Page 281Chapter 15References Safeguard Your ResumeIn This Chapter Acknowledging the power of a lackluster reference Managing references to back up claims on your resume The care and feeding of your reference folder Overcoming toxic references that kill your resume effortsnd just like that, the job offer goes missing. The one you thought was inAthe bag. Chances are, if the job itself wasn’t cancelled or a backgroundcheck didn’t knock you out of the offer, you can blame your references forshooting you verifiable statistics are elusive, I’ve come across several startlingsmall-scale reference-checking surveys. The surveys assert that 50 to 64 percent of all recommenders rate their subjects as mediocre to poor! Uponreflection, I think the assessment could well be true. That’s because the man-agement of references is the last frontier to be recognized as an activity vitalto promising career Harm Caused by a So-So ReferenceA reference doesn’t have to be a broadside to sink your ship. A few of themany subtle ways to wreck your chances include such seemingly innocuouscomments from reference givers as these: Oh, is she still working in this field? He gave my name as a reference? I can’t go into detail but she’s not eligible for rehire. (Long pause, followed by a disgusted tone of voice)Oh yes; I do remember him.
22_08037x 11/28/06 9:49 PM Page 282Part IV:You’ve Sent Your To Do Now 282Sometimes reference givers use the avoidance dodge — they simply don’treturn calls asking about your performance. (Employers aren’t legallyrequired to provide references.)A little foresight on your part can help ensure that your references aren’twrecking your job are power hitters in the hiring process because they provide vali-dation of your claims to be a superior performer and tend to view good references as entitlements, merely assuming they’ll bethere when we need them if we’ve done good work. Sorry, but that’s yester-year’s thinking. Today’s thinking is more like “Trust, but verify.”Managing your references — or, reference management — is a key factor inmanaging your career. As a job search tool, reference management seems tohave soared to a new height during the past five years or so. There are sev-eral reasons: the globalization of employment, a churning job market, andincreasingly risk-adverse employers who want to be assured again and againthat they’re making the right aren’t resumes, but they are the subject of a chapter in this bookbecause as guardians that backstop resumes, references have become dealbreakers if not handled correctly. And after all the hard work on yourOnTarget resume, you don’t want that to happen, right?Seven Things You Should Do about ReferencesNow is a good time to rethink references and to consider how they hurt yourchances when they’re negative, or modest, or even positive but not con-cretely connected to your aspirations. These pointers show you how to makesure others sing your references from your resumeCreate a second document filled with the names, correct telephone numbers,and addresses of references. Supply this sheet only when a potentialemployer requests it. Don’t burn out your references by allowing too manycasual callers access to their names and contact information. Employerstypically don’t spend the time and money to check references until afteryou’re interviewed and are on the short list of potential hires.
22_08037x 11/28/06 9:49 PM Page 283Chapter 15: References Safeguard Your Resume283Sending reference letters with a resume to recruiters is not a good move,advises Jim Lemke, this book’s technical reviewer. Recruiters are likely toassume the letters are either bogus or written by close friends. Including areference letter with your initial submittal may make you seem desperate(and that’s not good).Expect employers to check referencesIn times gone by, employers didn’t always bother to check references. Themajority check now. Small employers still may not, but midsized and largecompanies, afraid of making a hiring mistake, are taking aim on your vary slightly in different states, but employers can legally investigatenot only references but an applicant’s credit history, record of criminal con-victions (not arrests), moving violations and accidents, performance at previ-ous jobs, and workers’ compensation claims. Your state labor agency maypost the rules for your state on its Web site. If not, call the agency or consultwith a reference it’s no secret that you’re going to leave your current job, ask your com-pany’s human resource specialist what the exact company policy is for pro-viding references. You may find it’s essentially job title and employmentverification dates, and perhaps salary confirmation and whether you’re eligible for may discover that your company is outsourcing reference information toprivate companies that charge a fee to prospective employers for your refer-ence information. If that’s your company’s policy, try to get your work historyin writing before you leave your job, which will save a prospective employermoney, time, and references with thoughtList references who have direct knowledge of your job performance. If neces-sary, go beyond your immediate supervisor and include past or present co-workers, subordinates, customers, suppliers, members of trade associations,or anyone else who can praise your work. Don’t use relatives or friends forpersonal references; they have no direct knowledge of your performance onthe job. (Exception: some job seekers, such as ex-offenders, may require per-sonal references.)What’s a good way to line up references? Skip this technique if you are doinga secret search, but if it’s out in the open you can ask your boss whether heor she will give you a good reference. Ask for particulars regarding how your
22_08037x 11/28/06 9:49 PM Page 284Part IV:You’ve Sent Your To Do Now 284boss sees your accomplishments, competencies, skills, strengths, and weak-nesses. If your boss squirms and mumbles, you’re probably a sitting duck fora less-than-glowing out co-workers, you can say: “Terry Ann, I am beginning a jobsearch. Do you feel you know me well enough to provide a reference com-menting on my skills in budget management?” If Terry Ann declines, it’s ablessing in disguise to find out before giving her name as a the exception of your immediate boss, never — never— list a referenceuntil you have gained that person’s permission to do a dry run: Have a brave buddy call your references to make certain thatno sly naysayers are hiding behind friendly references help youProviding recommenders with your resume is standard operating further: Write a short script of likely questions with a summary of persua-sion points under each addition to general good words about your industriousness, creativity, andleadership, focus on the industry. If you’re applying at a financial institution,suggest that your references dwell on trustworthiness, conservatism, andgood judgment. If you’re applying at a high-tech company that has propri-etary software and inventions, ask your references to stress your ethics a brief e-mail to recommenders identifying the qualifications you high-lighted when you customized your resume for a given position (see Chapter 1).Say “I hope you can work that qualification in if you have an opening.”Although you don’t want to wear out your welcome and become a pest, try tokeep in touch with your references. Let them know how you’re doing. Takethem to coffee or lunch your bases with a reference folderA letter of recommendation isn’t particularly effective, but it is better thannothing in cases where a company disappears, your boss dies, or the refer-ence is difficult to reach. Begin now to collect praise in a reference folder,also called a reference dossier. Routinely arrange for a reference letter whenyou leave a job, as well as copies of your evaluation reports, and place themin the folder.
22_08037x 11/28/06 9:49 PM Page 285Chapter 15: References Safeguard Your Resume285Writing the recommendationWhat do you say in a recommendation letter?Jane was able to develop her assertivenessThe reference giver verifies an individual’sskills under my supervision. When she firstexperience, affirms competence, and addscame into the department as a payroll clerk, shecredibility. A strong reference letter typicallywas not as assertive as was necessary in deal-does some combination of the following:ing with the other departments when they werelate submitting time cards and payroll informa- Introduces the recommender, explainingtion. After taking an assertiveness course andthe recommender’s basis of knowledge fordeveloping great self-confidence, Jane wasthe referenceable to develop her conflict resolution skills and Confirms dates and job title(s)she was promoted twice in the accountingdepartment before leaving the company to take Identifies competencies, skills, and othera manager’s position elsewhere. I highly rec-qualifications that make the individual anommend her for her willingness to work onideal candidate for a potential employerareas in which she needed improvement. Describes performance and attitudeThe above example — plainspoken and warmly Highlights one or more exceptional qualitiessincere — praises a quality of interest to allwith an exampleemployers: willing worker takes steps toimprove job ’s an excerpt of an example highlighting anexceptional quality I received in a letter from aToronto, Canada, reader:You can’t assume recommenders will come up with the points and words youneed, so you may have to draft the letters and statements yourself. Try tohave each reference cover a different qualification with some overlap foremphasis. Tactfully offer to draft the letter to save your recommender else goes in your reference folder? Acclaimed Boston resume writerLouise Kursmark recommends a page or two of endorsements — the quotedactual words of several reference givers. “Each testimonial consists of about eight lines within quotation marks,”Kursmark says, “topped by a headline lauding an achievement — ‘TrustedManager Driving Results through Better Consumer Communication.’ Eachstatement is signed with the name, title, and company of the recommender.”Use the endorsement sheets as follow-ups to your resume to gain an inter-view, or to leave behind as reminders at interviews.
22_08037x 11/28/06 9:49 PM Page 286Part IV:You’ve Sent Your To Do Now 286A script to neutralize a damaging referenceKatie worked 18 months at a small company,Additionally, Katie should call the owner andwhere she received consistently good write-explain the situation, saying that she doesn’tups from the owner, but was fired by Jenny, awant to cause any problems but wants to besupervisor who was jealous of Katie’s positiveable to go to work. She should ask the owner torelationship with the company owner. Katie’sbe the one to provide future references since hefriend made some calls and verified that Jennyhas first-hand knowledge of her work and she’swas lying to prospective employers and tellingonly asking that he tell the truth. Katie shouldthem that Katie didn’t do her job and wasn’t aremind the owner that she had been at the com-good employee. What should Katie do topany for a year and a half, had a good trackimprove her reference from Jenny?record, good reviews, and until the particularrun-in with Jenny, everything had been Beshara’s inspired answerIf she can’t get the owner on the phone, KatieEnter Tony Beshara, a top-flight placement andshould write him a letter saying the same recruiting professional in Dallas, who gavething. The last thing the owner of a small com-Katie this terrific advice:pany wants is a lawsuit over an should call Jenny, speaking in a very calm,nonthreatening tone, saying that she under-When all efforts failstands a bad reference is being given and thatIf every effort Katie makes fails, and she is deadthe reference is closing doors to of an upcoming bad reference, BesharaKatie nicely, but firmly, tells Jenny that this hassuggests she say to interviewers: “I do haveto references with every previousIf Jenny is unresponsive or won’t come to theemployer. My last supervisor’s personality wasphone or return a voicemail — which is veryvery difficult. I believe she will not give me alikely — Katie should write a letter to Jenny withglowing reference. Others in the company willthe same message and send a copy of it to thetestify to my diligence and work ethic. I will pro-owner of the company. Katie doesn’t have tovide those names and numbers. So if you checkthreaten litigation in the letter because anyreferences with my previous employer, pleasebusiness manager with common sense will readcheck all of the people I was associated withbetween the lines that Katie’s next step is there.”to a last resort, Beshara recommends thatKatie’s goal is not a total reversal of the nega-Katie offer to work on a temporary basis for 90tive evaluation but to obtain a neutral (but notdays to prove herself, a willingness that alongmediocre) reference from the collateral good references, communicatesa brand of commitment that’s hard to out bad referencesIf you were axed or pressed to resign, or if you told your boss what youthought of him and quit, move immediately to damage-control if you were cool enough to obtain a letter of reference before you left,you absolutely must try to neutralize the reference.
22_08037x 11/28/06 9:49 PM Page 287Chapter 15: References Safeguard Your Resume287Appeal to a sense of fair play or guilt. Sometimes, just saying that you’resorry and you hope that the employer won’t keep you from earning a livingwill be enough. Sometimes it won’ you’ve tried and failed to overcome a bad reference, you have threeoptions: Drown the poor reference in large numbers of favorable references. Find a lawyer who, for $200 or so, will write a letter threatening legalaction for libel or slander to the person who is giving you a bad rap. Thisapproach is surprisingly effective. Continue your job hunt, concentrating on small firms that may not checkreferences or that may be more inclined to take a chance on everyoneWhen your job search is finished, remember your manners: Thank the peoplewho were willing to help you. Not only is it common courtesy but you neverknow when you’ll need them References without SheddingYour Cloak of SecrecyYou know that it’s smart to snare a new job before hanging it up at your cur-rent position. But the Catch-22 is that you can’t give as references your bossor other managers at your current company or your secrecy jig’s have two options for getting references while keeping your job searchunder wraps: Use the names of former supervisors at other companies, preferablypeople you have kept in touch with and tipped off in advance about yoursearch as well as reliable contacts from professional ’t give the names of co-workers or current suppliers or vendors: Youcan’t be sure they won’t inadvertently let slip that you’re on the market,or even purposely curry favor with your management by whispering inthe boss’s ear.
22_08037x 11/28/06 9:49 PM Page 288Part IV:You’ve Sent Your To Do Now 288 Emphasize to prospective employers that your job search is confiden-tial. When an offer looks eminent, say that upon receiving a signed offerletter, you will be pleased to have the prospective employer check withyour current management and that if you don’t stack up as expected,you understand the job offer is null and Enough Time for Skillful Reference ManagementIn this time-starved world, busy people may take longer than you expect tocome to your aid in perfecting a quality reference tool. When the timelinebetween your request for a reference and the giver’s follow-through seemsstretched beyond endurance, it helps to remember that you give the tardyreference a higher priority than does the recommender. A much higher yourself plenty of lead time to drum up reference deliveries frompeople who like you and would like to cheer you onward and upward, but,well, it’s a busy life.
23_08037x 11/28/06 9:52 PM Page 289Chapter 16Twisting in the Wind? Follow Up!In This Chapter Following up after sending your resume Handling voicemail like a pro Punching through screens to talk to the boss Adapting sales techniques that really work Applying the Follow-Up Matrix to best use your timeou submitted your resume describing how you qualify for a targetedYposition. It’s a work of art, a wow! Or so you thought. Four weeks havepassed and the silence is deafening. Except for an automated response ofreceipt, you’ve heard nothing. Doesn’t anyone care? You do. The problem is,you care more than the employer know that because I haven’t heard from a single employer complainingabout a lack of resumes. But the most-asked question I receive these days isthis one:My online resumes have gone missing; what can I do about it?The quick answer, assuming you didn’t set up your resume’s journey withnetworking or employee referrals in advance (see Chapter 3), is to learn theropes of resume postsubmission and to follow up in ways you never had tothink about -hunting dynamics have dramatically changed over the past half-dozenyears or so. Driven by the pull of market forces, and the push of governmentrules, and made possible by advancing technology (as I explain in Chapter 1),employers are having a hard time dealing with the zillions of resumes floatingaround the old advice of a decade ago, including my own, is outdated. Forget aboutamateurish messages that so politely ask someone who doesn’t know you tocall you back. Those were Clark Kent days. For job seekers, this is theSuperman age.
