Boring Resumes

I had a fascinating discussion with one of my clients last week. It helped me understand in a new way one of the pieces in the resume selection process. This particular client (he’s a “ C” level guy) had at one point used someone from The Ladder's to evaluate his resume. The feedback he got included a variety of things. The piece that caught my attention was a complaint about using the word “developed” on his resume, as in, “Developed and implemented yada yada yada”.  Apparently this particular reviewer has seen that word more than they want.  Actually, my guy reported that he had received a rant advocating the removal of this word from the English language.  What I got from this wasn't so much that the word doesn't belong on resumes, but that this reviewer had seen it a lot and it had started to bug him.

Remembering that the primary purpose of a resume is getting an interview and how very convoluted the path to that has become, it caused me to add another wrinkle.  Your resume can’t be boring.  Isn’t that just crazy?  How the heck are you supposed to do that?  How can you know that you’ve achieved it?  Of course you know that I wouldn’t be writing a blog post if I didn’t have some ideas. 

Part one is to find a variety of ways to describe your accomplishments and your behavior.  For example, if you are a writer, then you are (of course) paid to write, and the temptation to start most of your bullet points with the word “Wrote” will be substantial.  What this feedback tells us is that we need to find synonyms.  How about, “composed” or “created” or “developed” or “built”?  Each of these has a slightly different meaning than “wrote”, but each would be appropriate in its own situation.   Instead of, “Wrote help documentation for health care related web system.”  Use “Built and deployed help documentation for a health care related web system.”

Part two is building your own semi-formal “style guide” and starting with a rigid requirement to limit the use of any single word to two iterations.  This means when you find yourself using some specific word more than two times, you search out a synonym. 

Part three is recognizing that the highest percentage play in job search is networking, not internet applications.  If a friend passes your resume to a hiring influence, then that bored “screener” never sees it.  It also changes the focus of the whole hiring process from “How can we screen this person out?” to “How well can this person do the job?”

Buzzwords

It’s amazing how persistent generalizations are. Recently, Manu Sharma posted a blog entry detailing the 10 most overused buzzwords in Linkedin Profiles in 2010.
In early 2009 Squawk Fox posted a great article titled “Six Words that Make Your Resume Suck”

What I find especially interesting is how much the two have in common. Both are spot on, but I do admit I think Squawk Fox’s is better, it is crystal clear, funny, and he provides useful alternatives to the clichés.

Start with the bad words… No, not four letter words, just meaningless ones. Manu Sharma’s list:

  1. Extensive experience
  2. Innovative
  3. Motivated
  4. Results-oriented
  5. Dynamic
  6. Proven track record
  7. Team player
  8. Fast-paced
  9. Problem solver
  10. Entrepreneurial

Now from Squawk Fox:

  1. Responsible for
  2. Experienced
  3. Excellent written communication skills
  4. Team Player
  5. Detail Oriented
  6. Successful

Notice the overlap? What do they have in common? I think it’s reasonable obvious, The words on these two lists claim characteristics, rather than demonstrating them.

There is a place on your resume where these are acceptable, even desirable. Using a “Core Competencies” section on your resume, you are telling the reader that you are claiming certain characteristics and/or skills. The rest of your resume is all about demonstrating them.

Linkedin doesn’t really have a “Core Competencies” section, so we aren’t going to be able to set up that kind of a section, and sometimes, the words/phrases above are part of likely “key words” that hiring managers may look for. So how do we balance?

Take “Team Player” which is on both lists, does that mean you were on your high school volleyball team? How about telling us about a team you were on? Plagiarizing from Squawk Fox, let’s replace “Team Player” with specifics:

• Worked with clients, software developers, technical writers, and interface designers to deliver financial reporting software three months before deadline.

In Linkedin, we could do:

• Demonstrated Team Player, having worked with clients, software developers, technical writers, and interface designers to deliver financial reporting software three months before deadline.

These are sooo much more powerful! As a hiring manager, these bullets jump off of the page and tell me why I want the guy/gal who wrote it.

So here are a couple of great links and some outstanding advice. Take a look at your profile, take a look at your resume and see if you can implement it.

