Digital branding is my primary focus these days, and that means helping clients get past their resistance to social media. The number one reason they tell me that they don’t engage in social media is: “I just can’t find the time to do it.”
So what if you made a habit of committing no more than nine minutes a day. Could you find nine minutes?
You can actually get a lot accomplished, deliver value to your audience and not wear yourself out when you’re willing to commit a few minutes a day. To make this work, though, you need to commit to doing it every day. When you do, your nine-minute habit becomes three hours a month of social media engagement.
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Don’t squander your efforts by being on every platform—Facebook plus Instagram plus Twitter plus LinkedIn plus YouTube equals social media taking over your life. It will be impossible to be consistently visible on all those platforms unless you make it your full-time job. Instead, choose up to three, preferably just one platform to start. How do you choose, you ask?
Pick what sits at the intersection of these two criteria:
You enjoy them. There’s no sense picking YouTube if you abhor creating videos. You’ll be more likely to keep up your 9-minute daily social media habit you’re having fun with it. If you like to write brief, pithy content, choose Twitter. If you love visuals, choose Instagram
Your people are there. When using social media for professional purposes, the goal is to be visible, valuable and available to the people who are making decisions about you. There’s no sense in tweeting at the frequency of Kim Kardashian or Donald Trump if your target audience isn’t on Twitter.
Step 2: Choose The Right Time
Identify your best time to engage in social media. We know that true habits are easier to form when they take place at the same time every day–like brushing your teeth. Your social media habit might take place first thing in the morning or right before you leave work or during lunch. Or, to make it even more efficient, consider a time when you can double up on productivity. For example, if you commute to work on a train, that’s the perfect time to also connect with your online community. If you wait in line every morning for your triple tall half-caf, iced skim caramel macchiato, get your phone out and make the wait more productive.
Step 3: Engage
Be strategic in deciding what you want to talk about. Your topic should help you demonstrate your thought-leadership and give you an opportunity to express your point of view. Remember, being visible on social media does not mean creating new content every day. If you’re just starting your social media habit, here’s a good mix of items for your daily do:
Like and comment on content that was posted by others.
Share others’ content, adding your point of view to make their post even more valuable
Share something you learned, a favorite quote, a relevant statistic
Post your own content (article, tweet, picture, video, etc.)
Step 4. Make It Easy
There are lots of things you can do to automate the time-consuming parts of social media.
Use a social media posting tool like Hootsuite or Buffer to post multiple items and schedule them over time.
For responding to your connections/followers’ content, create shortcuts on your phone for standard responses. Apple iOS makes it especially simple to do this.
If you prefer speaking to typing, just talk your message or update.
The point is to find ways to make your social media habit more efficient and more aligned with how you like to work. Personal branding is all about being authentic, so if you dread your social media routine, your posts will seem phony or forced. Do whatever you need to do to keep your new habit from feeling onerous.
That’s it! If you have been reluctant to engage in social media, follow this process. Commit to your nine-minute habit and watch your digital brand soar.
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Some experts believe is a recession is inevitable. In the last recession—which kicked off in 2008 and lasted 18 months—some 2.6 million American workers lost their jobs. And so, it’s no wonder workers across the country are worried, career experts say.
But there is some good news: The unemployment rate remains low, and consumers continue to spend in the economy—two indicators that companies are unlikely to scale back too much in the event of a recession. What’s more, as Andrew Chamberlain, chief economist of Glassdoor, told Market Watch, Americans’ money may be safe, too: “Most Americans are not invested actively in the stock market,” he said. “The psychology of slowdown hasn’t infiltrated the real economy.”
Of course, we understand if you’re still concerned, for your job and future. And that’s what this guide is here for: We’ll walk you through what to expect in the event of a recession, from what jobs might be safest to how to build a back-up plan and what you can do if you do lose your job.
Jobs That Are Safe (and Jobs That Aren’t)
While it’s safe to say most jobs aren’t truly recession proof, some career fields may be safer than others if a recession hits. “Anyone in medical care is considered pretty recession proof,” says Jill Jacinto, a millennial career expert. “It’s a service people will always need—especially as Baby Boomers continue to age and require more of them.” In that sense, Jacinto says that people who work as doctors, therapists, nurses, pharmacists, and senior care providers may be the safest.
In addition to jobs in the healthcare industry, “government positions, the financial industry, IT, and technology are … more recession-proof industries,” says career coach Hallie Crawford.