23_08037x 11/28/06 9:52 PM Page 290Part IV:You’ve Sent Your To Do Now 290This is the time to leap tall buildings doing battle for the job interviews youwant. This is the time to learn hard-hitting new tactics to turn the tide in yourfavor. This is the time to get very serious about using resume follow-up as acritical job search , you ask, in an age where time is rationed, isn’t solid follow-up a time-eating monster? Well, yes, it can be. Bird-dogging all of your resumes istimeconsuming. That’s why, later in this chapter, I present a new time-saving toolthat you can use to selectively choose which resumes to chase and which torelegate to second- and third-string you tough? Disciplined? Ready to charge ahead? If so, this chapter is foryou. In it, I suggest advanced tactics to reach out and snag interviews whileyour competition stands slack-jawed at the side of the road watching youmake Follow-Up Efforts Are Essential TodayWhen employers and recruiters don’t see the benefits of spending time talk-ing with you, they become masters of the game of “catch me if you can.” Evenif you do manage to talk your way through assistants and get managers onthe phone, they may be evasive, even brusque. Despite the risks of rudereceptions, learning the art of following up for something you want can beone of the smartest things you ever do for the following reasons: Lightning a hiring manager, who has been meaningto fill a position but has been too busy putting out fires, responds favor-ably to the candidate who happens to call on a day when the managerhas time to exhale. It’s a bit of the luck of the draw. Persistence employers wait to judge which candidateshave the most followthrough by how well they follow up. This “test”applies not only to sales but to other endeavors where a prized compe-tence is the ability to “stay on top of things.” Control empowers. By learning and adapting the successful strategiescrack sales professionals use to set an appointment, you dramaticallyreduce the amount of frustration, letdown, and low self-esteem youcould be feeling because you’re taking charge and doing everything youcan vast majority of employers — as many as eight of ten who use applicanttracking systems (see Chapter 6) — send out an automatic response to yourapplication. The response says you’ll be contacted if you match a job opening.
23_08037x 11/28/06 9:52 PM Page 291Chapter 16: Twisting in the Wind? Follow Up!291The automatic response rate of independent recruiters is unclear, but ifyou’re a potential candidate for a job opening they’re trying to fill, a recruiterwill call you fairly quickly; if not, you may get an autoresponse or you get a canned response, you won’t look like a quiz-show winner if youcall to ask a transparent question, “Did you receive my resume?” , say some version of the following script: an autoresponse message tells you that your resume has beenreceived, call the person to whom you sent it (usually a humanresources specialist) and ask what happened to it:Was my resume a match for an open position? Was my resumepassed onto a hiring manager? Can you tell me which manager? you find out the name of the hiring manager, try to contact that man-ager, because that’s who will quarterback the decision to hire you or nothire you. (See Chapter 2 for more about how to reach the hiring man-ager.) If you were referred by someone, such as an employee in anotherdepartment, use the following type of question:My name is Kelly Novak and I’m calling you because HenryJohannsen in engineering, who recommended that I send you myresume, says that you intend to hire a top-of-the-line planner assoonas possible. I’ve been able to design plans that were quicklyapproved by the California Coastal Commission. Would you like totalk with me before I leave on a scheduled vacation?And if you don’t have a name to throw around, try a question likethisone:I’ve had strong interest from another employer, which prompts me toask whether you had planned to contact me within the week? Yourcompany has a good reputation and I’d like to meet with you beforemaking other commitments. Does this week work for you?Questions to Ask Yourself Before Following UpWhen you’re uncertain about how to make employers and recruiters hearwhat you’re saying and offer you an interview, plan your follow-up campaignin advance. These questions and answers can help you fill in the blanks.
23_08037x 11/28/06 9:52 PM Page 292Part IV:You’ve Sent Your To Do Now 292Should I phone or e-mail my follow-up?Resume blasting rarely gets interviews. E-mail pitches rarely get search experts agree with Jeffrey E. Christian, CEO of Christian &Timers, a prominent executive search firm headquartered in explains that you shouldn’t spend time hiding behind technologylike e-mail and instead do three things: Call, call, and call. “The old-fashionedpersonal call is the new way to go these days,” Christian may argue with that judgment, noting that you lose your nerve and don’tcome across as accomplished and confident and so you should stick withe-mail. You think some “shy” people just can’t sell themselves on the phoneeven if they can sell other may be right. Telemarketing yourself is tough stuff. So is getting yourselfrecognized on the Internet. You probably need help from others in overcom-ing might gather several jobless friends and practice on each other. Or goway out and take a temp job as a telemarketer to become somewhat desensi-tized to rejection after rejection. You may never become really comfortablepitching yourself, but at least you won’t faint or fold when you’re told to “getoff this phone and never call me again!”The consensus of specialists in job search and sales is that human voices aremore persuasive than e-mail messages. E-mail can, however, pave the way foryour phone call. You might address a hiring manager and say:My proven background in supply chain management looks like a good fit foryour advertised requirements and my qualifications for the assistant man-ager position. I’m unsure whether you’re at the interview phase yet but Iwould be delighted to answer any preliminary questions you may have. I’llcall you tomorrow at 9:30 if the ad says “no phone calls”?Call and call again. You’ll get your share of hang-ups and rude responses(“Can’t you read, you cluck?”), but you’ll also get some positive you’re told to bug off, be ready with an immediate hook that grabsattention:I understand you don’t want to be swamped with unqualified candidates, butthat’s not me. My team cut inventory losses by 30 percent in nine months. Iwas a key team member and I’m ready to make similar savings happen foryou. My accomplishments and future value to your company are much toogood to pass up. Can we talk sometime this week?
23_08037x 11/28/06 9:52 PM Page 293Chapter 16: Twisting in the Wind? Follow Up!293Your challenge is to prepare a memorable, brief statement — a sound bite —designed to melt a hiring manager’s frosty no-calls defense shield. Promisegood things but avoid specifics until you’re you’re stonewalled by a gatekeeper — administrative assistant or HR specialist — with a no-calls defense shield, you can modify your response topush for an interview or a good time to call back. More likely, you’re going tohave to skirt the gatekeeper by calling before and after the workday hourswhen screeners aren’t so likely to be answering the is the most powerful opening statement I can make?The most powerful message to launch your call is to immediately mentionthe name of someone who referred you, someone who the hiring managercares about. This may be a company executive, company employee, client,fellow professional, family member, lodge brother, and so Lemke, this book’s technical reviewer, says that the second most power-ful statement is to start out by mentioning that you’re currently working foror recently left the employment of a major are other compelling opening statements?Your accomplishments and results in past jobs or endeavors are what giveyour pitch a critical edge. Here are several examples:In my current position, I led a team to develop new sales strategies whichthis year boosted each store’s sales by $90,000 per was vice president of the campus economics club – second in leadershipfor 45 members. Our competitive project, which I chaired, was rated tops ina national my employer’s offshored customer service experiment failed, thedepartment was recalled to Florida. I put in place a new process to handlecomplaints that boosted customer satisfaction by 45 making your accomplishment opening statement, follow with a requestto meet face to face: “If you’re interested in knowing more about that, can weschedule a time when I could come in for a short talk?”
23_08037x 11/28/06 9:52 PM Page 294Part IV:You’ve Sent Your To Do Now 294How much information can I find out from a central phone operator?If the company you’re calling employs a central phone operator or reception-ist, you may get lucky and find out the very information you need from thatindividual to follow up on your road block: Companies sometimes slam on an information freeze thatforbids releasing the names of their employees. The companies train peoplewho answer phones to conform to the no-loose-lips policy. (Read the nextquestion for some ideas on how to counter an information freeze.)In many offices, the central phone operator is a welcoming individual who’sprobably treated like a robot and will buy into an approach that recognizesher or his inner human being. Be friendly, and then say something like this:I’m sure the incoming calls keep you hopping, so please put me on holdwhen you find it necessary. Please tell me, who is the manager for the newproduct marketing department? Oh thank you. I appreciate your help. Andcould you also tell me who the manager reports to? Thanks a you’re bonding with the central phone operator — you may be the only realconversation the operator has in a long day of fielding call after call — go forbroke. Ask for the manager’s secretary’s name, best time to call, how to pro-nounce the manager’s name and does the manager work early, late, or week-ends. Aim to uncover your target’s direct telephone number — or hisextension number, from which you can figure out the direct you can use the old top-down approach: Call the manager’s boss, whowill probably refer you to the manager. But now when you call the manageryou say you’ve been referred by his boss, which will get you more are some tips to get past screeners, . gatekeepers?Start with a charm offensive on every gatekeeper you encounter. Leave con-frontational behavior to amateurs. Think of gatekeepers as human toggleswitches that either pass you on to your target or off to the following phone techniques that have been worked out by legions ofsuccessful salespeople and recruiters since the telephone was invented: Name identification:When you don’t know who the hiring decision-maker is, start easy by just asking a receptionist: “I’m trying to locateyour company’s sales manager for Western Ohio. Who is that, please?”
23_08037x 11/28/06 9:52 PM Page 295Chapter 16: Twisting in the Wind? Follow Up!295What’s behind the no-loose-lips policies?Reasons central phone operators are trainedbut are delivered with seeming sincerity. Fornot to give out employee names range fromexample, a recruiter calls a receptionist andconcerns about employee privacy to concernsbegins the ruse:about employees wasting time on nonproduc-One of your nuclear engineers left me ative phone calls. The most colorful reason ismessage that he said was urgent but aimed at preventing competitors from raiding amy daughter wrote it down in invisible inkcompany’s best I could read only part of it — Bob or BillHere’s the inside story: Some recruiters haveSomething — before the dog lapped it up —made an art form of spinning fictional tall vet bill — and I wonder whether youThe tales are deceptions fed to receptionists tocan think who it might be? Who in yourpry out names of skilled employees whom thenuclear engineering department could haverecruiters wish to pirate for their own me?The fiction is called “pretexting” or “rusing.”Recruiters who’ve gone “rusing” in the past tellThe pretexts can be wild and barely believableme it works more often than you might the decision-maker’s name is protected like a national security assetand you know the easily found extension for the sales department (ext. 123), call related extensions (121, 122, 124, and 125) and say toanyone who answers, “Oh gee, I was trying to call the sales manager.” Anemployee untrained in the use of no-loose-lips scripts may tell you whatyou seek. Readiness alert:Be prepared with your elevator speech (30-secondsummary of who you are and your selling points for the target jobs) incase the sales manager answers one of your through digital walls is easier when you realize that gatekeep-ing scripts don’t vary much; almost all require your name, company, andpurpose of call before the gatekeeper decides what to do with you. Ideal screen buster:The best tip is sailing in on the wings of a mutualacquaintance: “This is John Jason. Tim Pitman, a fellow professional ofyour boss, thinks your boss and I should talk.” If coattail wings aren’tavailable, throw a curve ball into the gatekeeper’s script and take chargeof the conversation. Do it by interrupting her script. Sound first : Good morning. To whom am I speaking?Gatekeeper: This is : Lois, good morning. This is John Jason calling for : You interrupted the script! The gatekeeper may assume youwork in the company or are an approved vendor and pass you on.
23_08037x 11/28/06 9:52 PM Page 296Part IV:You’ve Sent Your To Do Now 296When you suspect a first-name-only approach is too cheeky for the situa-tion, modify: “Can I speak to David (small pause), David Wintergate?” Ifthe gatekeeper asks you to repeat who is calling, use the same formula:“John (small pause), John Jason.” The implication is that you know what if the gatekeeper is super diligent and wants chapter-and-versedetail on your call’s purpose? Try this:Lois, I appreciate why you’re asking that question. You see, my callinvolves confidentiality concerning my mastery of a business processin which David has expressed a current interest. I believe that needsto start with David and we can move forward from there. Please con-nect me. Thank you. (Say “thank you” often.) New good buddy:By being friendly, sincere, warm, and humorous, andasking for help, you may convert the gatekeeper to an asked for your company connection; say:I’m calling as an individual asked why you’re calling, skip phony reasons like “It’s a personalmatter.” That wheeze falls on deaf ears. Instead, research pays:I understand that your boss has a mandate to cut costs. I’ve had seri-ous experience with cost trimming, saving 10 percent and more. Ithink he’d get value in speaking with me for a few minutes. I needyour help in arranging to speak to “I’m here to help” approach allows the gatekeeper to present you asa solution to the hiring manager’s problem, not as a pesky job to the patter you use with a central phone operator or reception-ist, encourage your newfound mentor/coach to name the best and worsttimes to call, how to pronounce the boss’s name if it’s unusual, and forthe boss’s e-mail address. You’re building the gatekeeper a note of appreciation, or perhaps an e-card from acommercial online greeting card service. What can I do if I keep getting booted to voicemail? When you can’t break through voicemail, leave a short message showingupbeat interest, not desperation — and a time when you will call name is Maureen Farmer, and I’m calling you because I’ve successfullyoutgrown my job, and you have a reputation for running a progressivedepartment. I think you have my resume. If you like what you see, can wetalk? I’ll call you tomorrow morning at 11:30 to set a convenient time.