Resumes that Resume Careers

It’s interesting, every time I go to Deborah Drake’s group for reluctant bloggers, I seem to come back with something worth blogging about. This time, I met another career coach, one who is an author as well. His name is Don Burrows and the book I’m referring to is “Resumes that Resume Careers”. Don’s background is HR, where he spent 30 years of his career and where he was able to function at levels varying from recruiter to Director. The book is packed with wisdom, and while I would love to recap most it, I would really need to copy the whole thing to do it justice. So I’ll suggest you find a copy.

It does have a central theme and that is to write “functional” resumes. It’s an unusual choice as this is the first place I’ve seen the recommendation in a while. As a manager, and as an applicant, it’s what I wanted and what I usually used. However, as a Coach, my normal recommendation has become a “hybrid” format: One that looks like a reverse historical resume, but focuses on accomplishments/functions/functionality and if someone is looking for work in their current profession, I’ll continue to recommend it. The primary reason is that it has the added value of avoiding HR’s filters.

If you are making any kind of break from what you last did, then Don’s suggestion is something you should consider very carefully. His premise is that companies and recruiters care about what you can do for them. He’s right. The person most likely to be pleased with the format is a “hiring manager”. If you have problems that need to be solved, then the easier it is to visualize someone doing so, the easier it is to hire them.

One of the interesting things about the increased use of electronic DBs to store and retrieve candidates is that they aren’t going to care about format. We care, and HR cares. As Don says, “The goal of a resume is to get a recruiter to call YOU for an interview.” In other words, we want to be found when a recruiter is running a search and we want to give this recruiter enough pertinent information so they see us as close enough to a solution to talk to.  A functional resume is very specifically designed to do that.

A little later in his book Don writes, “Please don’t ever forget: the company is not in business to satisfy your wants and needs. YOU are the product and before they will “buy” YOU, they want to know what YOU have accomplished elsewhere and what you’ll do for THEM.” Your resume isn’t really about you at all. It’s about some job and how you will be able to perform it.

Beyond this, Don and I have lots of disagreements about a bunch of little things, like whether to include an objective and how to develop it etc. but those really boil down to style. If you read Don's book and follow his suggestions, you will come up with an excellent resume, one that looks a lot like the ones NFJS recommends.

Stories from NFJS -- Fred’s Story

This one is about Fred (not his real name). He joined NFJS as our Work-Life Data Base™ was maturing and he embraced it. What makes his story interesting is the consequence of this process.

Fred’s profession is software and hardware testing, with a strong element of audio technology thrown in. He joined us at the very bottom of the recession when more than half of the jobs being advertised were bogus and at least half of the rest required that you walk on water without looking for the rocks. One job description asked for a web developer who could answer phones, run purchasing and pick the laundry… and the only part I’m making up is the purchasing. Microsoft had just cut what they would pay contractors 10% across the board and was routinely demanding skills that were a full step above the pay they were willing to provide. I don’t ever remember a time when the economy was worse or when finding a job was tougher.

Fred sounded very realistic about his situation. He said that he was hoping for a new contract where his pay would be at least 80% of the last one. I’m very familiar with the skills he described and with the employment environment in that area having recently left the industry myself. When I reviewed his original resume, it sounded like that was a reasonable hope, but he better be capable of making more than a few house payments with his unemployment.

NFJS was just at the beginning of our resume section at that time. We spend four weeks of meetings going over the “How to”. It starts with the basic fundamentals of resume writing and ends with our Work-Life DB™. This is a tool that allows people to document their success and put it in a format that easily translates into a custom resume.

By far the most important part of all this is the Work-Life DB™. The first thing it does is highlight the most powerful stories in their work history. It helps the writer understand that they are not asking for charity. Great candidates are not asking for handouts, they are offering to help a company solve specific problems.

Back to Fred.

He understood all of this immediately, then he did the work. There are three parts that matter in this story. Number one: documenting your success. Fred went back through his history and wrote down what he was responsible for and what he accomplished at each of his previous positions. Number two: putting this information in structures that communicate effectively what he accomplished. And three: Using the language that companies expect and understand.