Jobs that typically aren’t safe, on the other hand, are retail and service-based, Crawford says. (In fact, she says, these are often the first industries to be hit by a recession.) What’s more, “if we look back at the recession ten years ago, the hardest hit areas were architects and construction, travel agents, event planning, and real estate,” says Jacinto. “This makes sense since people are scaling back from buying homes and cosmetic home improvement projects when money is tight. They also are forgoing vacations and large-scale events.” Of course, Jacinto adds, “people working in media also got hit with massive layoffs since advertisers were shrinking budgets.”
Chamberlain also told NBC that “there was some very weak job growth for some blue-collar sector jobs,” such as transportation and mining, which may make these jobs less recession proof.
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Whether you work in a field that’s more (or less) recession-proof, it’s smart to hone certain skills that will be valuable no matter the state of the economy, our career experts say. After all, as Jacinto says, “the people who tend to survive layoffs are the ones most adaptable to change.”
So, your first step, she advises, should be to learn or take courses on the newest skills needed for your particular job or industry—even if your work isn’t requiring you to do so. You should also practice being the “yes” person, Jacinto says—the one who is proactive about taking on projects and making your boss look good. (Making yourself indispensable is a good idea all the time.)
Crawford says that tech skills, regardless of where you work, are important to hone. “Knowledge of technology is always going to be a must-have,” she points out. Plus, project management skills are skills that can transfer to almost every job and industry, and they can be highlighted on a job application. “Every organization will need people to manage projects effectively,” she explains.
How to Build a Back-Up Plan
Having a back-up plan will give you peace of mind and a clear path to follow should a recession hit. Jacinto recommends that your backup plan include strengthening your network and personal brand. “Check in with your network and develop new relationships,” she says, “so if layoffs hit, you’ve already done the meet-and-greets and can ask for job recommendations and referrals.”
You should also “mentally prepare yourself for having to accept less money, benefits, or—the most likely outcome—taking on more work during a recession,” says Crawford. In recessions, companies may try to do more with less, and your job—or a new job—may look very different than you envisioned. “Consider ways to be more efficient with your job, in case you are asked to take on an additional workload,” Crawford suggests. You should also think about ways to reduce your spending, too, she suggests, so that you’ll be financially prepared for whatever may come.
Talking to Your Boss About Recession Concerns
If you’d like to speak to your employer about potential recession risks, you can—but carefully. “You should not flatly ask, ‘Will I be getting laid off?’” warns Jacinto. “Chances are that your boss has no idea—and more importantly, you want to position yourself as a strong employee.”
Instead, Jacinto and Crawford agree that you can broach company and economy issues in a one-on-one setting and in a way that doesn’t address your job specifically. You can ask: “How the organization is doing knowing the current state of the economy, and if the company or your department should do any planning for a possible recession,” says Crawford. “Your boss will likely not want to alarm any employees to a chance of staff reduction, but taking a proactive stance and opening a possible conversation for a plan of action is a positive way to address it.”
You may also want to set up a time to present to your boss how valuable you are the company, Jacinto says. “Put together a presentation that walks them through your day-to-day projects but also your accomplishments year to date,” she says. “How many new clients did you add? Have you increased ROI or decreased budgets? Letting your success speak for itself subconsciously tells your boss you are essential to the business and not the person they should mark to leave.”
What to Do If You’re Laid Off
If the worst should happen and you are laid off during a recession, you may have some options.
Now is the time to review your employee handbook and study your company’s policy on layoffs and severance, says Jacinto. “You might be owed a nice amount of money, and better for you not to leave it on the table,” she says. You may be entitled to unemployment, payment for unused vacation days, and more. If the handbook doesn’t make it clear, schedule a meeting with HR.
Crawford encourages you to find out what insurance benefits, if any, you’ll be entitled to in the event of layoffs. If they aren’t provided, you may want to check out COBRA for the short term.
If you’re laid off, it may also be smart for you to ask your employer if there’s an opportunity for you to work as a consultant or contract employee, even part-time, says Crawford. “If the layoff is permanent, ask if they see any chance to be re-hired in the future, if they are willing to give you a recommendation on LinkedIn, and if they are willing to be a reference for you,” she says. “And ask for any connections or referrals they may have to other organizations for possible jobs.” The company may be able to point you toward a great opportunity—or at least in the right direction.