23_08037x 11/28/06 9:52 PM Page 297Chapter 16: Twisting in the Wind? Follow Up!297Pronounce your name clearly and say your telephone number at a moderatepace. Give the hiring manager a chance to write it down without replaying themessage. Otherwise, the manager hears a “garbledrushofwords” and decides“Idon’thavetimeforthis, and moves often should you call? Some very smart experts suggest calling everyfive to ten days until you’re threatened with arrest if you call again. But busyemployers insist that — unless you’re in sales or another field requiring ademonstration of persistence — after you’re certain your resume wasreceived, call one to two weeks later, and then no more than once every threeto four you don’t want to become a pest, the volume of resumes in the NewEra job market is turned up beyond rock-concert level. If your decision isbetween not being a pest or being ignored, tilt toward more up by phone is your most effective tool, but you can, from time totime, substitute contacts by sending notes or e-mail with additional factsabout your qualifications, ideas to solve a problem you know the company isfacing, a news clipping of mutual interest, or just an expression of our contin-uing interest in working for the company and the your telephone number blocked from caller ID? Two dozen hang-ups makeyou look decidedly shouldn’t I leave a message askingthe target to call me back?Because “They’re not going to do it,” says sales expert George R. Walther,author of Heat Up Your Cold Calls (Kaplan Publishing, 2005). Speaking fromthe sales trenches, Walther explains that when you wash out on your firstvoicemail call, it’s a big mistake to leave your name and number and askemployers to call you back. Instead leave a very brief message indicating thatyou will call again at a specific time. You may have to make a dozen callsbefore connecting, each time again giving a time frame for your next call. Thetrick, Walther observes, is to Set a specific time and keep your word, which makes you look like a reli-able person. Use phrases that prevent the target from feeling “guilty” for missing yourcall after call. (“Please don’t feel bad about missing my call. Afternoonsmay be better for you . . .”)Find a hook for each time you call back. Here are examples from executivesearch firm guru Jeffrey Christian, who says it’s a good idea to make eachmessage cite a different accomplishment:
23_08037x 11/28/06 9:52 PM Page 298Part IV:You’ve Sent Your To Do Now 298 Monday: Sorry I missed you; I’ll try again Wednesday afternoon. I’mhoping to meet and go into detail about my sales channel strategy,which could work very well for you. Wednesday: Too bad we missed connecting today. I’ll get back to youtomorrow to explain how I worked the lost-customer database andreclaimed 38 percent of them as paying customers. Until tomorrow, then . . . Thursday: You undoubtedly have your plate full, which is why you needto meet with me — I’m persistent and I follow through. I’ll get back withyou next week. I want to can I keep track of all my calls,e-mails, and contacts as I follow up?You can fall back on the usual suspects: notebooks, card files, Excel, oranother computer spreadsheet , you can use a new Web-based program called JibberJobber(), which at this writing is free. JibberJobber allowsyou to enter information about your job search and not have to worry abouthow to set up or design the organizational system. You have to play aroundwith it a little to get started, but you need not be technically is it time to throw in the towel and move on?Suppose you do reach the hiring manager but just can’t close the interviewinvitation. Salvage something of your time and effort. Ask the “Who should Icall?” question. Does the manager, whom we’ll name Buz Shore, know anyoneat another good company who might gain by talking with you? You begin thatcall with a referral: “Buz Shore over at Top Ship suggested we might meet fora discussion of mutual benefit.”Or suppose you never reach the hiring manager despite your dedicatedeffort. When is it time to say I’ve done all I can do and I’ll explore otheropportunities?I asked Tony Beshara that question. Beshara is the author of The JobSearchSolution(AMACOM Books, 2006). A dynamo, Beshara runs Babich andAssociates, one of America’s most successful job placement firms, and hasyears of experience in working follow-up campaigns.
23_08037x 11/28/06 9:52 PM Page 299Chapter 16: Twisting in the Wind? Follow Up!299Answering the question about when it’s time to give up and pursue otheropportunities, Beshara shared his rule of thumb: “I move on after about 15calls spread out over two months.”Monitoring Your Follow-up EffortsWhen you’ve sent out a boatload of resumes and are hardly, if ever, contactedfor a job interview, you know it’s time to power up your the big question becomes how much time you should spend on eachfollow-up mission. You could make a trip to Mars faster than you could chaseafter all your resume submissions. You may even be thinking that the old80/20 rule, which says only 20 percent of your job search activities produce80 percent of results, applies to resume , I don’t know whether the 80/20 rule has any merit here. But I am sureyou should be selective about the efforts you make for each resume submis-sion. Here’s an 16-1 shows a Resume Follow-Up Matrix. It’s a tool you can use to makeobjective and comparative judgments about which resume submissions offeryou the biggest returns for your time Matrix, which was created by James M. Lemke, this book’s technicalreviewer, and John S. Gill, my technical associate,allows a simple, easy com-parison of jobs for which you’ve thrown your hat in the ring. It spotlights themost promising jobs for you personally that you should pursue quickly, andtags the less promising jobs that can wait until you have time on your the Follow-Up MatrixThe Follow-Up Matrix is divided into six main factors. The factors are dividedinto five value levels ranging from 0 to 4 (see the Values Key). The values arebased on the presumed quality of the position for which the resume was won’t have all the information for each category. You may have to makesome educated guesses. But if you follow the New Era strategy of customizingyour resume to each position, you’ll have more than normal research at values inserted in each category of the Matrix are subjective. If you dis-agree with the examples, substitute your preferences to reflect your viewsabout what’s hot and what’s not about any new position.
23_08037x 11/28/06 9:52 PM Page 300Part IV:You’ve Sent Your To Do Now 300Lemke-GillRESUME FOLLOW-UP MATRIXJob 1Job 2Job 3Job 4Job 5Your fitCompany/IndustrySalary/BenefitsTrainingLocationPersonal FactorsTotalFigure 16-1: The Resume Follow-Up , you can change the point values in any category to suit , for example, avoiding commuter stress is overwhelmingly important toyou and you’re willing to accept less in every other factor (like pay and train-ing) for a job that’s ten minutes from your residence, add 5 to 10 points to theneighborhood on the Follow-Up MatrixThe following are some considerations that you may want to keep in mindwhen mulling over your options. Fit: How well do your qualifications align with the position’s statedrequirements? For example, if there are six requirements, how many canyou match with qualifications?
23_08037x 11/28/06 9:52 PM Page 301Chapter 16: Twisting in the Wind? Follow Up!301 Company/Industry:Does the employer’s focus reflect your own inter-ests and culture? Is the company stable, an industry leader? Salary/Benefits: Does the compensation package, if revealed, fit withinyour desired range? When you can’t find out, award average points. get an idea of what the position should pay. Doesthe company pay college tuition? Training:Working with a progressive company that has the latest tech-nology and generous training opportunities helps keep your skills up todate and marketable. Location:In your area, the time, stress, and expense of commuting you must move to another section of the country, considerrelocation (relo) costs and who pays them, as well as the availability ofhousing and transportation, and the quality of schools, recreationalfacilities, and lifestyle. Personal Factors: Figure out what counts most with you and switch thevalues to conform to those things. Working mothers might choose tokeep “Telecommuting and Life/Work Fit” as the top value. Baby boomersmight value “flexible hours or part-time work.” It’s your you sent a resume for a job that you give 4 points in each of the six cate-gories, that’s 24 points and you should run, not walk, to follow up on thatwinner. By contrast, if you sent a resume for a position that you give only 1point in each of the six categories, depending on what else is on your plate atthe time, you may want to exert a minimum of effort to follow up on Values KeyFill in each job’s six factors using this key (which you should feel free tochange if the values differ from your own).Fit0 = Not qualified at all, but I’m desperate 1 = I think I could do the job, but my resume says no2 = I’m qualified but so are many others3 = I’m very qualified so I should get noticed4 = I’m extremely qualified and can make an immediate impact
23_08037x 11/28/06 9:52 PM Page 302Part IV:You’ve Sent Your To Do Now 302Company/Industry0 = No future/too many layoffs1= Steady/limited growth opportunities2 = Solid performer3 = Industry leader4 = Bleeding edge leaderSalary/Benefits0 = Unemployment better option1 = Beats unemployment2 = Average3 = Great4 = OutstandingTraining0 = Going nowhere job1 = Little training/old technology2 = Some training/current technology3 = Good training/new technology4 = Great training/new technologyLocation0 = Ghastly commute/unpaid relo to swamp land1 = Each way 1 hour2 = Each way 30-45 minutes3 = Less than 30 minutes each way/mass transit4 = Home office, or paid relo to paradise
23_08037x 11/28/06 9:52 PM Page 303Chapter 16: Twisting in the Wind? Follow Up!303Personal Factors0 = Wrong culture1 = Plenty of women/men2 = Fancy office 3 = Telecommuting4 = Work/life balanceChecking out a sample MatrixFigure 16-2 illustrates how the Resume Follow-Up Matrix helps you allocateyour follow-up time. Go after Job 2 and Job 3 immediately. Follow up on Job 5and Job 1 when convenient. Don’t waste your time on Job 1Job 2Job 3Job 4Job 5Your fit04112Company/Industry34302Salary/Benefits04433Training24301Location24201Personal Factors14101Total82414410Figure 16-2: Example of how you might use the Resume Follow-Up Matrix.
23_08037x 11/28/06 9:52 PM Page 304Part IV:You’ve Sent Your To Do Now 304Fast-Tracking Your Successful Follow-UpAlthough following up does take an investment of your time, it need not suckall the oxygen from your life’s free hours. The Resume Follow-Up Matrixencourages smart time management while reminding you that good things nolonger come to he or she who the wait is longer than you expect. Many people think the hiring cycleis about 30 to 45 days, when the actual figure is closer to 90 to 120 days, sayveteran job placement experts. Any number of things delay decisive employment action: The first choicecandidate backs out, employers change their priorities while dealing with acrisis, management freezes budgets, hiring managers go on vacation, orrumors surface of an impending merger, to name a seekers who diligently follow up resume submissions sometimes dis-cover that on their fifth or sixth call to a target company, seven or eightweeks later, that the company’s interviewing process has risen from the deadand given new emphasis. There you are, metaphorically speaking: on theright street corner at the right time when the right bus comes along — andyou get on the bus.
24_08037x 11/28/06 9:48 PM Page 305Chapter 17Almost Got the Interview Date?Read This FirstIn This Chapter Setting or rescheduling a mutually agreeable interview date Assuring same-room interviews Showing enthusiasm without losing money Handling a rush of employer interest Paying for travel interviewso you’ve sent out your resumes and been tapped for an interview. NowSit’s merely a matter of the where and when. At this point, nothing canmonkey-wrench your meeting. Or can it? The inconvenient answer is “yes.”Countless factors that are beyond your control — such as a sudden budgetcrunch that kills the position — can derail your home-stretch run for promis-ing , most of the accidents waiting to happen are small things you cancontrol. Unfortunately, even small missteps can have a big bad impact. Tomake sure you don’t snatch defeat from the jaws of victory, here are five illus-trations of developments where little things mean a lot to your Your Job Conflicts with an Interview DateYou’re employed, with a hectic job, which is one reason you want to make agetaway. A recruiter contacts you with an interesting interview request tomeet with a hiring manager. The problem is the manager wants to meet withyou during a busy work day.
24_08037x 11/28/06 9:48 PM Page 306Part IV: You’ve Sent Your Wow. What To Do Now 306If you have no vacation or other leave time available and you’ve replacedevery tooth in your mouth, your best option is to frame your proposal for anight or weekend meeting in terms of your honorable work ethic:I am excited about meeting with Harry Lucas but, in good conscience, I can’tcheat my current company and take a work day off to do so right is counting on me to complete a company-wide inventoryall next week. When I sent you my resume as a candidate for your opentechnical service position, I knew that I am probably a close match for thejob. Your position requires A, B, and C. And, as you noted on my resume,Ihave a dozen highly productive years’ experience in A, B, and C. Can wepossibly set up an early evening meeting, say Tuesday or Wednesday?Should an emergency arise at your present job requiring you to change aninterview time, use the same approach — you’re a conscientious employeeand never let your team down. Just remember, rescheduling an interviewonce is risky; twice is -to-Face Beats Ear-to-EarTelephone interviews are screening interviews to find out whether you’reworth the investment of time that a regular interview requires. You aren’tgoing to be hired for a good job until you get in the same room with a personwho has the authority to hire you. That’s why even in a formal telephoneinterview with a screener you should keep pushing for a face-to-face way to earn a face-to-face interview is to hold back on a few key ques-tions to give the decision-maker a reason to see you. Decide in advancewhich likely important questions you’ll use to leverage a meeting with ahiring authority, who typically is the manager to whom you would report. Youmight say something like this in response to a question:With my skills in management, it’s one that I feel I can’t adequately answerover the telephone. Can we set up a meeting so that I can better explainhow my qualifications dovetail with your stated requirements? I’m free onTuesday morning. Is that a good time for you?Whenever possible, avoid answering employment questions on a mobilephone; they have a propensity for audio mishaps. (“Can you hear me now?”)Say you’ll call right back on a landline.
24_08037x 11/28/06 9:48 PM Page 307Chapter 17: Almost Got the Interview Date? Read This First307Going Overboard on Ardor Can Cost You MoneyAccepting an interview invitation is cause for celebration. But when you’remaking the interview arrangements, be friendly and agreeable, warm andpleasant, but show a little restraint. Exhibiting thrilled, puppy-dog excitementand face-licking gratitude can plant the idea that you’re desperate and willingto accept below-market-rate pay, as well as raise doubts about why you’redesperate for new employment. Set up the interview appointment as thoughyou’re looking forward to it but not because you “need” the and youthful enthusiasm work well for young graduates but not so wellfor job seekers over the age of 25. It’s a negotiation the Interview Is Out of Town If a company contacts you and requires an out-of-town interview, the com-pany should pick up the you made the contact, the issue is murkier. A cool way to find out who willpay travel costs for you to travel for a company-site interview is to finessethe question. Here are two examples:Should I contact your company’s travel department or do you use an outsidetravel agent?Will your company be making the travel arrangements for me?If you’re on your own for travel costs, your decision may be difficult. It helpsif the interviewing location is in a pleasant spot and you can combine yourtrip with a little vacation (ask your tax adviser if the travel is deductible).If you’re a starving college senior or a new graduate, you can get away withpleading poverty, saying you’d love to come see them in a city far away butthat you spent your last dime getting the quality education that qualifies youas a candidate for employment by the target and nonprofit organizations may have a policy requiring all candi-dates to pay their own interview travel expense. Don’t reject the interviewinvitation outright; accept it. You can always cancel later.