The result was dramatic: “Executed weekly test passes of more than 5,000 tests (Tux and Tuxnet) generating more than 100,000 results.” Became “Lead the XXXXX automation test lab for the development of XXXXX, maintaining more than 5,000 tests cases and managing the execution of test passes generating more than 100,000 results.” The first one is ok… the second one is excellent. The second one highlights the context in which his work occurred and claimed all of the responsibility Fred had. The first one names tools that are important to Microsoft, but only Microsoft. If Fred wanted to work somewhere else, then the hiring company would either scramble for Wikipedia or eliminate (this is the kind of thing Fred would have included when applying at Microsoft.)

Fred got the job!

The new resume has energy and it has relevance and it has the language that was being looked for by companies that do the kind of testing Fred does and is responsible for. The result of this work was that he got an interview for an FTE position at another company, then got the job! His new role is leading automated testing for both hardware and software for one of the products this organization produces and he got a 20% raise!!!

Yes, Fred is highly skilled and yes, he is in a role that is always looking for quality people, but when he joined NFJS, that was not clear, especially to Fred. As he dug into his experience, he developed an understanding that allowed him to identify, apply for and win a position he had been preparing for, for most of his professional career…. Even while the “economy” totally tanked.

Stories from NFJS

My desperate hunting for blog ideas has been solved!


I mentioned that I joined a “support group for reluctant bloggers” in an earlier blog and this week I was able to get to there for the second time. While participating, I had an epiphany as another member talked about the stories of her clients and their success, I realized that I haven't written a single story about the participants from NFJS and what's happened to them. Once that penetrated my thick skull, the hard part is choosing. While I’ve been doing Notes from the Job Search for a little more than a year and a half, the principles I use evolved over 30 years, so the stories end up going back a long time.

Here’s a story about a young soldier reentering the civilian world

Somewhere along the line I learned the value of separating the activity a candidate does from the product they work on. About 3 years ago a young friend of mine sent me an email asking for help. This young man (I’ll call him “Jim”) went to college majoring in Computer Science on an ROTC (Reserve Officer Training Corp) scholarship, graduating in 2002. Well surprise, surprise, he was immediately activated and spent the next four years on active duty with the last two being in Iraq as a transportation officer. He mustered out in 2006, took a year off and had been looking for work for six months prior to reaching out to me. In those months, he had received nothing more than an automated response while submitting more than 100 resumes for various jobs in the IT industry. His goal company was Microsoft and he hadn’t even gotten an automated response from them.

I asked him to send me a copy of his resume and upon reading it understood the problem immediately. His resume was completely built around his experience in Iraq and he was applying for jobs as a project manager in IT.

We got on the phone together and I had him describe what he was responsible for. As he was doing this I kept asking him to avoid talking about trucks or transportation and spend more time focusing on his personal responsibilities. So when he said something like, “I had to get trucks filled with medical supplies from town A to town B on a weekly basis while making sure that we had supplies coming in from the States that would allow us to meet our schedules.” I helped him transform that into “developed schedules for multiple teams, coordinating multiple interdependent projects to deliver requirements on time and on budget.” Which is in fact a description of what he did, minus the references to Iraq and the Army and trucks. It is also describing his behavior in IT terms rather than Army terms.

One of the many great things Jim brought to this was an openness and ability to learn very quickly so the time necessary for him to completely re-write his resume was less than a week. When he submitted this new resume he started getting personal responses within the first week, interviews within a month and he received a Microsoft offer (that he took) within 3 months.

The principle Jim implemented was simply describing his experience in terms of what he personally did, not what he did it on, using terms his target audience understood. He did not drive or load trucks, he did plan, develop “critical path analysis”, and coordinate multiple interdependent projects. When put in terms that automated systems expect and that IT recruiters understand, the quality of his experience became obvious, as did Jim’s desirability as an employee. It also helped him understand how to communicate his experience during interviews in terms understood by the people interviewing him.

Most important, it got him the job!

Stereotypes, Prejudice and Job Search

One of the challenges we face during our job hunt is the unstated beliefs or stereotypes the hiring person/organization have about some group we are part of. An ugly word for this is “prejudice” and we all have them. We all think we can guess what’s inside the book by looking at the cover; at least a little. In my case, when I turned fifty, I realized my view of “old” was completely haywire. My opinion was based on my five uncles, all of whom were pretty much worn out by their 50th birthdays, so when I turned 50, I expected to look in the mirror at an old man. You know the drill: smoker’s cough, balding, gray hair, pot belly, weak back, bad eye sight, maybe some hearing problems....

