Questionable Resume Tips, Part 3

Continued comments from yesterday.

The author of the email then tries to sell me on why I should become a client of his.

Here is the bottom line. There are many people out there who cannot find a job, so they are trying to make money telling others what to do. Some of these people are recruiters whose clients are reducing the number of searches, resulting in them extending their brand to coach job seekers. Some are HR professionals who have insights about the internal recruiting process, how to write resumes, and how to interview. Some are actual career coaches who are “certified” in older traditional methods or who don’t really have experience to understand real insider thinking. Some, started out by wanting to help others. Some, are very good.

The question is not their motive or their previous titles or their previous experience or their certifications but whether what they say is right!  You have to be the judge. If you are wrong, you will get hurt and waste money and time. If you are right, you can be tremendously helped and maximize you time and money.

That is why I write a blog and newsletter. You can see my thought process. I am blunt in my opinions. I am willing to share because what I know is only lightly touched in blogs and newsletters – plus I keep learning from others every day. That is why we offer multiple levels, including books and audios that are inexpensive but helpful. That is why I post testimonials from C-level executives and global groups (like Vistage, the FENG, and Golden Key) who support what I am saying. However, at the end of the day, it is you who gets to decide if our message is on target and worth sharing with others.

That is also why, for those wanting to help others, we also offer our course on Jobpreneurship™ which will help train the trainers. We will explain this area more in the future.

My point is that, whether you use Job Doctors International, LLC or someone else is your decision. There are many out there with fantastic ideas and others with questionable tips. Just, please be careful who you are listening to for your career and family guidance. Too much is at stake.

Questionable Resume Tips

Don’t you just hate getting unsolicited emails? I do too. That is why we don’t email blast unless you requested to be on our list.

Here is an unsolicited email to me about “c level careers + resume info”.  Now, I am not sure who sent it. I only opened it up to see if there was a best practice that could be useful to you. There are a few that I already knew but there were MANY ideas that I believe are harmful.

By the way, “C-Level” refers to CEO, COO, CFO, CMO… So you would think this advice would be the best of the best – especially since the author states that he is an “Executive Job Hunter’s Consultant and Strategist – since 1987”

So, here is what he said and my comments:

1. Readers perspective
   1. Him: Assume readers are skeptical and rarely give you the benefit of the doubt.
   2. Me: Assume first line readers will scan in 10 seconds. They are looking for key words and at the summary. 2^nd level readers assume 1^st level readers already screened you and will be checking to see if you lied on your resume like many have been caught doing and that you look like you are qualified. 3^rd level readers rarely depend upon a resume usually preferring to talk and listen to see if you really “get it”, are trustworthy, and are a cultural fit.
2. Screeners
   1. Him: Almost always toss all resumes except from people seeking to make a lateral move.
   2. Me: In today’s competitive environment, companies can be looking for someone who has “done it” to come it to “do it again. However, the best companies are looking for track records upwards and usually DO NOT throw away upward trends that are not a stretch. What screeners are looking for depends on what they are told to look for.
3. Summaries
   1. Him: Don’t use them. They annoy screeners because they all sound alike and are too generalized and cliché riddled.
   2. Me:  The “blah, blah, blah” syndrome is a point the recruiter I wrote about last week stated. Both are right if you are generalized and cliché riddled. The competitive candidate knows how to craft a summary that gives the screener what they are looking for – in 10 seconds. To omit a good summary is a terrible mistake.

More tomorrow!

Understanding The Job Seeking Process, Part 7

There are a number of steps in networking. However, I merely want to close out my thoughts on the executive summary, from a recruiter perspective, and a value proposition from my perspective.

Here is the setting: a general networking event or a chance meeting at a soccer field or as an association meeting.

Here is the question: “What do you do?”

Recruiter model:

I am a top financial officer with 20 years experience in Fortune 500 and medium sized business service companies with experience in multi-location, multi-division, and multi-country locations providing heavy tax and M&A expertise within the Atlanta area and having a strong focus on teaming across functions to optimize financial operations.

Value Proposition Model, with three topic results structure

I am a financial fire-fighter.  (pregnant pause)

My experience is in large and medium sized companies identifying issues and solving them, such as SEC reporting, M&A activities, and support of the Sales force.

Here are the test questions.

1. Which model would you most likely remember in 2 months?
2. Which model best explains what he can do – his value?
3. Which model would want you to ask more about – make you interested?
4. Which model would be easiest to tell others about?
5. Which model would give you interest in referring him to a friend?

I rest my case.

Understanding The Job Seeking Process, Part 6

So, what is networking? Each of our 42 processes do not have simple answers. Correct answers have many legs and also need to be customized for each individual. However, here is the bottom line of networking.

First, the purpose is to find people to introduce you to people who can help you meet the hiring manager and GO AROUND the gatekeepers.

Keeping the concept simple, if the hiring manager likes you, is recommended to you by his trusted advisors and trusted relationships, and sees you as having value to what he wants, then it is possible for the hiring manager to want to hire you before you have talked to any gatekeeper. Networking is the process to get the chance for this to happen.