24_08037x 11/28/06 9:48 PM Page 308Part IV: You’ve Sent Your Wow. What To Do Now 308Take stock of your situation and determine whether you can make the tripwork: Do you have a friend or family member who will welcome you as aguest? Can you get a cheap flight? Can you double (or triple) up and inter-view with other prospective employers in the area?Making the Most of Your MomentYou seem to be the candidate of the hour: Four companies are requestingyour presence for an interview — all in the same week! What a happydilemma, you it is, particularly because you can put yourself in the best position possible — and get a little interviewing practice — if you utilize the followingstrategy: the Resume Follow-Up Matrix in Chapter the four companies from one to four, with one being your with numbers three and four first, and one and two only will you be in interviewing mode by the time you talk with your toppicks, but companies number three and four may make you an offer that youcan use to leverage a quicker decision by your top and set up your interviews quickly. If you don’t move fast enough toschedule an interview, an employer who’s impatient to fill the position maymake a choice before seeing you. It’s unlikely, but Things Do Mean a LotWhen the interview you want is within grabbing distance, you’ll have otherissues to address and choices to make — some of which may seem insignifi-cant. Try not to ignore the small stuff. It can come back to bite you.
25_08037x 11/28/06 9:48 PM Page 309Part VThe Part of Tens
25_08037x 11/28/06 9:48 PM Page 310In this part . . .uick tips and checklists for perfecting your resumesQmake up this part. I show you how to back up yourclaims, find an effective resume writer when you want tocall in a pro, how to sidestep common mistakes, and giveyour resumes a last once-over to make sure they’reOnTarget.
26_08037x 11/28/06 9:51 PM Page 311Chapter 18Ten (×3) Ways to Prove Your ClaimsIn This Chapter Ten number statements to prove your accomplishments Ten percentage statements to document your claims Ten dollar-amount statements to back your resultso you have excellent communications skills, or you meet people well, orSyou can make a computer work magic. At least, that’s what you can I (an employer) believe you?I’m more likely to believe your claims of skills and accomplishments whenyou back them up with good start on backing up your statements is measuringthem with numbers,percentages, and dollar the following statements in Column A with the statements inColumn B. Which is the strongest, most attention-grabbing, most convincing?Column AColumn BEasy Ways to Be More Popular50 Easy Ways to Be More PopularTowels on SaleTowels 40% OffDesigned internal companyDesigned $30 million self-insured health insurance plan to replaceplan, saving estimated $5 million per yearoutside plan at great previous external plan.
26_08037x 11/28/06 9:51 PM Page 312Part V:The Part of Tens 312I think you’ll agree that the Column B statements win hands down! The take-home message is measure, measure, at the following state-ments in the three categories of numbers, percentages, and dollar in the blanks as a reminder to measure your accomplishments It with Numbers1.__ (#) years of extensive experience in __________________ ____ (#) awards for ____ (#) full-time and ____ (#) part-time by __________________ (a number of notable people) as a __________________ (something good that they said about you) for excellent ______________ (an accomplishment or skill). a staff of ____ (#). ____ (#) staff members in ______________ (period of time),increasing overall ____ (# of products) in ______________ (period of time), ranking____ (1st, 2nd, 3rd) in sales in a company of ____ (#) goals in __ (#) years/months/days, establishing my employeras ____ (1st, 2nd, 3rd, or whatever number) in only ____ (#) days of work out of ____ (#) ____ (#) (executives, supervisors, technical directors, others).Say It with ______________(your top proficiency) skills, which resulted in ____ (%) increase/decrease in ______________ (sales, revenues, profits,clients, expenses, costs, charges). as a leader in company, using strong skills to effect a/an ____(%) increase in team/co-worker production.
26_08037x 11/28/06 9:51 PM Page 313Chapter 18: Ten (×3) Ways to Prove Your ______________ (industry procedure), decreasing hoursspent on task by ____ (%). extensive ______________ (several skills) to increase customer/member base by ____ (%). __ (%) of tuition/education/own within the top ____ (%) of for an estimated __ (%) of employer’s success in______________ (functional area/market). customer relations issues, increasing customer satisfaction by ____ (%). ______________ (an industry problem), increasing productiv-ity by ____ (%). ______________ (an industry tool), resulting in ____ (%)increase in It with Dollar entire ______________ (a department) staff, decreasingmiddle-management costs by ____ ($). computer upgrade for office, saving the company ____ ($) inpaid the need for ______________ (one or several positions in company), decreasing payroll by __ ($). ____ ($) in sales per ____ ($) in memberships and the opening/construction of new location, completing task at ____ ($) under projected entire ______________ program, which earned ____ ($) in company revenues.
26_08037x 11/28/06 9:51 PM Page 314Part V:The Part of Tens new ______________ system, saving ____ ($) daily/weekly/monthly/ cost of ______________ (substantial service) by developing and implementing a new ______________ system at the bargain price of____ ($). ______________ (organization/system/product) to result in asavings of ____ ($).
27_08037x 11/28/06 9:51 PM Page 315Chapter 19Ten Ways to Improve Your ResumeIn This Chapter Eliminating anything that doesn’t support the job you’re targeting Not pussyfooting around about what you’re applying for Finding success in the 5 percent rulehink your resume could sparkle with a few tweaks? Here are ten easyTfixes to power up to OnTarget Your Resume to the JobTo dart past job software filters, a resume must closely meet the require-ments in the job description. If you know what company recruiters are look-ing for, make sure you put it in the top quarter of your resume. If insteadyou’re posting your resume in databanks, research the career field for typicalrequirements and include those that apply to Bulleted Style for Easy ReadingUsing one- or two-liners opens up your resume with white space, making itmore appealing to read. Professional advertising copywriters know that bigblocks of text suffocate readers. Let your words breathe!Discover Art of Lost ArticlesAlthough using articles — “a,” “an,” and “the” — in your resume isn’t wrong,try deleting them for a crisper and snappier end result. Recruiters andemployers expect to read resumes in compact phrases, not fully developedsentences.
27_08037x 11/28/06 9:51 PM Page 316Part V:The Part of Tens 316The first person “I” is another word that your resume doesn’t need. Look atthe following examples:With ArticlesWithout ArticlesI report to the plant manager of the Report to plant manager of largest largest manufacturer of silicone-manufacturer of silicone-based based waxes and and worked as the only administrative Worked as only administrative person on a large construction on large construction , Don’t TellForget sticking to the old naming-your-previous-responsibilities listing “Responsible for XYZ” doesn’t assure the recruiter that youmet your responsibility or that the result of your efforts was worth themoney someone paid contrast, read over your resume and make sure you have answered thatpesky “So what?” question, which is lying in ambush for each bit of informa-tion you mention. Try to imagine what’s running through a recruiter’s mindwhen you relate that you were responsible for XYZ: So what? Who cares?What’s in it for me?Anticipate those questions and answer them before arecruiter has a chance to toss your resume. (Chapter 5 discusses this advicein more detail.)Show Off Your AssetsRecruiters are wild about snaring the cream of the crop. If you’re in the top 5percent of any significant group (graduation, sales, attendance record, perfor-mance ratings) make sure that fact appears prominently on your Sure Your Words Play Well TogetherOld wisdom:Use a lot of action verbs to perk up reading interest in resumes(see Chapter 7). Later wisdom:Cash in some of the action verbs for nouns,the keywords that ward off anonymity in sleeping resume databases. New wisdom:Use both nouns and verbs.
27_08037x 11/28/06 9:51 PM Page 317Chapter 19: Ten Ways to Improve Your Resume317Just don’t mix noun and verb phrases in the same resume section. The fol-lowing example :•Founded start-up, achieving positive cash flow and real profits in thefirst year. [verb]•President of point-of-sale products. [noun]•Proven ability for representation of high technology products. [noun]•Consistently achieved highest profit in 45-year-old company history.[verb]Change the noun statements to be consistent with the verb statements:•Served as president of point-of-sale products.•Proved ability to represent high-technology instructors call this agreeable notion parallel Out with StrengthHighlight the qualifications and past job activities that speak to the kind ofjob you want and the skills you want to use. If, for instance, you want to tran-sition from military training to civilian training, remain riveted to your train-ing skills without diluting your message by mentioning your ability to useseveral simple computer programs. Don’t muddle your resume’s message with minor skills or skills you no longerwish to use; stay on a Wimpy ObjectiveImagine an actor striding onto a stage, stopping, and then standing there likea log addressing the audience: “I came to find out what you can do for me.”Not exactly a curtain raiser — any more than beginning your resume withsimply awful objective statements like: “Seeking a chance for advancement,”or “where my skills will be utilized.”
27_08037x 11/28/06 9:51 PM Page 318Part V:The Part of Tens 318Retire trite messages like this one: “To obtain a responsible job with “chal-lenging and rewarding duties.” Does someone out there really want an irre-sponsible position? One that’s dull and unrewarding?Be an editor! Draw a line through wussy wording that leaves everyone won-dering whether you’re a washout. Your statement can be simple, yet effective:“Management position in finance where more than ten years’ experience willstrengthen the bottom line.”Check the Horse’s MouthPick up the phone and call the HR department where you want to work andare about to submit your resume. Ask: “Before I send you my resume online, I want to get the facts. Do you accept MS Word attachments, store them asformatted documents, and route them to line managers as images?”If the answer is yes,wrap fish in that ugly ASCII plain text resume and throw itaway, reveling in the fact that you’ll get to send the attractive version of yourresume. If the answer is no,well, good try in this era of transition. After all,ugly is still better than the “Leave-Outs”Eliminate clutter by removing useless information that doesn’t support rea-sons you’re a qualified candidate. Here’s a short list of the worst offenders: “References available on request.” Listing the actual references on yourresume is even worse. Your Social Security number or driver’s license number. The date your resume was prepared. Your company’s telephone number. Your high school or grammar school if you’re a college graduate. Dates you spent involved in college extracurricular activities. Dates you were involved with professional or civic organizations unlessusing them to fill in gaps or add heft to your claims. Names of (human) past employers; put these on your reference sheetwith contact information.
28_08037x 11/28/06 9:51 PM Page 319Chapter 20Ten Tips on Choosing ProfessionalResume HelpIn This Chapter Selecting a professional resume writer Checking out the goods Shopping for price quoteso use a professional resume writer or not? That is the “No!”answers one recruiter, “I don’t recommend professional services. Writeyour own. Interviewers have certain expectations from the resume. When aprofessional writer creates an overblown image that you can’t live up to, theinterview crashes because the interviewer feels she’s been fooled. Thatwastes everyone’s time, including yours.”“Yes!”Another career counselor disagrees: “Seldom would I recommend thatjob seekers write their own resumes, regardless of their intelligence or writ-ing ability. They lack objectivity. They often spin their wheels focusing on thewrong things, either over- or underreacting to their experiences.”These two opinions differ because effectively packaging yourself on paper isnot a naturally acquired ability but a skill you purposely set out to come down on the side of the second counselor’s opinion — use a pro towrite your resume, if you wish. You should, however, organize your ownmaterial to present to the professional writer just as you organize your taxesto hand over to an accountant. The reason is simple: Organizing your infor-mation primes your mind for job interviews.
28_08037x 11/28/06 9:51 PM Page 320Part V:The Part of Tens 320In an age of personalization — personal financial advisers, personal trainers,personal tax preparers, personal career coaches — why not a personalresume pro? Prime candidates for resume services are first-time resume writ-ers, people with a checkerboard history, and people who haven’t thoughtabout resumes in years. Follow these tips to choose a personal resume a Resume Writing Service, Not a Clerical ServiceMany clerical servicesdo a nice job of word processing your resume for a fairprice of $100 or more. A clerical service is a useful option if that’s all most people need much more, and clerical services are in a differentbusiness from professional resume writing services sell suchclerical processes as keyboarding and printing. Resume firms sell specializedknowledge in fluently articulating what you want to do and the evidence thatproves you can do resume pro knows a great deal about the business of marketing you toemployers, has the latest trends and buzzwords on tap, and coaches youthrough potholes in your Around for a Great Resume ProAfter you’ve decided to use a resume professional, your next step is finding awinner. The best way to do so is to get a referral, either from a satisfied cus-tomer or from someone in the business — a local career center consultant,recruiter, employment agency consultant, or outplacement you’re being laid off, inquire within your corporate human resource depart-ment. These people often know who’s doing the best fact that a resume firm has been in business for a long time and has donethousands of resumes is no guarantee of competence — but it’s a sign thatsome customers must like what they do and have spread the word. Theacceptance of major credit cards is another indicator of stability.
28_08037x 11/28/06 9:51 PM Page 321Chapter 20: Ten Tips on Choosing Professional Resume Help321Request a Free Initial ConsultationRequest a free, brief, get-acquainted meeting in person or on the not to the boss or a sales representative, but to the writer. The samefirm can have good and poor writers. Ask the writer what general strategyshe’ll use to deal with your specific problems. If you don’t hear a responsibleanswer, keep responsible answer does not imply discussion of the specifics of how yourresume will be handled. Much like people shop retail stores to look at themerchandise and then order from a discount catalog, people shop profes-sional resume services to pick writers’ brains and then write their ownresumes. Resume pros caught on to this move and developed , it is irresponsible for a resume pro to go into detail about howyour resume will be handled until she knows more about you. You want toknow the general approach — the kinds of strategies discussed in this Out for Overuse of FormsMost resume pros ask you to fill out a lengthy, detailed form — much like theone new patients fill out in a doctor’s office. The form is a good start, but it’sfar from enough. Eliminate the firms that don’t offer dialogue with the resume pro should interview you to discover your unique experienceand strengths. You and the resume pro are colleagues, sharing a problem with form dependency is you may merely get back your ownlanguage prettied up in a glitzy format. That’s not what you want a resumepro to do for for a Fair PricePrices vary by locale, but expect to pay between $150 and $1,000 for mostresumes. Executive resumes may range from $500 to $1, you’re using a two-page resume, you can probably pay for a core resumeand customize only the first page for each different job, while retaining thesecond page across your search. You may have to pay extra for a few cus-tomizations of your core resume to see how it’s done.