GlassDoor.com | September 16, 2019
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One of the most common questions I receive each month in my career coaching work is about how to build a truly compelling resume that will stand out from all the competition and generate positive responses from the nation’s top organizations.
Today, it’s not nearly as simple and straightforward as it used to be twenty years ago. We have to be very savvy in how we craft our resumes and LinkedIn profiles and in how we talk about ourselves. But we also have to illustrate powerfully our personal brands, and choose carefully the specific words and phrases we use to demonstrate what we do and how we do it, and why that matters.
To gain a better understanding of what you need to know for today’s job search, I was excited to catch up with Austin Belcak, founder of Cultivated Culture, where he helps people land amazing jobs without traditional experience. Austin joined me on my Finding Brave podcast offering powerful advice about how to land a dream job at the salary you deserve and we’ve just recorded a new episode on building the most compelling resume you can. Belcak is now helping professionals get even better results from their resumes through his free resume builder with ATS-friendly templates approved by recruiters from companies like Google, Microsoft, Barclays, and more.
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Here’s what Belcak shares about how to build a truly stand-out resume:
Kathy Caprino: Austin, from your work with so many professionals seeking to land great jobs, what are the biggest changes you’re seeing regarding resumes in today’s job market?
Austin Belcak: The hiring landscape has gone through some remarkable changes over the past 5-10 years.
We’ve seen a rise in robot-driven candidate processing and a huge jump in online applications. While I personally believe we’re moving out of the resume era and into the LinkedIn era, resumes still play a major factor in your ability to get hired.
If your primary focus is applying online, you need to make sure you’re using a proven resume template and that your resume is optimized for keywords that Applicant Tracking Systems (resume scanning robots) are looking for.
But even if you beat the robots, your resume is still going to have to convince a real human if you want to score that interview slot.
I’ve had thousands of resumes come across my desk at Cultivated Culture and the ones that consistently land interviews do two things:
They don’t summarize; they focus on selling
They’re naturally keyword optimized
Caprino: What is the ONE the biggest mistake people make when writing their resumes?
Belcak: The absolute worst thing you can do on your resume is summarize your experience with vague buzzwords and jargon. I’m talking about bullets like:
“Results-oriented salesperson with a track record of success”
“Team-focused collaborator with stellar leadership skills”
“Proven manager focused on servant-leadership to drive results and exceed goals”
None of those bullets tell us anything specific about the candidate.
What does “results-oriented” even mean? That you orient yourself around results? Does that mean you actually get great results? If so, what are they?
I see a lot of people get frustrated because they don’t hear back from their applications, but you need to put yourself in the recruiter’s shoes. If you received 10 (or 100) resumes that all say “track record of exceeding goals,” how would you be able to differentiate?
If you want to stand out and get noticed, you need to focus on selling and driving tangible value in your bullets. Speak about the specific initiatives you drove, the skills and tools you used to drive them, and the results you achieved.
Instead of, “Managed team of salespeople to generate new business and exceed targets”
Try, “Managed team of salespeople who generated $27M in new business last quarter (117% attainment).”
Caprino: What additional steps can people take to “sell” instead of “summarize” on their resume?
Belcak: If you want your experience to jump off the page, you need to focus on the value you drove.
There’s a field out there called Copywriting which is focused on how written words influence behavior. You come in contact with it daily when you scroll through the news or social media. Those headlines you see have been carefully crafted to grab your attention and earn your click.
With the rise of big data, marketing agencies have been able to put numbers behind the specific tactics and formulas that lead to more clicks and higher engagement.
I’ve spent the past 7 years studying the principles of copywriting and I’ve baked them into a simple, easy to follow Resume Bullet Formula:
If your resume bullet contains a word mix matching that formula, you can bet that it’s going to be much more compelling than the majority of bullets the competition is using to describe their experience.
Let’s look at an example:
Say you’re a marketer who leverages customer data to refine targeting on the company’s digital advertising, increase sales and lower cost-per-lead.
A mediocre bullet describing your experience might look like this:
“Leveraged customer data to run targeted ad campaigns and drive cost- effective leads.”
An awesome bullet leveraging the formula above might look like this:
“Overhauled digital ad targeting based on comprehensive customer data analysis – sales shot up 37% while CPA dropped 18%.”