However, most networkers whom I meet don’t know how to network effectively. One of the reasons is that they think the process used for gatekeepers is the same in networking.

To influencers, insiders, and experienced those people are seen as “wantabees” and “commodities” not worth much of our time.  We do feel sorry for them and occasionally will make suggestions to them for improvement. Since most people do not appreciate improvement suggestions, after a while we quit trying.

However, this concept is absolutely key to taking your job search to the next level.

Here is another idea. When that hiring manager is interested in hiring you, he may have made the emotional decision but will normally send you back through the gatekeepers to join other candidates in the process. Why? First, for legal compliance. Second, to gain political support. Third, to see if others agree that you are qualified. Fourth, to see if others agree that you are a cultural fit. Fifth, to see how you handle challenging personalities who will also be there if you are hired. Sixth, to gain as much insights through the process, including reference checks, to confirm your statements or to raise flags. Seventh, by getting different levels interviewing you, a general consensus supporting you gives you a great political platform for future success – their concurrence (political support) becomes a reason they may help you succeed.

The point here is that all the filters we discussed gatekeepers having (key words, need for a targeted executive summary, and good screening skills) still apply. You interview differently depending upon the level of the interview (gatekeeper versus trusted advisor or hiring manager).

However, the MAJOR DIFFERENCE, is that the gatekeepers are no longer looking to eliminate you. They are now looking for ways to please the hiring manager by seeing if you can actually be a fit. Unless you misrepresented yourself, you have a heavy advantage to being in the final cut and getting hired.

Let me know what you think!

What process are you pursuing?

Understanding The Job Seeking Process, Part 5

Now let’s take a look at one simple difference between focusing on the gatekeepers and through sales and marketing techniques like networking.

I have heard that 80% of candidates focus on trying to go through gatekeepers – and feel like they are hitting their head against the wall.

I have also heard that 20% of all jobs are placed through going through the gatekeepers.

If you re-read what I just said and do the math, something should jump out at you. Am I crazy to compete for 20% of the jobs where 80% of the competition is?

I heard last Friday about the book called “Blue Waters”. I have not read it but my friend told me the concept is to stay away from the red waters (where the sharks are feeding) and go where the waters (and competition) are nice and blue.

To put it another way, I have heard that by networking you increase your chances of getting a job by 4,200%. If that does not get your attention, you might as well stop reading.  People play the lottery for worse than a one in one million chance of winning. Here the odds are 4,200% better than focusing on gatekeepers.

So now we are talking about the seventh Jobpreneurship™ process.  There are still 35 to go. But networking is a major strategy shift than trying to initially go through the gatekeepers.

The challenge is that very, very few people know how to truly network. So, you often get limited guidance. Sometimes, you get poor guidance from “coaches” who don’t know the best practices themselves.

That brings us around to my comments on Monday. The Managing Director of the national executive recruiting firm told 40+ executives that they should develop an executive summary that describes what they do – using terms that would help and executive recruiter see if they would fit into a current position.  The examples were longer than this paragraph and full of complex concepts. This statement would then be what you use in networking.

If you are networking with a gatekeeper with open jobs, you may want to follow his advice. However, since that is less than 20% of all possible jobs and since few recruiters have jobs that may fit your profile, I personally believe the advice is DEAD WRONG when it comes to networking.  Again, right when talking to a gatekeeper but WRONG when you are trying to network with non-gatekeepers.

Understanding The Job Seeking Process, Part 4

Why do so many “career coaches” focus on these six areas? Because most of them are former HR or recruiters. This is what they know from their perspective, their company requirements, and their experience. There is nothing wrong with this. Their coaching can be invaluable!

Other coaches may be focused on psychological issues, personal counseling, financial counseling, spiritual counseling, image development, branding, networking skills, etc. In most cases, their perspective is limited by their focus.

Think of going to a doctor who is a specialist. One focuses on the hand. Another the foot. Another the heart. Another common family issues. Another cancer…  ALL are important. It depends upon what your need is. Most of us cannot afford to go to every doctor. We have to prioritize and go when we have a need.

So, I applaud those who can help you with resumes, interviewing, executive summaries, etc. Just remember that their advice and experience might be not be as broad as you may need – especially during the challenging and competitive times that we are seeing today. Being right (maybe) on six of 42 processes is good but you might want to learn all 42 processes.

Understanding The Job Seeking Process, Part 3

The first typical advice is to be sure to use key words tied to your resume that fit the job you are looking to fill. Hopefully, your resume will appear in their top interest retained stack.

The second executive recruiter advice is to use an executive summary of your background. Why? With 10 seconds to review, either you are a potential fit or not. If you are not a fit, they usually begin tuning you out and trying to get off the phone.

Keep in mind, they are not looking for value, performance, or potential at this point. They are looking for a 10 second review to see if you are a potential fit to their 5-10 key factors. Round two begins to look at these other factors.

The Key Take-Away:  This approach is designed to eliminate candidates.

If you don’t play by their rules, you don’t get to play their game. You don’t even get up to bat.

If you do play by their rules, but your executive summary and key words don’t fit what they are looking for, you lose.

Remember, they are paid by the client. They are willing to review massive numbers of candidates but use automation and the 10 second rule for the first pass.