28_08037x 11/28/06 9:51 PM Page 322Part V:The Part of Tens 322Never pay by the page — longer isn’t better. Find out the rate for branchingout from a core resume to create a targeted resume specifically for an individ-ual employer or occupation. Other questions to ask include: Can I get a volume discount for several resumes targeted in differentdirections? What’s the charge for minor alterations? What’s the charge for an update two years later? What’s the cost for extra copies?Don’t be persuaded by an offer of, say, 100 copies for a discount price. Even ifit seems like a bargain, you may want to make changes long before yourinventory is gone. Beware also of a resume professional who gives lifetimefree updating — it’s unrealistic to expect quality work when the professionalisn’t being Out SamplesAsk the resume pro to show you samples of his resumes. Look not only atcontent but at production values. Choose a resume pro who has invested instate-of-the-art technology: a good computer and a laser printer. You judgethe quality of the content, layout, word processing, paper, and AimFor maximum impact, target each resume you send out to a specificemployer or career field. Look for a resume pro who understands this con-cept. You need a resume that has “you” written all over it — yourtheme,yourfocus, and your measurable achievements — all matched to a career field youwant. Skip over those who sell the same cookie-cutter resume over and resume pros who offer assembly-line presentations, virtually indistin-guishable from thousands of others created by the service. Ignore resumepros who plug your information into a fill-in-the-blanks standard form, gar-nished with prefab statements. Double ignore those who try to cover thesameness of their work by printing out resumes on 11 x 17-inch parchmentpaper and folding them into a pretentious brief. Employers use theseresumes for kindling.
28_08037x 11/28/06 9:51 PM Page 323Chapter 20: Ten Tips on Choosing Professional Resume Help323Also, be careful of the pro who caters to you instead of to your target audi-ence. A heavyweight resume pro warned me that some resume services caterto their customers, not their customers’ customers — with fancy brochures,excessive color, and whimsical a Certified Resume WriterResume writers who belong to resume-certifying organizations are likely tostay up to date in resume effectiveness; some earn continuing educationunits (CEUs). Here are the “big three” certifying organizations: The Professional Association of Resume Writers & Career Counselors() is a for-profit organization. It was the first in theresume-writing industry to certify professionals who meet the requiredcriteria of experience and examination. Those who become certified areallowed to use the title Certified Professional Resume Writer (CPRW)after their names. Career Directors International() is a for-profit organization. While the newest of the “big three” resume-certifying organizations, it’s well regarded in the industry. CareerDirectors International offers four levels of resume certification:Certified Advanced Resume Writer (CARW), Certified Expert ResumeWriter (CERW), Certified Master Resume Writer (CMRW), and certifiedFederal Resume Writer (CFRW). The National Resume Writers’ Association() is a not-for-profit organization. It started as a spin-off of PARW but is now totallyindependent. Those who become certified through this group areallowed to use the title Nationally Certified Resume Writer (NCRW) aftertheir names. Visit the organization’s Web site to locate members who arewell qualified to write your the Web sites of the above organizations to locate members who arewell qualified to write your resume — no matter where you live. You canreside thousands of miles away from the resume writer and still get a That Design CountsReview pointers in Chapter 9 to recall how a professional resume is supposedto look. You’d be amazed at how “borax” and junky the products are that I getas spam from resume mills. Your resume must look professional.
28_08037x 11/28/06 9:51 PM Page 324Part V:The Part of Tens 324Know That a Poor Resume Is No BargainAppreciate the hidden costs of a poor resume: A hack job can cost you goodjob interviews. When the finished product is in your hands, you should beable to say: This is an OnTarget resume — it looks great and makes me look great! This resume doesn’t leave out qualifications that are targeted to the jobsI’m after. I like reading my resume; it won’t put the recruiter to sleep.
29_08037x 11/28/06 9:50 PM Page 325Chapter 21Ten Pet Peeves of RecruitersIn This Chapter Reading recruiters’ inside talk Recognizing irksome resume flaws Knowing when to overrule recruitersheck out what recruiters write when they think no “civilians” (job seek-Cers) are reading. Both third-party (independent) recruiters and insidecorporate recruiters share their thoughts freely on various Internet are ten categories of transgressions that various e-recruiters cite asmaking them grumpy. Some categories contain comments from differentrecruiters. I report them anonymously to protect their privacy. My commentsconclude each -Free PitchesI bristle at applicants who e-mail me a general question, “Do you have anytechnical positions open in Kansas City?” instead of a yourself a nonanswer for a nonresume. Attach a resume to your MismatchesI find it extremely annoying when people send resumes without reading ourjob posting. If we advertise for a pizza chef, a bike mechanic is just as likelyto self-nominate himself for the job, leaving us to figure it out. We don’t havetime for goose chasing.
29_08037x 11/28/06 9:50 PM Page 326Part V:The Part of Tens 326Our management positions require a background in a certain industry plusexperience. We get responses from people with one year of experience andno management background. We get resumes that claim their experience isideal or that they read the position and found it to fit their skills exactly,when in reality they have none of the experience detailed in the job advertised for a telecommunications consultant with call center experience and received a resume of someone with experience in movieproduction and no experience in anything we look for. I am sure applicantswould have a more positive outcome if they applied for positions that arerelevant to their experience, although I doubt this will ever job seekers, particularly in technical fields, operate on the lotterytheory and scatter resumes everywhere. A number of job seekers adhere tothe old-school 80 percent strategy (if you fit 80 percent of the job’s require-ments, give it a go) or believe that if you can manage one thing, you canmanage seek ways to apply viable transferable skills to new environmentsand, failing to make a strong enough case, are rejected because somerecruiters are too inexperienced, overworked, or insular to recognize thelegitimacy of transitioning other job seekers just don’t get it and waste everyone’s time in applyingfor jobs for which they’re dramatically : The targeted resume. (See Chapter 1.)E-StalkingOne applicant e-mailed his resume and a few days later sent another, sayinghe was waiting for a response. I replied that we would contact him if we areinterested. A few days later, and once a week for a few months, he sente-mails that said only, “Still waiting.” would like to tell job seekers to send only one resume. If someone is“open” to all appropriate positions, just say so!Checking back periodically works best if you send new information of interestto the recruiter. You may send a relevant news article with a brief “In caseyou missed this” note, adding that you continue to look forward to the righttiming for an interview.
29_08037x 11/28/06 9:50 PM Page 327Chapter 21: Ten Pet Peeves of Recruiters327Censor before sending your complaintThis is the true story of what can happen whenThe recruiter who handled the complaintyou give into feelings of stress, frustration, irri-replies:tation, and anger and call it like you see it. The“This person was interviewed at a job fair andfollowing is an actual e-mail letter to a majortold that if he qualified for any positions, wedefense contractor that employs tens of thou-would notify him. He then submitted 111 actualsands of people:resumes for more than 40 different career posi-To Whom It May Concern:tions. I have never met anyone who could qual-ify for that many positions. This individualIn response to the job openings posted at yourdoesn’t get it. We now have removed him fromWeb site, I have applied for numerous jobsall job searches in our company.”(probably over 100 different positions) by send-ing my resume to you along with e-mails duringTalk about target resume overkill!the last 4 to 5 weeks. I am extremely disap-pointed by the way my online job applica-tions have been handled by [company namewithheld].Saying that you’re available for any appropriate position carries the risk thatyou’ll be seen as too much of a generalist and expert at nothing, or desper-ate. If you do it, define the field — “appropriate in the accounting field” or“appropriate in the retail financial field,” for technical reviewer for this book, HR expert Jim Lemke, says that stuffingthe recruitment box with your resumes may become moot:“Most applicant tracking systems that companies are using now require jobseekers to create a login ID before permitting job seekers to attach a the job seeker logs into the company career site, he or she can easilymodify a current resume, save multiple versions, and apply to multiple posi-tions with the click of the mouse.“The job seeker may still be required to answer specific questions before aresume can be submitted for a specific job. If the questions are answered correctly (according to the company’s standards), the recruiter or hiringmanager is notified by e-mail that a new qualified resume is available forreview. If the applicant doesn’t pass the litmus test for qualification, theapplicant’s resume stays in the company’s database and is searched on forfuture openings.“It doesn’t stop the persistent applicant from sending additional resumes ore-mail or making phone calls. The trick is not to become a pest.”
29_08037x 11/28/06 9:50 PM Page 328Part V:The Part of Tens 328Caps and Taps and TyposMy sore spot is receiving e-mails with no use of capitalization whatsoever,or with some words mysteriously capitalized and those that should be capi-talized (proper names, beginning of a sentence) in heaven’s sake, use spell check. A neat resume will always be my prefer-ence over one that is single book or article on resume writing I’ve ever seen recommendsimpeccable work. It would be a crying shame to put together a well-researched resume only to have it discarded because of misspellings andtypos throughout the Much InformationI give bad marks to people who think that sending their resume multipletimes will increase their chance of getting a call for an interview. It won’ dislike it when the applicant puts several addresses in the “to” e-mail boxand mass mails the resume. This unprofessional shortcut looks like no careis taken in applying to each individual practice to avoid is postal mailing a hard copy of your e-mailedresume. Carry hard copies to an interview, but don’t mail or fax an additionalcopy because doing so is unnecessary. As for e-mailing your resume, not onlyis it disrespectful to mass mail your resume addressed to multiple names, butit’s no one’s business but your own where you’re applying for , as the sea change of target resumes sweeps across the job market,the old-school “blast” style mailings (one-size-fits-all) stand little chance ofdelivering you into an interview GrateWhat annoys me is when job seekers send resumes and don’t specify startand end dates for jobs. As if this won’t be at the top of my list to ask in aninterview and a reference check — if they get to the interview process at all.
29_08037x 11/28/06 9:50 PM Page 329Chapter 21: Ten Pet Peeves of Recruiters329Two old dodges don’t fly with me: (1) Trying to hide a resume gap by listingemployment dates at the end of the summaries rather than in the left-handmargin and (2) substituting the number of years at a company for the are taught to put the most important facts at the lead of a the same theory of first things first, list your experience in this order:title of position, name and locale of employer, and dates of of employment don’t have to be placed in the left margin. The rightmargin is perfectly acceptable and even preferred by some resume WhoIt’s a pain when I get incomplete resumes and cover letters without contactinformation. We have offices in several countries and a doesn’t pet peeve of mine is receiving resumes without the current employer listed — “confidential” resumes. I can understand this treatment for Web jobsite postings but when sending a resume to a specific employer, the currentemployer should be for the first comment, you can add to the “” (or other freemailbox established for a job search) a post office box and a dedicated tele-phone answering machine. That combination will protect your privacy butmake it easy for a recruiter to contact for the second comment, you can use a generic description of your cur-rent position and skills, noting that you’ll reveal the current employer’s namein a job interview. I urge caution in fully revealing your identity and personalworkplace information on the StyleI can’t imagine why, but some people have to be told to submit a resume asa normal attachment in a common program (Word, WordPerfect, Notepad,and so forth). I have received two-page Word documents as zip files! I havethe software to handle zips, but many people do files are for documents the size of Connecticut, not resumes or CVs. Noone wants to bother unzipping.
29_08037x 11/28/06 9:50 PM Page 330Part V:The Part of Tens 330Useless and UninformativeI grow peevish when forced to read through fluff that does not relate to aworkforce position. It doesn’t matter to anyone in my office that you werethe local beauty queen. It doesn’t matter to anyone in my office that whenyou are 35, out of college, and have held several jobs that you attended aprestigious prep school as a teenager. It doesn’t matter to anyone in myoffice that your wife is the vice president of a well-known thing that bugs me is the use of fancy graphics and poems to information related to your ability to do the job for which you PrevaricationI hate wasting my time on resumes from people who claim to have attendeda school they never saw the inside of and to have worked for a companythat they didn’ about a point of fact easily proved or disproved is riskier than ever intoday’s era of fact-checking background and employers are getting wise to lies and are turning fib findinginto a big business. The Society for Human Resource Management, a member-ship organization, says the number of third-party screeners has exploded inthe past ten years into a $2 billion industry because 96 percent of businessesnow conduct some sort of background check on job applicants. Some compa-nies even conduct checks upon the glib assurances from some that you must inflate your resume orbe put at a disadvantage because “everybody’s doing it,” tall tales court trou-ble, as a number of high-placed executives have discovered on their way outthe often assume that those who cheat on resumes and job applica-tions also cheat in school and in life.
30_08037x 11/28/06 9:52 PM Page 331Chapter 22Your Ten-Point Resume ChecklistIn This Chapter Making sure your resume matches up with specific job qualifications Using a fire hose on tacky resume errors Standing back for a fresh look at the impression you’re making Trusting your resume skills but verifying overall resultsefore going public with your resume, give it a final walk-through. CheckBthe box in front of each item only when your resume meets OnTargetstandards. Give yourself 10 points for each checkmark. If you don’t get ascore of 100, go back to your keyboard and try for Tat You remember the new drive to customize resumes by matching yourqualifications (skills, education) with the specific positions of a job, orby matching your qualifications with the expected qualifications in acareer you write a two-page resume, you remember to customize the firstpage, even if you do not customize the second page. (Chapter 1 dis-cusses the customizing requirement and why it’s now important.)Format and Style You select the best format for your example, reverse chronologicalwhen staying in the same field, orfunctionalwhen changing fields. (Chapter 5 covers resume formats.)