But I didn’t fit that stereotype

The guy I saw in the mirror had a full head of dark -brown hair, a dark -brown beard, ran 20 or more miles every week and who was just beginning to gain real traction with his career. I found I needed to completely reinvent my understanding of age and aging! I had no idea I was prejudiced, I thought I was right and that “old” men looked and acted certain ways. It wasn’t until I was a member of this group that I understood how completely I had characterized other men based on the people in my past, not on the people I was dealing with.

Unfortunately, this is how all prejudice develops. We know, or have some experience with people who are categorized by their membership in some larger group and we confuse the path their lives took with some predefined/predetermined trajectory that is assigned to everyone in the group.

How does this impact job search?

Pretty simple, we all belong to groups and we don’t know what the hiring influence thinks about these groups. The challenge is dealing with it. My brother talks of “tribes”, meaning a group of people that identify with each other. Our goal is to portray ourselves as belonging to the tribe of people working at this office.

The first part of “dealing” with it is in our written communications: resume, cover letter, email, on-line presence, etc. The second part is in person, when, for the most part, the groups we are part of become pretty obvious. We have a visual presence: short, tall, black, white, fat, thin, old, young, etc., and those characteristics are pretty obvious in person. As soon as we open our mouths, we communicate what other groups we belong to. It is at this point that our interviewer determines, skills notwithstanding, whether you are someone s/he wants to work with. Of course this might take seven seconds or it might take the whole interview. But ultimately, s/he is determining if you are a member of his/her tribe.

Our written profile is reasonably easy to deal with: Things like a professional “head shot” allow us to choose the physical image we project, then when we write our resumes we portray our real experience with the energy and strength we really have. It is key to play to our own strengths. Check out my earlier posts about writing resumes, I’ve been fairly explicit about how to communicate your experience and current skills. A well done resume allows for a pretty complete focus on how you work and the value you can bring to a company.

Picking up new tools is an additional way to demonstrate your energy, commitment, etc. If you are currently unemployed, it’s an even better idea. Communicating that you continue to be committed to maintaining your currency is a challenge and there are precious few more effective ways than taking classes.

When you get an interview, do your homework about dress. After our physical presence, how we dress is the most important indicator of the “tribe” we belong to. Find a way to spend an evening watching the door to the company’s office – the place you’ll be working. What are people wearing? Is it shorts and t-shirts? Khakis and golf shirts? Sport jackets? Think “plus 1” for your interview clothes. If it’s “shorts and t-shirts” then nice jeans or khakis and a golf shirt or sport shirt, “sports jackets” would drive a suit, etc. If we do this right, we should immediately be perceived (at least physically) as potential members of the tribe of this company.

The point of all of this is to say that effectively countering someone’s possible stereotypes of you can only be dealt with via demonstration. My telling you I’m not like my uncles doesn’t mean anything to you. My describing the creation of Notes From the Job Search at the age of 61 creates the image of someone who continues to be passionate, committed to growth, learning and service… much more interesting.

Resume construction part 2

Mike will finish his discussion of resume development soon, but in the meantime, one of the regulars at Notes from the Job Search sent me an analysis of how to create an entry or bullet point on your resume and I wanted to share it with you.

She starts with the idea that in the custom resume you deliver to a prospective employer, each role you held should have no more than five bullets. That is different than our Work-Life Database™.  The Work-Life Database™ is the source document  and as such it doesn’t have a limit.  What goes on the resume sent to a some company, comes from the DB. At any rate, here’s what Deborah Arline has to say.

“The first paragraph of a job experience within the resume starts with a statement describing the scope of duties, level of responsibility, number of staff supervised, budget amounts managed, etc. This statement is followed by short sentences describing responsibilities, using words like “Managed”, “Led”, “Facilitated”, “Oversaw”, “Initiated”, “Planned”, “Provided”, “Performed”, “Created”, “Analyzed”, “Designed”, “Developed”, “Achieved”, etc.