This bullet is 18 words long and balances out to:
17% Action Words (overhauled, comprehensive, shot)
39% Uncommon / Industry Related Words (digital, ad, targeting, customer, data, analysis, CPA)
33% Common Words (based, on, up, while, dropped, sales)
11% Measurable Metrics (37%, 18%)
That’s right in line with our target word mix. See how compelling that is?
Let’s look at another example for a support engineer who helped a company improve its support process to eliminate a ticket backlog.
A mediocre bullet might look like this:
“Helped improve support processes to reduce ticket backlog and better serve customers.”
A strong bullet leveraging our formula might look like this:
“Developed tiered triage system that eliminated 40% of JIRA ticket backlog in less than 8 weeks.”
This bullet is a nice length (16 words) and its word balance comes out to:
13% Action Words (developed, eliminated)
38% Industry Terms (tiered, triage, system, JIRA, ticket, backlog)
38% Common Words (that, of, in, less, than, weeks)
11% Measurable Metrics (40%, 8)
Perfect!
Caprino: How can people optimize their resumes’ keywords to get past the robots?
Belcak: When I write resumes, I always work through the advice I mentioned above first. We want to focus on convincing the human that will eventually read our resume before we work on injecting keywords.
Once all of your bullets are focused on driving value and selling your experience, we can shift gears to keyword optimization.
When it comes to finding the right keywords for your resume, there are some paid tools out there but I want to give you a free workaround using a site called Wordclouds.com.
This site will help you identify the major words the resume scanning robots are looking for so you can include them in your resume. Here’s how:
Step 1: Find the job description for the role you want. Highlight and copy the entire job description.
Step 2: Head over to WordClouds.com and click on the “Word List” button at the top. Towards the top of the pop up box, you should see a link for Paste/Type Text. Go ahead and click that.
Step 3: Now paste the entire job description into the box, then hit “Apply.”
WordClouds is going to spit out an image that showcases every word in the job description. The larger words are the ones that appear most frequently (and the ones you want to make sure to include when writing your resume). Here’s an example for a data science role:
Sample WordClouds.com image for Date Science Role IMAGE GENERATED BY WORDCLOUDS.COM
You can also get a quantitative view by clicking “Word List” again after creating your cloud. That will show you the number of times each word appeared in the job description:
9 data
6 models
4 experience
4 learning
3 Experience
3 develop
3 team
2 Qualifications
2 statistics
2 techniques
2 libraries
2 preferred
2 research
2 business
When writing your resume, your goal is to include those words at the same frequency as they appear on the job description.
This approach isn’t foolproof but it will help ensure that your resume is generally aligned with what the applicant tracking systems are looking for.
Caprino: Outside of the advice above, what’s one thing you’d recommend everyone do with their resume?
Belcak: Make sure your LinkedIn profile is hyperlinked on your resume.
Resumes that did not contain a link to the candidate’s LinkedIn profile
Resumes that contained a link to a bare bones LinkedIn profile
Resumes that contained a link to a comprehensive LinkedIn profile
ResumeGo then submitted these resumes and aimed to measure the callback rates for each. The results showed that applicants who included a link to a comprehensive LinkedIn profile on their resumes received callbacks at a rate of 13.5%, which is 71% higher than the 7.9% callback rate of candidates who didn’t include their LinkedIn profile at all.
This is a super easy tactic that anyone can do in a few seconds to boost their chances.
Caprino: Any last words on what you’ve found are the top keys to a job-winning resume?
Belcak: Writing resumes can feel like a hopeless task, especially with the low callback rates candidates are seeing from online applications these days.
The main reason most people don’t hear back is because they get caught up in the minutiae of one page vs. two, what font to use, etc. instead of focusing on changes that actually get results.
The tactics in this article aren’t just fluffy suggestions–they’re backed by the results I’ve seen from the thousands of resumes I’ve reviewed at Cultivated Culture. If you take the time to implement them, I promise you’ll see better results.
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Anybody who’s job-hunted in the past few years knows that the recruiting process is broken. You can easily apply for 100 jobs using employers’ own career portals and never hear a word back in reply.
When you do hear something from an employer it’s likely to be a terse auto-responder message that either says “If we want to hire you, you’ll hear from us, but don’t hold your breath!” or a terse auto-response commanding you to take a test or fill out another form.
Applying for a job these days is like applying for citizenship. It’s a bureaucratic morass. It’s demoralizing and insulting. If companies don’t need help, why do they run job ads? If they do need help, why do they treat job-seekers like dirt?