30_08037x 11/28/06 9:52 PM Page 332Part V:The Part of Tens 332Focus and Image You say what you want to do and why you should be interviewed todo let your resume “rest” for a day or so, and then look at it with fresheyes. You consider its overall impression. What kind of “brand” do youproject? Your resume has a theme. You present yourself as focused —not merely desperate to accept just any job. Achievements and Skills You relate your skills to the skills needed for the cite at least one achievement for each skill. You measure by usingnumbers, percentages, or dollar amounts for each achievement. Youmeasure any statement you can. You highlight results, not just and Expressions You make the most of your word use adequate keywords (nouns) to make your resume use action verbs to put vitality in your resume. You eliminate wordsthat don’t directly support your bid for the job you want, as well as suchmeaningless words and phrases as “References available.” You useindustry jargon where appropriate, but you translate acronyms, techni-cal jargon, or military lingo into easy-to-understand English. (Chapter 7reviews word usage.)Content and Omissions Your content supports your begin with either a skills summery or a job objective. Next, you stateyour experience. You begin with your education only if you’re a newgraduate with virtually no experience, or if your target job is related toeducation and training. You don’t list personal information that isn’trelated to the job you seek, such as marital status, number of children,or height. (For a refresher on content, see Chapter 6)
30_08037x 11/28/06 9:52 PM Page 333Chapter 22: Your Ten-Point Resume Checklist333Length and Common Sense You use a length that makes sense for the amount of informationyou’re limit your resume to one or two pages if you’re lightly experienced,or two or three pages if you’re substantially experienced. These pagecounts are only guidelines; your resume can be longer if necessary toput your qualifications in the best light. Additionally, your resume canexceed three pages if it’s a professional resume or a CV (curriculumvitae). Remember: Don’t jam pack a jumble of text on one page; doing somakes your resume too difficult to : Online AttachedandPaperResumes Your resume is a real e-resume in a fully formatted Word document (or equivalent) looksmuch like a fully formatted paper resume. You use an open layout withwhite space, minimum one-inch margins, headings in bold typeface orcapital letters, bullets, and other low-key graphic elements that makeyour resume look professional (see Chapter 8). Your paper resume isprinted on white or eggshell paper, both for a business impression andbecause it may be scanned into a Points and Sugarcoating You thoughtfully handle all problem areas, such as grouping irrele-vant jobs, long-ago, part-time, and temporary account for all the gaps in the time frame of your resume. You scouryour resume for possible hidden negatives and eliminate them asdescribed in Chapter 10.
30_08037x 11/28/06 9:52 PM Page 334Part V:The Part of Tens 334Proofreading and More Proofreading Your resume contains no typos, no grammar disasters — no errors ofany kindYou not only use your computer’s spell-checker, but you also double-check (and triple-check) it. You ask others to carefully read it. Typos arehot buttons to many employers — two goofs and you’re gone.
30_08037x 11/28/06 9:52 PM Page 335Chapter 22: Your Ten-Point Resume Checklist335Tap the Power of OnTarget ResumesMost jobseekers don’t understand the phenomenon of how the second gustof innovative winds, called Web , is changing the way the Internet is con-necting people with ’s why — after reading this book— you’re ahead of your competition inunderstanding the variety of changes, including Employers’ demands for dead-on matches of job requirements and yourqualifications. Social networking and employee referral systems you can use. Blogs that carry targeted job ads for your interests and skill sets. RSS (Real Simple Syndication) feeds that sprint job openings to youimmediately as they’re posted. Vertical job search engines that attempt to collect for you every jobopening in the a leg up by starting now at the beginning of a New Era in job into writing your OnTarget core resume sooner rather than later. Youcan’t meet today’s job market challenges relying on resume strategies fromthe past best wishes for you,Joyce Lain Kennedy, Resumes For Dummies, 5th EditionSan Diego, California
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31_08037x 11/28/06 9:49 PM Page 337Indexpermanent address, 105• Symbols and Numerics •Web page address, 105administration37Signals Web site, 52keywords, 132–133sales to administration example resume,• A •263–265wow words, 124abbreviations, 98, 137adsThe Guide to Job Searching:classified print ads in newspapers, 39–41Tools and Tactics to Help You Get thecorporate Web sites, 41–43Job You Want(Doyle), 32job boards, 36–39academic curriculum vitae resume formatmirroring language of, 14creating, 94age discriminationdefined, 80, 91forestalling in resume presentation, 160–162example, 92–93myths about older workers, 159–160executive summary, 91overqualified objection, 162–163, 177–178length, 91aggregators, 30strengths, 91Agilent, 42weaknesses, 91AIRS Job Board and Recruiting Technologywho should use it, 91Directory, 38who shouldn’t use it, 91alignment of ASCII resume, 64accommodations employers must make forA-list candidates, 26people with disabilities, 184all-purpose resumes, 9–10accomplishment resume format, 98also, avoiding the word, 139accounting example resume, 205American Institutes for Research, 152achievementsAmericans with Disabilities Act (ADA)checklist, 332, 335conditions covered, 183proving, 311–314substance abuse, 192–193rankings, 316undue hardship provision, 184responsibilities versus achievements, 139analysis skillswhat to include, 112, 121case studies, 71acquisitions, 189–190wow words, 128–129activities, 117–118AOL Instant Messenger, 56ADA (Americans with Disabilities Act)appearance of resumeconditions covered, 183breaking up text, 143–144substance abuse, 192–193digital version, 141, 333, 336undue hardship provision, 184fonts, 145adaptive equipment requests, 185footer, 146addressesgroupings, 143current address, 105header, 146e-mail address, 105importance of, 323mailing address, 104–105
31_08037x 11/28/06 9:49 PM Page 338Resumes For Dummies, 5th Edition 338appearance of resume (continued)example resumes, 227–229, 232layout, 146–150experience, 162paper selection, 142gaffes, 163–165paper version, 141, 333, 336objective statement, 160–161, 164placement of information, 146overqualified objection, 162–163, 177–178printing, 142strengths, 158–159, 161readability, 150weaknesses, 159–160style consistency, 143background checks, 330theme papers, 142Bank of America, 42typefaces, 145banking industrywhite space, 145example resume, 208word processing, 142keywords, 133word wrap, 64Barrington, Linda (research director at Theapplicant management system, 103–105Conference Board), 40applicant tracking system (ATS), 104–105basic evaluation in online screeningapplication forms, 119–120programs, 70articles, avoiding, 136, 315–316behavioral assessment, 71ASCII resumebehavior-based competencies, 113alignment, 64being verbs, 137cover note, 64BEKS Data Services, Inc., 66creating, 63, 141Bell South, 42defined, 61Beshara, Tony (The Job Search Solution),example, 62298–299page numbers, 64Best Resumes and Letters for Ex-Offenderssubmission requirements, 318(Enelow and Krannich), 195tabs, 64blasting services, 67–68typefaces/fonts, 63–64B-list candidates, 26word wrap, 64BlogEasy blog host site, 53assessment testsBlogger blog host site, 53behavioral assessment, 71blogsmanagerial assessment, 71Joel Cheesman’s blog, 31, 52personality assessment, 70–71using as a job search tool, 51–53assisted with, avoiding the term, 139Blogs with Jobs Web site, 53associate editor, example resume, 233’bots, 30ATS (applicant tracking system), 104– Web site, 57attachments, 66breaking up text, 143–144Audacity audio editor, 57bulleted style, 315automated resume builders, 121business, example resume, 216–217automatic response to application, 290– Web site, 136avoidance dodge, common tactic ofreferences, 282• C •awards, 118C. H. Robinson, 42candidate management system, 104–105• B •Capital One, 42baby boomerscareer changeage discrimination, 159–162baby boomers, 162–163career changes, 162–163example resumes, 240, 266–269education dates, 162Career Directors International, 323
31_08037x 11/28/06 9:49 PM Page 339Index339Career Success: A Step-By-Step Workbook forcollege experience, 154–155Students, Job Seekers and Lifelongcollege graduates (recent)Learners(Whitaker), 112example resumes, 220–221, Web site, 37experience, 153–155CareerXroads, 10, 14–15gaffes, 155–158caregiving, 129–130GPA (grade point average), 152–153case studies, 71objective, 154certifications for professional resumestrengths, 152writers, 323useless information, 154Certified Advanced Resume Writerweaknesses, 152–153(CARW), 323combination (hybrid) resume formatCertified Expert Resume Writer creating, 87(CERW), 323defined, 80, 87Certified Federal Resume Writer example, 88(CFRW), 323strengths, 87Certified Master Resume Writer who should use it, 87(CMRW), 323who shouldn’t use it, 87Certified Professional Resume Writercommon gaffes(CPRW), 323of baby boomers, 163–165checklist for targeted resumesof recent graduates, 155–158achievements, 332, 335common sense, 333appearance, 336communications wow words, 125common sense, 333company resources, 105content, 332, 336–337competencies, 113–117customizing requirement, 331Competency-Based Interviews(Keesler anddigital version, 333, 336Strasburg), 116focus, 332, 334–335Competency-Based Resumes(Keesler andformat, 331, 334Strasburg), 116image, 332conditions covered by the Americans withkeywords, 332Disabilities Act, 183language (word choice), 332The Conference Board, 40length, 333, 335confidential resumes, 329omissions, 332consultants, 188paper version, 333, 336consumer reports, 193–194problem areas, 333contact informationproofreading, 337e-mail address, 105skills, 332, 335importance of, 103style, 331incomplete or missing information, 329Cheesman, Joe (head of HRSEO andmailing address, 104–105blogger), 31, 35, 52name, 104choosing references, 283–284telephone number, 105–106Christian, Jeffrey E. (CEO of Christian &using company resources, 105–106Timers), 292, 297–298Web page address, 105chronological resume format, 80contentcivic affiliations, 118achievements, 112, 121classified print ads in newspapers, 39–41activities, 117– Web site, 49awards, 118clerical services, 320checklist, 332, 336–337CMRW (Certified Master Resume Writer), 323competencies, 113–117
31_08037x 11/28/06 9:49 PM Page 340Resumes For Dummies, 5th Edition 340content (continued)Crispin, Gerry (co-founder and principal ofcontact information, 103–106, 329CareerXroads), 14–15dates of employment, 328–329Crunchboard Web site, 52education, 103, 110–111culinary career, example resume, 270–272executive summary, 91current address, 105experience, 111customer service keywords, 133honors, 118customizing requirement, 331licenses, 118CV (curriculum vitae)objective statement, 106–108academic, 80, 91–94organizations, 118international, 80, 94–97salary history and requirements, 120–121, 139• D •samples of your work, 118skills, 111–112datessummary statement, 106–110education dates, 162testimonials, 119, 284–285employment dates, 328–329too much information, 328demonstrating enthusiasm at jobuseless information, 154, 330interview, 307contract employment, 105demotions, 185–187converting resume to plain text, 63designcore competencies, 114–116breaking up text, 143–144core resumedigital version, 141, 333, 336example of, 18–19fonts, 145keywords, 135footer, 146core resume, example of, 17groupings, 143Corporate Gray Web site, 170header, 146corporate Web sites, 41–43importance of, 323costslayout, 146–150for professional resume writer, 321–322, 324paper selection, 142for traveling to a job interview, 307–308paper version, 141, 333, 336cover letter, 99placement of information, 146cover note, 64printing, 142co-workers, choosing as references, 284readability, 150CPRW (Certified Professional Resumestyle consistency, 143Writer), 323theme papers, 142creatingtypefaces, 145academic curriculum vitae resume, 94white space, 145ASCII resume, 63, 141word processing, 142hybrid (combination) resume, 87word wrap, 64reverse chronological (RC) resume, 84designed versus plain text resumes, 66–67skills-based functional resume, 85Dictionary of Occupational Titles, 135creative fieldsdigital versiongraphic artist, example resume, 226ASCII text, 141, 318portfolios, 99–101design, 141, 333, 336resume paper selection, 142scannable resume, 60–61wow words, 125Dikel, Margaret F. (The Guide to Internet Jobcredit history, 193–194Searching, 2006–2007 edition), 38
31_08037x 11/28/06 9:49 PM Page 341Index341disabilitiesEnelow, Wendy employers must Best Resumes and Letters for Ex-Offenders,make, 184195adaptive equipment requests, 185Expert Resumes for Military-to-Civilianconditions defined as disabilities, 183Transitions, 168Illness and Recovery statement, 184–185,enthusiasm, demonstrating at job193interview, 307substance abuse, 192–193entrepreneurs, 188disclosingEons Web site, 49disabilities, 184–185, 192–193e-portfolios, 101salary history or requirements, 120Equal Employment OpportunitydiscriminationCommission (EEOC), 15, 65ADA (Americans with Disabilities Act),e-stalking, 326–327183–184, 192–193example resumesage discrimination, 159–162, 176, 178academic curriculum vitae, 92–93Dixon, Pam (privacy expert), 67–68accounting, 205Dodd, Mike (executive search consultant),ASCII resume, 62165baby boomers, 227–229, 232Doyle, Alison, The Guide to Jobbanking, 208Searching: Tools and Tactics to Help Youbusiness, 216–217Get the Job You Want, 32career change, 240, 266–269core resume, 17–19culinary career, 270–272• E •employment gap, 252–253food service, 213Ecademy Web site, 48healthcare, 201, 214–215educationhybrid (combination) format, 88dates, 162information technology, 210–211GPA (grade point average), 152–153international curriculum vitae, 95–96what information to include, 110–111law enforcement/security, 273–277EEOC (Equal Employment Opportunitylayoffs, 250–251Commission), 15, 65mid-career professionals, projecte-forms, 64–65manager, 237–238e-mailmid-career professionals, teacher, 224–225attachments, 66mid-career professionals, vice president,follow-up via e-mail, 292234–235spam filters, 68mid-career trades, 222subject line of e-mail messages, 65military spouse, 248–249e-mail address (contact information), 105military to civilian, 242–243, 254–255employee referral services, 46–48military to federal government, 260–262employment dates, 328–329mother/homemaker, 241employment gapsnew graduates, 220–221, 236disabilities, 184–185nursing, 204example resume, 252–253office workers, 209family obligations, 187overqualified, 244–245unemployment, 187–188plain text resume, 62endorsements from references, 284–285professional format, 90