“This paragraph is followed by “Significant Achievements”, no more than 5 bulleted items that:
   • Identify an Action, USE A VERB, that demonstrates the value I added or contribution I made; i.e. “Saved money”, “Increased profits”, “Developed staff”, “Decreased response time”, etc
   • Then, the sentence continues to show how I achieved them: “…by deploying”, “…by initiating”, “…by upgrading”, “…by migrating”, “…by implementing”, etc.
   • And may conclude by showing the result of my efforts: “…that enhanced”, “… that improved”, “…that reduced”, “…that decreased”.
   • Then try to quantify the value added; answer the question “By how much?”

Deborah provides a couple of examples:
1. “Delivered $1.2 million annual savings by cutting call handling time 40 seconds per call across all centers.
2. “Improved operational efficiency by designing continuous learning process that provided call centers with structured approach to process improvement and data sharing.”

As you can see Deborah has broken this down to very specific small pieces. When she creates the actual bullet, she positions the element with the biggest value ("$1.2 million annual savings") where it will be seen most easily and have the most impact. It’s almost like we had a bunch of refrigerator magnets, only in this case we are using them to effectively tell real stories and actions we really took.

Strengths (again)

My last entry was on the book Now Discover Your Strengths so obviously it’s a key element in the Notes From the Job Search (NFJS) approach to job search. Another component of NFJS is our suite of weekly support groups for professionals looking for new jobs. What these groups provide is a continuing reality check for ideas and strategies in general. This includes the ideas expressed in Now Discover Your Strengths. (http://www.strengthstest.com/)

This book, as well as the others in the series, positions our strengths as tools we have choices regarding. Which isn’t the experience NFJS has of them, or at least isn’t a complete description of our experience with strengths. The Top Five Strengths, which is the report we get when we take the test, look far more like a description of how we approach the world. One friend of mine took the test last summer and found her number one strength is “woo”. This means she always finds ways to embrace the people around her and have them embrace her. This is who she is. One example of this is she has never been in a job interview without getting a job offer. She is certainly smart and hard working and other good things, but so are lots of other folks. Her consistent approach to relationships—all relationships—is to find ways for people to align with each other.

As I mentioned in my last entry, my greatest strength is “ideation” and my second greatest is “strategic.” I also wrote about how those have played out in my career. Turns out that is a darn good description of how I function. I always want to understand the ideas that drive how something works and I always approach it strategically first. When working on new development, this can be a huge advantage. It allows me to create clear coherent programs that do what they are supposed to do and that can be changed over time, etc, etc.

When working on maintenance (fixing/modifying something someone else created), I still approach it looking for the ideas behind the whole, and then how a particular piece fits. That doesn’t work—essentially it’s as big a problem as it was an asset for new development.

There is just very little that is as much fun for me as a discussion of how something works. It’s part of what drives me at NFJS. What is the suite of tools, the process that allows people to identify and achieve their dream job? That’s what I can build on. It’s a strength; it’s also not especially negotiable. I can acknowledge it and build on it, or I can frustrate myself and everyone around me by ignoring it and trying to be what someone else wants.

I can give lots of examples: A “learner” I know is always investigating new ideas and new areas of knowledge and new ways to do his current job. He is partially motivated by the enjoyment of solving problems, but mostly he is simply trying to learn something new.

Where taking the “strengths test” helps in the job search is by giving us words to describe what we do and why we are special. Then as we examine our work history, it helps us identify more easily where we were successful and how that success occurred. It gives us a coherent set of characteristics to build our “brand” around. What is it that makes you special? Looking back at your career through the filter of your strengths will help you identify those characteristics and help you identify the proof required to make you stand out in this market.

Resume path part 2

In my last post, I discussed how a job posting showed up on an advertisement/job board etc. and that by the time it reached a job board, it had been worked into a set of criteria. What happens next is why we spend so much time on resumes.

The result of posting an opportunity is that the recruiter will be bombarded with resumes. It has become common for me to be told that as many as 1,000 resumes can be submitted to a single posting. So when I say that a recruiter can be bombarded, that is really close to what they experience. And honestly, no one can review 1,000 resumes and no company wants them to.

For smaller companies that do things manually, the person will start at the top of the pile and go through resume’s until they find some pre-determined number of resumes that might be good fits, then files the rest and deals with the selected ones. Maybe it’s 50, maybe as much as 100, it’s just very hard to imagine the number getting much bigger than that. So lots of resumes aren’t even reviewed. Frequently not even logged in.