You are a commodity.  If your number comes up and if your summary and key words fit, then you get a chance for a phone interview – where the approach is again designed to eliminate candidates to find quickly those who might be the best fit.

If you were in HR or were a recruiter, would you do anything different? I wouldn’t. This is how the game is played. It is driven by the need for filling as many jobs as possible as fast as possible with the best possible candidate. If the highest qualified candidate does not even get looked at, that is the fault of the candidate who did not properly position himself. It is also an acceptable loss driven by the press for time and efficiency.

What could this mean for your job search?

When do you use a Resume?

Here are my thoughts about the questions I asked last time. If this sounds contrary to what you have been told, I encourage you to think through my logic to see what makes sense to you.

• All I need to get a job. – No. A resume never gets you a job.
• The first thing I work on when I get laid off / fired – No. A resume should be one of the last steps you take. Until you know what you want to do, where you want to work, and what the hiring manager is looking for in a new hire, you don’t know which of many words, talents, skills, accomplishments… that you should emphasize.
• The primary communication document to get a job. – Only if you are lazy and want to join the masses of the unemployed whose resumes wind up on a foot high stack (or higher) with a 10 second screening given to each.
• A history of my work experience – Can 2 pages possibly fully describe your work experience? Not unless you haven’t worked much.
• A picture of who I am – Really? Does it convey your values, your personality, your communication skills, your relationship skills, your intelligence, your cultural views, your political views (capitalistic versus socialistic), your initiative, your creativity, your enthusiasm, your thought approach (visionary vs. data focused vs. process centric vs. relationship based)?

OK. Now, explain what I would do with a resume.

• Send out to all my contacts – NEVER. Once I know what I want and where I want to work, I would arrange a personal meeting with those who could get me there. For others I would send out a 2 sentence summary. Sentence #1: a value proposition. Sentence #2: three key very high level examples of how I do what my value says I can do. Along with a brief intro and followed by a brief request for letting me know who I should meet and thanking them for being in my network.  Keep it professional, short, informative, and limited to a total of 150 words.
• Give to everyone I meet – NEVER. It signals that you are a job begger.
• Blast out to all major job boards. – Perhaps. But only when it reflects what you are wanting to do and what value you can provide. This is a low return effort but it can produce results.
• Use for all company applications – Of Course. But, why are you wasting time filling out applications; unless it is for a hiring interview?
• Use for all interviewing – If for a formal job interview, of course! If for a meet and greet, almost never.
• Blast out to all recruiters – Perhaps. But only when it reflects what you are wanting to do and what value you can provide. This is a low return effort but it can produce results. For recruiters in your network I would highly recommend the same method as point one (send out to all contacts) with the resume as an attachment.

Breaking the Chain of Fear, Despair, and Depression

Whether you are trying to get a new job, start a business, or get a new client, uncertainty leads to fear. Will you get a job before your finances run out? Will your business fail? Can you get enough new clients to pay your bills?

In every case, fear can easily begin to choke your momentum and cause you to fail. Most failures in life are those who quit just prior to winning.

We all hear about wonderful success stories – it makes good speaking material. What we seldom hear is how most successful people had years of fear, despair, and even depression. Yet they learned to persevere and not give up.

A friend of mine told me last summer how he, an executive, was out of work for two years without anyone calling him about a job. Do you think he had down days? Do you think his wife was wondering if she should just shoot her husband to collect the insurance money? Yet, almost to the day of the anniversary of being out of work he received two phone calls on the same morning with job offers. After weighing both, he decided to take the one closest to his passion. It was more risky than the alternative but far more exciting and, having been through two years of unemployment, he knew the worst case would be more unemployment.

How do you break the chains of fear, despair, and depression? Unless you have a clinical situation that requires professional attention, I recommend:

1.   Keep looking at others who are landing. Celebrate with them. Your turn will come.

2.   Pray for help, encouragement, and strength. Everybody goes through this. Most of us get through it.

3.   Focus on breaking the other chains. Each chain that is broken is a victory toward getting not just a job or client, but toward learning to live life the way it should be lived. Who knows? Perhaps this difficulty will lead to some of the best times of personal and spiritual growth in your life.

How do you face these issues?

What role does HR (Human Resources) play in my career? Jobpreneurship™ View

HR will play a major role to you whether you are a job seeker, starting your own business, or selling into the HR function.

For the recruitment function, I recommend you honor and respect them. They will range from frontend filters to influencers to trusted advisors. If you are starting your own business and have employees, I strongly recommend obtaining HR support whether internally or through an outsource function. If you are selling to the HR function, you see them as a prospective client.

A jobpreneur sees HR as an integral part of their plan. If you need to go bottom up through HR screeners, be sure you follow the best current advice to get to the top of their stack. If you target hiring managers through their trusted network to be personally referred to them, don’t forget that HR managers and executives could be potential allies. If you are selling to HR, consider obtaining line manager personal referrals into the HR decision maker.

The jobpreneur treats themselves as their own business, whether as an employee, vendor, or owner.  Working with and befriending HR members is always a wise move.

How do you work with HR?

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