31_08037x 11/28/06 9:49 PM Page 342Resumes For Dummies, 5th Edition 342example resumes (continued)Feedburner Web site, 57project management, 202–203feedsretailing, 212how they work, 53–54reverse chronological (RC) format, 83vertical job search engines (VJSEs), 30, 32sales, 200filterssales to administration, 263–265job software filters, 315skills-based functional format, 86spam filters, 68spin-off resumes, 17–25financial management, 130supply chain, 206–207finding keywords, 135temp jobs, 246–247fired, avoiding the term, 139too many jobs, 256–257first person “I,” 136, 316young professionals, 223, 226, 230–231, 233focus, 77–79, 332, 334–335EXE files, 66foldersExecuNet Web site, 48presentation folder, 146Executive Job-Changing Workbook(Lucht), 173reference folder, 284–285executive jobs, 173follow-up effortsexecutive summary, 91automatic response to application, 290–291Executive’s Pocket Guide to ROI Resumes ande-mail, 292Job Search(Kursmark and Melnik), 173gatekeepers, 294–296ex-offenders, 194–195importance of, 290The Ex-Offenders’ Job Hunting Guideinformation freeze, 294–295(Krannich and Krannich), 195opening statements, 293The Ex-Offender’s Quick Job Hunting GuideResume Follow-Up Matrix, 299–304(Krannich and Krannich), 195screeners, 294–296experiencetelephone calls, 292–298baby boomers, 162time management, 304overqualified objection, 176–177voicemail messages, 296–298recent graduate, 153when to give up, 298–299reentering mother/homemaker, 180–181fontstoo little experience, 180ACSII resume, 63too much experience in one job, 178–179defined, 145what information to include, 111design guidelines, 145Expert Resumes for Military-to-Civilianfood service example resume, 213Transitions(Enelow and Kursmark), 168footer, 146Ford, 42formats• F •academic curriculum vitae, 80, 91–94accomplishment, 98face-to-face job interviews, 306ASCII resume, 61–64, 141, 318Fair Credit Reporting Act, 193checklist, 331, 334family obligations, 187chronological, 80faxing a resume, 61hybrid (combination), 80, 87–88federal contractors, 12–15, 167international curriculum vitae, 80, 94–97federal jobs, 167–169keyword, 98Federal Resume Guidebook, Fourth Editionlinear, 98(Troutman), 169multimedia resumes, 101federal resumes, 169narrative, 80Federated, 42
31_08037x 11/28/06 9:49 PM Page 343Index343plain text resume, 61–64, 141, 318Equal Employment Opportunityprofessional, 80, 89–90Commission (EEOC), 15reverse chronological (RC), 80–84Fair Credit Reporting Act, 193scannable resume, 60–61Office of Federal Contract Complianceskills-based functional, 80, 84–86Programs (OFCCP), 12–15suggested formats for various situations,GPA (grade point average), 152–15380–81grammar, 136–137video podcasts, 100graphic artist, example resume, 226Web resumes, 101groupings, 143formsThe Guide to Internet Job Searching,application forms, 119–1202006–2007 edition(Dikel and Roehm), 38e-forms, 64–65resume writing services, 321• H •functional resume formatcreating, 85H3 Web site, 47defined, 80, 84Hay, Mary T. (Military Transition to Civilianexample, 85Success), 168strengths, 84–85HCA, 43weaknesses, 85header, 146who should use it, 85healthcare fieldswho shouldn’t use it, 85example resumes, 201, 214–215wow words, 129–130Heat Up Your Cold Calls(Walther), 297• G •helped with, avoiding the term, 139gaffeshelping verbs, 136of baby boomers, 163–165helping wow words, 129–130of recent graduates, 155–158Henderson, David G. (Job Search: MarketingGaim Web site, 56Your Military Experience), 168gaps in employmenthiring a professional resume writerdisabilities, 184–185certifications, 323example resume, 252–253costs, 321–322, 324family obligations, 187forms, 321unemployment, 187–188free consultation, 321gatekeepers, 294–296pros and cons, 319–320GE, 43referrals, 320gender bias, 182samples of work, 322General Mills, 43targeted resumes, 322– Web site, 35–36homemaker/mother returning to workGill, John S., creator of the Resume Follow-example resume, 241Up Matrix, 299experience, 180–181globalization of job market, 25gender bias, 182Goldman Sachs, 43skills, 180–183Google Talk, 56honors, 118Google Web site, 112HTML resumes, 101government contractors, 167human resources keywords, 134–135government rules and regulationshybrid (combination) resume formatADA (Americans with Disabilities Act),creating, 87183–184, 192–193defined, 80, 87
31_08037x 11/28/06 9:49 PM Page 344Resumes For Dummies, 5th Edition 344hybrid (continued)job adsexample, 88classified print ads in newspapers, 39–41strengths, 87corporate Web sites, 41–43weaknesses, 87job boards, 36–39who should use it, 87mirroring language of, 14who shouldn’t use it, 87job boardsAIRS Job Board and Recruiting TechnologyDirectory, 38• I •black holes, , 37ICQ, 56defined, 36identity theft, 67–68, 168general, 37Illness and Recovery statement, 184–185, 193listing of, 37IM (instant messaging), 54–, 37image, 332specialty, 37–38in-basket exercises, 71Job Central National Labor Exchange Web site, 33–34, 46site, 39, 46information freeze, 294–295job descriptions and keywords, 135–136information technologyjob fairs, 168example resume, 210–211job hoppers, 190–192keywords, 134job interviewsinformation to leave out, 318enthusiasm, demonstrating, 307instant messaging (IM), 54–56face-to-face, 306integrity tests, 71job conflicts with interview date, 305–306Intel, 43portfolios, 100Intelligence Careers Web site, 170resume–job interview connection, 25interaction simulations, 71strategies, 308intern, example resume, 223telephone, 306international curriculum vitae resumetravel costs, 307–308format, 80, 95–97job marketInternet applicants, 12–15A-list candidates, 26Internet Relay Chat, 56B-list candidates, 26interviewsglobalization, 25enthusiasm, demonstrating, 307job requirementsface-to-face, 306matching, 72, 315, 317job conflicts with interview date, 305–306researching, 16portfolios, 100Job Search Engine Guide Web site, 31resume–interview connection, 25job search enginesstrategies, , 35–36telephone, 306how they work, 30–32travel costs, 307–, 33–34, , 34–35, 46–48• J •, 35Simply Hired, 33, 46James, Mark (career coach), 43targeted resumes, 43JibberJobber job tracking program, 298Yahoo! HotJobs, 36Job Accommodation Network Web site,job search information, organizing, 298184–185
31_08037x 11/28/06 9:49 PM Page 345Index345Job Search: Marketing Your MilitaryThe Ex-Offender’s Quick Job HuntingExperience(Henderson), 168Guide, 195The Job Search Solution(Beshara), 298–299Military Resumes and Cover Letters, 168“Job Seeker’s Guide to Resumes: TwelveKursmark, Louise Posting Truths” report, 67Executive’s Pocket Guide to ROI Resumesjob software filters, 315and Job Search, , 68Expert Resumes for Military-to-CivilianJobStar Web site, 120Transitions, Web site, 34–35, 46–48Joyce, Susan (CEO of ), 68• L •The Landmark Destiny Group Web site, 170• K •language (word choice). See alsoKaputa, Catherine (U R a Brand!: How Smartkeywords; wow wordsPeople Brand Themselves for Businesschecklist, 332Success), 57nouns and verbs, 316–317Keesler, Robinlaw enforcement/security, exampleCompetency-Based Interviews, 116resume, 273–277Competency-Based Resumes, 116layoffs, 189, 250–251keyword resume format, 98layout, 146–150keywordsLemke, James M., creator of the Resumeadministration, 132–133Follow-Up Matrix, 299banking, 133length of resumechecklist, 332academic curriculum vitae resume format, 91competencies, 114general guidelines, 333, 335core resume, 135letterscustomer service, 133cover letter, 99defined, 131–132recommendation letters, 285Dictionary of Occupational Titles, 135reference letters, 283–285finding, 135licenses, 118human resources, 134–135Lilly, 43information technology, 134linear resume format, 98job descriptions, 135–136LinkedIn Web site, 48management, 132–133listing references in a separate document, 282manufacturing, 134Lucht, JohnOccupational Outlook Handbook, 135Executive Job-Changing Workbook, 173trade magazines, 135Rites of Passage at $100,000 to $1 Million+,Kodak, 43173Krannich, , 173The Ex-Offenders’ Job Hunting Guide, 195lying, 330The Ex-Offender’s Quick Job HuntingGuide, 195• M •Krannich, Ronald Resumes and Letters for Ex-Offenders,magic formula for writing a targeted195resume, 26The Ex-Offenders’ Job Hunting Guide, 195mailing address, 104–105
31_08037x 11/28/06 9:49 PM Page 346Resumes For Dummies, 5th Edition 346managementmisspelled words, 137–138, 146, 328, 337keywords, 132– Web site, 37managerial assessment, 71Morgan Stanley, 43middle managers, 173mother returning to workwow words, 124example resume, 241manufacturing keywords, 134experience, 180–181market forces, 12gender bias, 182matching resume to job requirements, skills, 180–18372, 315, 317MSN Messenger, 56medical history, 184–185multimedia resumes, 101Mehler, Mark (co-founder and principal ofmyths about older workers, 159–160CareerXroads), 10Melnik, Jan (Executive’s Pocket Guide to ROI• N •Resumes and Job Search), 173Merck, 43name (contact information), 104mergers, 189–190narrative resume format, 80Microsoft, 43National Resume Writers’ Association, 323mid-career professionalsNationally Certified Resume Writerproject manager, example resume, 237–238(NCRW), 323teacher, example resume, 224–225negotiating a salary, 72, 120vice president, example resume, 234–235networking, 48–50mid-career trades, example resume, 222neutralizing damaging references, 286–287middle managers, 173new graduatesMilitary Officers Association of Americacollege experience, 154–155Web site, 170example resumes, 220–221, 236Military Resumes and Cover Letters(Savinoexperience, 153and Krannich), 168gaffes, 155–158military spouse, example resume, 248–249GPA (grade point average), 152–153military to civilianobjective, 154example resumes, 242–243, 254–255strengths, 152government contractors, 167useless information, 154identity theft, 168weaknesses, 152–153job fairs, 168newspaper classified print ads, 39–41milspeak, 166, 170–172Non Commissioned Officers Associationresources, 168–170Web site, 170strengths, 166numbering pages, 64Transition Assistance Program (TAP), 165nursingweaknesses, 166–167example resume, 204Military to Federal Career Guidewow words, 129–130(Troutman), 168military to federal government, 167–169,• O •260–262Military Transition to Civilian Successobjective statement(Hay), 168advantages of using, Web site, 170baby boomers, 160–161, 164milspeak, 166, 170–172defined, 106–107mirroring ad language, 14disadvantages of using, 108mismatches, 325–326recent graduates, 154missing contact information, 329
31_08037x 11/28/06 9:49 PM Page 347Index347tips for writing, 317–318overqualified objectionwhen to use, 107age discrimination, 176–177obtaining permission from references, 284baby boomers, 162–163, 176–177Occupational Outlook Handbook, 135, 161example resumes, 244–245Office of Federal Contract CompliancePrograms (OFCCP), 12–15, 167• P •office support staffexample resume, 209page numbers, 64wow words, 127paper versionomissions, 332design, 141, 333, 336online employee referral services, 46–48groupings, 143online feedspaper selection, 142how they work, 53–54printing, 142vertical job search engines (VJSEs), 30, 32scannable resume, 60–61online profiles, 50style consistency, 143online screening programs, 69–72word processing, 142online social networking, 48–50parts of a resumeOnTarget resumes. See alsoexampleachievements, 112, 121resumes; writing a targeted resumeactivities, 117–118abbreviations, 98, 137awards, 118achievements, 311–314, 316, 332, 335competencies, 113–117articles, avoiding, 136, 315–316contact information, 103–106, 329ASCII, 318education, 110–111being verbs, 137executive summary, 91bulleted style, 315experience, 111checklist, 331–337honors, 118defined, 10licenses, 118examples, 16–25objective statement, 106–108features of, 10organizations, 118first person “I,” 136, 316salary history and requirements, 120–121,focus, 77–79, 332, 334–335139government rules and regulations, 12–15samples of your work, 118helping verbs, 136skills, 111–112information to leave out, 318summary statement, 106–110job software filters, 315testimonials, 119, 284–285market forces, 11–12PayScale Web site, 72, 120matching job requirements, 315, 317permanent address, 105objective, 317–318personality assessment, 70–71resume writing services, 322–323pet peeves of recruiterssell, don’t tell, 76–77confidential resumes, 329skills, 311–314, 317, 332, 335dates of employment for jobs, 328–329value proposition, 27e-stalking, 326–327word choice (language), 316–317, 332lying on a resume, 330opening statements for follow-up efforts, 293mismatches, 325–326organizations, listing professional and civicmissing contact information, 329affiliations, 118resume-free pitches, 325organizing job search information, 298too much information, 328overexposure to recruiters, 69typos, 328