Larger organizations use some kind of software that allows them to do “key word” searches. A key word that is popular currently in IT is “Scrum”. It’s a development project management methodology. So the recruiter has all of the resumes entered into a database then scans them for “Scrum”. If your resume doesn’t use that word, then it is eliminated. If the number of resume’s left after this is too large, then the recruiter will add some other word, perhaps it will be C#. Still too many? Check to see if Scrum appears two or more times, check if C# appears more than two times, then three, etc.

There is almost no chance a human will look at more than 50 resumes for an opening. Even then, the first human scan will probably take less than 10 seconds, probably closer to 3. The recruiter will now have 20 to 25 resumes that are read in any kind of depth at all. Their job is to deliver between 3 and 10 resumes to a hiring influence. Worst case scenario, has 10 screening interviews extracted from 1000 resumes submitted. That is a 1% chance of a screening interview, let alone an interview for a job.

The result of this maze, from the applicant’s point of view is that resume needs to be built specifically for the opportunity. What are the key words? What is the emphasis? What is the required experience? Assuming you have them, then they have to be on the resume the way the job description describes them.

I am painting a couple of worst case scenarios here, that’s true and there certainly are exceptions. There are companies that commit to reviewing every resume, and there are recruiters that commit to that as well. Unfortunately, it is way too common for the scenario's I'm describing to be real, so even if your resume isn’t going through half of these hoops, and even if the number of resumes submitted is only 100, the resume itself must be prepared.

Why do resume's matter?

At Notes from the Job Search, we spend a lot of time teaching that the perfect resume is the one you drop off after your first day of work and that the job you want is one that you get through a referral from a friend. We also spend a lot of time working on making our resumes the very best possible; which seems like a contradiction. Why spend time perfecting something you shouldn’t be letting anybody see? Unfortunately, we normally need to work both ends of a job identification/recruitment process in order to get the job we want.

What makes writing a resume such a tough problem? Heck, there is a whole industry built up around writing them and it’s easy to spend 2 or 3 thousand dollars on one. Is that a good use of money?

The answer is tied up in the other end of the process, specifically the recruitment process. What does the hiring company go through in order to hire a new employee?

The hiring process works best for the potential employer at the same time it works best for the potential employee: When a potential opening and a potential employee meet up before HR gets involved. Sorry HR folks, but it does. The hiring influence and the job seeker talk about the problems that need to be solved, the job seeker is identified as compatible through mutual experience and common friends and interests, the quality of the work can be reviewed based on relevant criteria.

Bringing HR into the process requires that a fundamentally subjective process become objective. Step one is a “job description”. My background is IT and in IT terms, that is a “solution” or a “specification”. Solutions that are separated from problems probably represent the largest number of failed projects in IT and that is what’s required when hiring is turned over to HR. HR has a specification and then does it’s level best to fill it. They interview the hiring influence, get that person’s best guess as to what they need, translate into a series of questions, etc. etc. In the end they have a rigid set of criteria, questions with a rigid set of answers.

The reason for all of the time worked on resume’s is to negotiate that rigid path… In competition with some ridiculous number of other people doing the same thing. The resume is the first step down that path.

Branding redux

I’ve been thinking about “Branding” a lot the last couple of weeks. What is a core skill set? What is a “core strength”? How do I (or anyone else) use those to stay relevant in a world that is changing at the speed of light?

As near as I can tell, all of us have lots of strengths. I have certainly met people who didn’t recognize theirs, but they still had strengths. Equally, pretty much all of us have a wide variety of skills, unfortunately, these have a habit of becoming outdated, so it’s easy to feel like we don’t have much to offer, or what we have to offer isn’t what people are willing to pay for. So how do we build from current to future, using our strengths as a guide? How do we avoid being sidetracked, yet continue to move in a direction that keeps us employable?

The premise here is that in order to identify the ongoing strengths that we want to depend on, that we want to be hired to use, we need to look at our work history and our successes. As we identify those successes and identify the patterns of success, we also identify our “brand”. This allows us to recreate our resumes, profiles etc to emphasize what we are passionate about. This allows us to look at jobs where we will be able to build on our strengths. It also helps us understand the idea that we are creating a partnership with a potential employer.

Let’s face it, we all want a job where we can pretty much guarantee success, where we normally create high expectations that we then exceed. It’s just fun to do. The key is knowing enough about our own strengths and skills so we apply for work that fits that profile. Understanding and documenting a brand that allows us to focus our search and get the job we want.

Opportunities

“It was the best of times, it was the worst of times” or so wrote Charles Dickens 150 years ago, although I’ve certainly heard people quoting one half or the other recently. There was an article in the Seattle Times recently about how tough the market is and how current job descriptions include everything and then throw in “personal assistant tasks” whatever the heck that means. If we include “discouraged” workers along with people still looking for work, unemployment pencils out as 15% or more. We’ve all been impacted by an economy that is the worst since the Great Depression. At the same time, people are going to work. Some of the folks working with NFJS are getting their dream jobs. Some are looking at their careers and saying, “I need to do what I love!”

One woman who has been a participant started out completely desperate for work. While coming to NFJS we helped her articulate what her dream job was and how to accomplish it: Creating an Art School. Eventually her desperation won out (or so we thought) and she took an admin job for the Feds. Within one month, she quit, rented some space and started her school. It’s been about a month since I’ve heard from her, but at that point, she had four classes going and was paying herself enough to stay afloat. It took her about four months to create her dream job at a level that supports her minimum requirements. She won’t buy a BMW this year, but then she doesn’t want one. What she wants is to teach art, and what she’s doing is teaching art. For her this is the “best of times”.

Another member of NFJS came to us looking for manual testing contract at Microsoft, testing hardware or software and complaining about how Microsoft has cut the compensation for contractors. This man did his homework while with us and developed a much better understanding of his own experience, his capabilities and his passions. What he got was an FTE position for AT&T at about 1/5th more than he thought he would be able to ask for as a contractor and doing precisely what he wanted: Leading a team doing automated hardware and software testing of devices.

The point of these two stories is to recognize that we have opportunities in spite of what we might read or hear. It always requires work to become what we want to become, but if we can articulate it and the steps necessary completely, if we can imagine it and the steps to get there completely, then we can do it. For most purposes, we get to choose if this is “the best of times” or “the worst of times”. Creating “the best of times” is hard work, but so is creating “the worst of times”.

Amazingly, the Green Bean Coffee house has been resurrected! Wayward Coffee House has been a great answer for the last month, Thank you, thank you Wayward Coffee House!
The Green Bean is now housed in the “Sip N Ship” on Greenwood Ave. 8560 Greenwood Ave N. Being back at the Bean will be great.

Branding

It’s my premise that job search is very much like sales. The product in job search is your skill set and your work persona; note that your product isn’t “you”, just that part of yourself that creates value for companies. At any rate, when selling a product, one of the first steps is establishing a “brand” for the product. Translating this to job search, we need to look at our skill set and our work experience as the tools with which to build this brand. Your response to the job description will be to tailor your brand.

Early in NFJS one of our groups had 3 high level IT folks. All of us had been in IT for a while, we had managed teams and all of us have experienced success with projects. At the simplest level, it would be very easy to see us as competitors. When you dig just a bit deeper, we all have very different strengths that have led to our success, and each of us has a very different focus going forward. The key to each of our brands are those strengths. My brand is focused on my team building and moving a team forward to complete projects, “D” is exceptional at developing solutions to problems that seem intractable, “V” will bring a focus on communication between the various stakeholders.

The marketing folks tell us that a brand starts by looking at a product from the customer’s point of view. Looking at the skill sets of the three program managers this suggests each of us should think about the problem a company is trying to solve that will give us that ideal opportunity. I’m the guy when a team has become rudderless, or is experiencing conflict. “D” will be the person for a situation with serious technical problems and “V” will be a great choice for a company that wants to focus on understanding between its users and its development team. Each of us needs to build our brand around these problems, and if we find ourselves competing for a position, we should look a lot deeper into the problem the company hiring us is trying to address.