31_08037x 11/28/06 9:49 PM Page 348Resumes For Dummies, 5th Edition 348pet peeves of recruiters (continued)overqualified objection, 162–163, 176–178,useless information, 330244–245zip files, 329prison term, 194–195P&G, 43reentering mother/homemaker, 180–182phone callssubstance abuse, 192–193for follow-up, 292–298temp jobs, 79, 164, 246–247for job interviews, 306too little experience, 180phone number (contact information),too many jobs, 191–192, 256–257105–106too much experience in one job, 178–179plain text resumeunemployment, 187–188alignment, 64professional and civic affiliations, 118cover note, 64Professional Association of Resumecreating, 63, 141Writers & Career Counselors, 323defined, 61professional resume format, 80, 89–90example, 62professional resume writerpage numbers, 64certifications, 323submission requirements, 318costs, 321–322, 324tabs, 64forms, 321typefaces/fonts, 63–64free consultation, 321word wrap, 64pros and cons of hiring, 319–320planning case studies, 71referrals, 320plastic inserts, 146samples of work, 322podcasts, 56–58, 100targeted resumes, 322–323poison words, 139project managers, example resumes,political correctness, 161202–203, 237–238portfolios, 99–101proofreading, 137–138, 146, 328, 337posting resumes, 67–68proportional typefaces, 64pre-employment programs, 69–72proving achievements and skills, 311–314prescreening programs, 69–72presentation exercises, 71• R •presentation folder, 146pretexting, 295RC (reverse chronological) resume formatprinting, 142creating, 84prisoners, 194–195defined, 80–81privacy issues, 67–68example, 83problem areasstrengths, 81acquisitions, 189–190weaknesses, 81–82checklist, 333who should use it, 82credit history, 193–194who shouldn’t use it, 82dates of education, 162readability, 150demotions, 185–187Really Simple Syndication (RSS), 53disabilities, 183–185, 192–193recent graduatesfamily obligations, 187college experience, 154–155gaps in employment, 184–185, 187–188,example resumes, 220–221, 236252–253experience, 153layoffs, 189, 250–251gaffes, 155–158mergers, 189–190GPA (grade point average), 152–153
31_08037x 11/28/06 9:49 PM Page 349Index349objective, 154career change, 240, 266–269strengths, 152core resume, 17–19useless information, 154culinary career, 270–272weaknesses, 152–153employment gap, 252–253recommendation letters, 285food service, 213recruitershealthcare, 201, 214–215overexposure, 69hybrid (combination) format, 88pet peeves, 325–330information technology, 210–211pretexting, 295international curriculum vitae, 95–96rusing, 295law enforcement/security, 273–277salary history and requirements, 121layoffs, 250–251reentering mother/homemakermid-career professionals, projectexample resume, 241manager, 237–238experience, 180–181mid-career professionals, teacher, 224–225gender bias, 182mid-career professionals, vice president,skills, 180–183234–235reference folder, 284–285mid-career trades, 222referencesmilitary spouse, 248–249avoidance dodge, 282military to civilian, 242–243, 254–255choosing, 283–284military to federal government, 260–262co-workers, 284mother/homemaker, 241letters, 283–285new graduates, 220–221, 236listing in a separate document, 282nursing, 204neutralizing damaging references, 286–287office workers, 209obtaining permission from, 284overqualified, 244–245potential damage they can cause, 281–282plain text resume, 62references available upon request, 139professional format, 90staying in touch with, 284, 288project management, 202–203testing, 284retailing, 212thanking, 287reverse chronological (RC) format, 83tips for finding references when jobsales, 200search is secret, 287–288sales to administration, 263–265work history, 283skills-based functional format, 86referral services, 46–48spin-off resumes, 17–25requesting adaptive equipment, 185supply chain, 206–207research and analysis wow words, 128–129temp jobs, 246–247researching job requirements, 16too many jobs, 256–257responsibilities versus achievements, 139young professionals, 223, 226, 230–231, 233resume blasting services, 67–68Resume Follow-Up Matrix, 299–304resume builders, 121resume formatsresume examplesacademic curriculum vitae, 80, 91–94academic curriculum vitae, 92–93accomplishment, 98accounting, 205ASCII resume, 61–64, 141, 318ASCII resume, 62checklist, 331baby boomers, 227–229, 232chronological, 80banking, 208hybrid (combination), 80, 87–88business, 216–217international curriculum vitae, 80, 94–97
31_08037x 11/28/06 9:49 PM Page 350Resumes For Dummies, 5th Edition 350resume formats (continued)Roxio Easy Media Creator, 57keyword, 98RSS feedslinear, 98how they work, 53–54multimedia resumes, 101vertical job search engines (VJSEs), 30, 32narrative, 80RSS (Really Simple Syndication), 53plain text resume, 61–64, 141, 318rusing, 295professional, 80, 89–90Ryze Web site, 48reverse chronological (RC), 80–84scannable resume, 60–61• S •skills-based functional, 80, 84–86suggested formats for various situations,salary80–81calculator services, 72video podcasts, 100history and requirements, 120–121, 139Web resumes, 101negotiating, 72, 120resume letters, 99Salary Expert Web site, 72Resume Magic: Trade Secrets of Web site, 72, 120Professional Resume Writersales(Whitcomb), 145example resume, 200resume posting, 67–68wow words, 125–126resume spamming, 11, 67–68sales and marketing manager, exampleresume writing servicesresume, 230certifications for resume writers, 323sales to administration, example resume,costs, 321–322, 324263–265forms, 321sample resumesfree consultation, 321academic curriculum vitae, 92–93pros and cons, 319–320accounting, 205referrals, 320ASCII resume, 62samples of work, 322baby boomers, 227–229, 232targeted resumes, 322–323banking, 208resume-free pitches, 325business, 216–217resume–job interview connection, 25career change, 240, 266–269retailing example resume, 212core resume, 17–19reverse chronological (RC) resume formatculinary career, 270–272creating, 84employment gap, 252–253defined, 80–81food service, 213example, 83healthcare, 201, 214–215strengths, 81hybrid (combination) format, 88weaknesses, 81–82information technology, 210–211who should use it, 82international curriculum vitae, 95–96who shouldn’t use it, 82law enforcement/security, 273–277Rites of Passage at $100,000 to $1 Million+layoffs, 250–251(Lucht), 173mid-career professionals, Web site, 173manager, 237–238robots, 30mid-career professionals, teacher,Roehm, Frances E. (The Guide to Internet224–225Job Searching, 2006–2007 edition), 38mid-career professionals, vice president,role competencies, 114234–235
31_08037x 11/28/06 9:49 PM Page 351Index351mid-career trades, 222honors, 118military spouse, 248–249licenses, 118military to civilian, 242–243, 254–255objective statement, 106–108military to federal government, 260–262organizations, 118mother/homemaker, 241salary history and requirements, 120–121,new graduates, 220–221, 236139nursing, 204samples of your work, 118office workers, 209skills, 111–112overqualified, 244–245summary statement, 106–110plain text resume, 62testimonials, 119, 284–285professional format, 90sell, don’t tell, 76–77, 138–139, 316project management, 202–203Sherwin Williams, 43retailing, 212short-term work, 79, 164, 246–247reverse chronological (RC) format, 83Simply Fired Web site, 33sales, 200Simply Hired Web site, 33, 46sales to administration, 263–265skillsskills-based functional format, 86checklist, 332, 335spin-off resumes, 17–25matching to job requirements, 317supply chain, 206–207mother/homemaker returning to work,temp jobs, 246–247180–183too many jobs, 256–257proving, 311–314young professionals, 223, 226, 230–231, 233skills and knowledge testing, 70samples of work, 118what to include, 111–112Savino, Carl S. (Military Resumes and Coverwow words, 131Letters), 168skills-based functional resume formatscannable resume, 60–61creating, 85screeners, 294–296defined, 80, 84screening programs, 69–72example, 85search engines for jobsstrengths, 84–, 35–36weaknesses, 85how they work, 30–32who should use it, , 33–34, 46who shouldn’t use it, , 34–35, 46–48social networking, 48–, 35Social Security number, 139Simply Hired, 33, 46Society for Human Resource Management,targeted resumes, 43330Yahoo! HotJobs, 36sources of keywords, Web site, 35Southwest Airlines, 43sections of a resumespam filters, 68achievements, 112, 121spamming, 11, 67–68activities, 117–118special equipment requests, 185awards, 118spelling errors, 137–138, 146, 328, 337competencies, 113–117spiders, 30contact information, 103–106, 329spin-off resumes, 17–25education, 110–111stapling, 146executive summary, 91Starbucks, 43experience, 111staying in touch with references, 284, 288
31_08037x 11/28/06 9:49 PM Page 352Resumes For Dummies, 5th Edition 352Strasburg, Lindafeatures of, 10Competency-Based Interviews, 116first person “I,” 136, 316Competency-Based Resumes, 116focus, 77–79, 332, 334–335strategies for job interviews, 308government rules and regulations, 12–15strengthshelping verbs, 136of baby boomers, 158–159, 161information to leave out, 318of military candidates, 166job software filters, 315of recent graduates, 152market forces, 11–12Struzik, Ed (president of BEKS Datamatching job requirements, 315, 317Services, Inc.), 66objective, 317–318Student’s Federal Career Guide(Troutman),resume writing services, 322–323169sell, don’t tell, 76–77style checklist, 331skills, 311–314, 317, 332, 335style consistency, 143value proposition, 27subject line of e-mail messages, 65vertical job search engines (VJSEs), 43submission requirements for ASCIIword choice (language), 316–317, 332resumes, 318teacherssubstance abuse, 192–193example resume, 224–225suggested formats for various situations,wow words, 12880–81technical ability wow words, 126–127summary statementtelephone callsadvantages of using, 110for follow-up, 292–298baby boomers, 160–161, 164for job interviews, 306defined, 106–107telephone number (contact information),disadvantages of using, 110105–106example, 109temp jobs, 79, 164, 246–247recent graduates, 154testimonials, 119, 284–285tips for writing, 317–318testing references, 284when to use, 108–109Texas Instruments, 43supply chain, example resume, 206–207thanking references, 287theme papers, 14237Signals Web site, 52• T •too little experience, 180too many jobs, 190–192, 256–257tabs in ASCII resume, 64too much experience in one job, 178–179TAOnline Web site, 170too much information, 328TAP (Transition Assistance Program), Web site, 37Target, 43trade magazines, 135targeted resumes. See alsoexampletrades, example resume, 222resumes; writing a targeted resumeTransition Assistance Program (TAP), 165abbreviations, 98, 137travel costs for job interviews, 307–308achievements, 311–314, 316, 332, 335Trillian Web site, 56articles, avoiding, 136, 315–316Troutman, KathrynASCII, 318Federal Resume Guidebook, Fourthbeing verbs, 137Edition, 169bulleted style, 315Military to Federal Career Guide, 168checklist, 331–337Student’s Federal Career Guide, 169defined, 10
31_08037x 11/28/06 9:49 PM Page 353Index353typefaces• W •ACSII resume, 63–64defined, 145Walther, George R. (Heat Up Your Colddesign guidelines, 145Calls), 297proportional, 64weaknessesTypepad blog host site, 53of baby boomers, 159–160typos, 137–138, 146, 328, 337of military candidates, 166–167of recent graduates, 152–153Web , 1–2, 11• U •Web , 1–2, 12, 45–46, 58U R a Brand!: How Smart People BrandWeb page address (contact information), 105Themselves for Business SuccessWeb resumes, 101(Kaputa), 57Web sitesundue hardship provision of the AmericansAmericans with Disabilities Act (ADA), 184with Disabilities Act (ADA), 184BEKS Data Services, Inc., 66unemployment, 187–188BlogEasy, . Department of LaborBlogger, 53Dictionary of Occupational Titles, 135Blogs with Jobs, 53Occupational Outlook Handbook, 135, , 57USA Web site, , 136useless informationCareer Directors International, 323as pet peeve of recruiters, , 37on resumes of recent graduates, , 49Corporate Gray, 170Crunchboard, 52• V •Ecademy, 48value proposition, 27Eons, 49verbsExecuNet, 48being verbs, 137Feedburner, 57helping verbs, 136Gaim, 56word choice (language), 316–, 35–36vertical job search engines (VJSEs)Google, , 35–36H3, 47how they work, 30–, 33–34, , 33, 46Intelligence Careers, , 34–35, 46–48JibberJobber job tracking program, , 35Job Accommodation Network, 184–185Simply Hired, 33, 46Job Central National Labor Exchange, 39,targeted resumes, 4346Yahoo! HotJobs, 36Job Search Engine Guide, Web site, , 68vice president, example resume, 234–235JobStar, 120video resumes, , 34–35, 46–48virus filters, 68The Landmark Destiny Group, 170VJSEs (vertical job search engines). SeeLinkedIn, 48vertical job search engines (VJSEs)Military Officers Association of America,voicemail messages, 296–298170
31_08037x 11/28/06 9:49 PM Page 354Resumes For Dummies, 5th Edition 354Web sites (continued)recent graduate, , 170reentering mother/homemaker, 180–, 37too little experience, 180National Resume Writers’ Association, 323too much experience in one job, 178–179Non Commissioned Officers Association,what to include, 111170work historyPayScale, 72, 120demotions, 185–187Professional Association of Resumegaps in employment, 185, 187–188, 252–253Writers & Career Counselors, 323layoffs, 189, 250–, 173references, 283Ryze, 48temp jobs, 164, 246–247Salary Expert, 72too many jobs, 190–, 72, 120unemployment, 187–, 35work samples, 118Simply Fired, 33work-based competencies, 113Simply Hired, 33, 46worked with, avoiding the term, 139TAOnline, 170World Privacy Forum, 6737Signals, 52wow , 37for administration and management, 124Trillian, 56for caregiving, 129–130Typepad, 53for communications and creativity, 125USA, 169for financial management, , 170for helping, 129–130World Privacy Forum, 67for office support staff, 127Yahoo! HotJobs, 36for research and analysis, 128–129Zoominfo, 49for sales, 125–126Whirlpool, 43for skills, 131Whitaker, Urban (Career Success: A Step-By-for teachers, 128Step Workbook for Students, Job Seekersfor technical ability, 126–127and Lifelong Learners), 112writing a targeted resume. See alsoresumeWhitcomb, Susan Britton (Resume Magic:writing servicesTrade Secrets of a Professional Resumeabbreviations, 98, 137Writer), 145achievements, 316, 332, 335white space, 145articles, avoiding, 136, 315–316Williams, Dr. Wendell (personality testingbeing verbs, 137expert), 70–71bulleted style, 315word choice (language). See alsofirst person “I,” 136, 316keywords; wow wordsgrammar, 136–137checklist, 332helping verbs, 136nouns and verbs, 316–317information to leave out, 318word processing, 142magic formula, 26word wrap, 64matching job requirements, 315, 317work experiencemirroring ad language, 14baby boomers, 162mission statement, 239overqualified objection, 176–177objective, 317–318
31_08037x 11/28/06 9:49 PM Page 355Index355sell, don’t tell, 76–77, 138–139, 316young professionals, example resumesstep-by-step directions, 15–16associate editor, 233word choice (language), 316–317, 332graphic artist, 226writing recommendation letters, 285intern, 223sales and marketing manager, 230–231• X •• Z •Xerox, 43ZIP files, 66, 329Zoominfo Web site, 49• Y •Yahoo! HotJobs Web site, 36Yahoo! Messenger, 56
31_08037x 11/28/06 9:49 PM Page 356Notes____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
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