Resumes (more)

I’ve blogged about resume’s previously and covered a lot of the basics. You know the stuff:
· Use bullets,
· Start each bullet with one or more active verbs
· Leave lots of white space
· Use numerals unless there is some specific reason to use the number names
· Use your spell checker
· etc
Others have added unknown billions of bytes about what to say as well. Frequently they recommend that each job being applied for requires a different resume. When we look at a job description, we should line our experience up with their requirements then submit this unique resume.

At Notes From the Job Search we agree with most of that, but we also recognize that it’s much easier said than done. Who has the time to rewrite their resume 3 or 4 times a week? Who remembers all that stuff we did 5 or 10 years ago? If I tell someone that I wrote an inventory system for a company that maintained inventory for about 100 smaller companies, do I also tell them it was in Cobol? That I did it 15 years ago? How about the fact that it was for a logging company?

One of the volunteers at NFJS is Bob Jackson (Colonel, USAF ret) and he came up with a process for making those individualized resume’s possible. It starts by separating the resume build process from the application process, so when an interesting opportunity surfaces, we’re ready. It’s still a challenging process and takes time. First to figure out what to include, then to figure out how to phrase it, then to figure out what to extract for a specific opportunity.
So what is this magic process?
· Create a resume database including: everything.
· Phrase accomplishments such they can be cut and pasted into a new resume.
· Include all of your recommendations
· Cherry pick the good stuff out of evaluations
· Write short (2 line max) descriptions of jobs held.
· Focus on what you did, not what you did it on. (in the example above, what I did was write the “inventory system”, what I did it on was “logging”)

The place to start is a simple chronological list of jobs you’ve had. If you are just entering the job market, then add an entry for every year of school from your freshman year in high school.

Next take your resume as it stands now and cut and past them into the list aligned with the job where they took place.

Add the stuff back in that you took out because it happened too long ago.

Add all of the recommendations you’ve received. If they are in hard copy, type them in.

There are people who can do this without a support system, Bob did it that way, but most of us need someone to check in with and compare notes with, so if you’re in the Seattle area, check out the NFJS schedule and join us. If you are outside the area, find some kind of support system. Maybe just a friend you can get together with every week, maybe it’s your spouse, maybe it’s a support group like NFJS, but getting support is very important. Perhaps the best part is the mutual re-enforcement, but there are amazing numbers of benefits.

Elevator Pitch

My brother suggested that the various bits of information that we use in our job search are really part of "branding" our work. It's a great concept and a great way to think of the parts. It suggests that the message is consistent and that while the format changes, and the words change and even the examples used, we understand our work as a product and that we understand that getting a job is really selling that product. So our elevator pitch is the first and shortest description of our brand

Elevator pitches:

Basics
o Short 30 seconds
o Part A, what are you looking for
o Part B, What makes you special (with specifics)

Key is to focus on your audience and to think out expectations before starting
o The neighborhood block party has one presentation
o A corporate CEO has a different presentation
o Core elements need to remain -- the brand is still the brand

When describing your history, describe what you did, not what you did it on.

Example:
o Your job in the Army was "Supply Officer". What you did your work on would be scheduling trucks and truck drivers and munitions and rations.
o What you did was work task breakdown, schedule coordination, critical path analysis...

Summary:
Be specific about your role (thinking of what you did, not what you did it on) the example above might include:
o Trained and Managed crew of 24 working round the clock under adverse conditions
o Designed, wrote and implemented policies that provided for the safety of full crew

It needs to be developed with the audience in mind and it changes based on the audience
It does not answer all questions, better if it generates questions/discussion

In other words, our "brand" is always our "brand" but it can be expressed lots of ways.

Curricula

It’s been a while since I posted, and I apologize to my reader(s?). I’ve been thinking about how to approach this whole process and how to add value to people’s job search. To do that, I’m going to formalize the curricula used by NFJS. Also will be organizing it around a standard point of view, so all of the parts fit together.

The point of view is pretty easy to state: All of our job search materials will be informed by the statement, “How does this appear from the point of view of a hiring manager?”

The curricula will include work on:
· Elevator pitch
· Resume
· Networking sites
· Networking
· Interviewing

Next post will be Elevator Pitch

resume writing

Just ran into a great resume writing resource. http://toptenresumetips.blogspot.com/
I'm adding it to the list of blogs I follow.