There’s a better way to get a job, but it requires you to step outside the lines and break some rules. Whose rules are they? They are HR rules. I’m an HR leader myself and I give you permission to break silly HR rules in your job search process, right now!
You can find your own hiring manager, the person who will be your boss if you take a job working for a given employer. Here’s how to do that. You can find the specific person you’ll be working for in your new job, and reach out to him or her directly.
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You have to do some work and conduct some research in order to use the side door and avoid the dreaded online-application portal, but it’s worth it!
You will compose a thoughtful letter addressed directly to your hiring manager. Let’s say you’re writing to Arnie Smith, the Director of Customer Care at Angry Chocolates, a maker of specialty chocolate goodies.
You found Arnie on LinkedIn and read his complete profile. You know that Angry Chocolates is growing fast and winning awards for their high-quality chocolate treats.
You’re not going to send Arnie a boring cover letter with a boring resume. You’re going to compose a letter called a Pain Letter and staple it to your jazzy Human-Voiced Resume, and send those two documents together in an envelope (unfolded, so get an 8.5 x 11-inch envelope at the office-supply store) straight to Arnie’s desk!
Here’s how your Pain Letter to Arnie might read. “Dear Arnie, I was happy to see that Angry Chocolates was voted one of Fayetteville’s most up-and-coming companies. Hats off to you and your team!” That opening for your Pain Letter is called the Hook.
Your Hook gets Arnie to keep reading. He’s busy and if you start your correspondence to him talking about yourself, he’s likely to put your letter down and never pick it up again.
Your Pain Letter does the opposite. It talks about Arnie and his company, instead of you! You found the press release about the up-and-coming company designation right on the Angry Chocolates website.
There’s a paragraph break after your Hook and then you’ll dive into your Pain Hypothesis. “I can only imagine that given your thirty percent annual growth rate, your distributor clients must require more and more sophisticated levels of support all the time.” You’re only pointing out the obvious: that growing companies tend to burst at the seams.
Now you’ll segue into one of your favorite Dragon-Slaying Stories — a story about a time when you solved a similar kind of pain before. You worked for another company, Underwater Sleepwear, that also grew fast and almost got overwhelmed by demands from its customers.
“When I was at Underwater Sleepwear and our growth rate was twenty-five percent per year, we had a similar challenge,” you’ll write to Arnie.
“Our team split up the country into eight territories and each of us took on one or two large distributors and made sure we kept them happy. That way we were able to keep growing until we could hire and train new support folks. We didn’t lose a single customer and every one of our clients increased their year-over-year sales of our products.”
A Pain Letter is short. You’ll end it by saying “If large-account support is high on your radar screen I’d be happy to chat by phone or start an email conversation. All the best, Michael” or whatever your name is. You can research and send three or four Pain Letters every day. Not every hiring manager will respond to you, of course, but that’s okay – not everyone deserves you!
You can change up your job search process and step out of the traditional, mojo-sucking approach. Wouldn’t that be a welcome change?
I was a Fortune 500 HR SVP for 10 million years, but I was an opera singer before I ever heard the term HR. The higher I got in the corporate world, the more operatic th…
Forbes.com | November 26, 2015
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Job boards may have been an effective job searching tool decades ago, but not in today’s market. Executives who spend several hours a day searching job boards for the right position are likely just wasting their time and energy.
With the thousands of jobs and applicants that apply for those jobs, your chances of being recognized are slim. In fact, many of the top executive positions won’t even get posted on job boards.
After you’ve spent time developing your LinkedIn profile and updating your executive resume, your best chance of finding a job is through networking.
Here are some of the main issues with job boards and why you should avoid them:
Job Boards Rarely Post Executive Positions
After completing your executive resume, you should not spend time hunting through job boards. The high-level positions you’re seeking are rarely, if ever, posted on them anyway.
You can look through the different company names in order to spark your own internal research on them. Your time would actually be better spent looking through LinkedIn, attending networking events, and doing other research to learn what jobs are actually open.
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Applicant Tracking Systems (ATS) are used by employers today to sort through resumes automatically. The trick to passing ATS is having the appropriate amount of relevant keywords scattered throughout your resume.
It takes time and effort to make sure you have these keywords included effectively, without overdoing it. However, even with that, there’s no guarantee it will pass since there’s not a standard ATS software to study and learn.
Since jobs posted on job boards likely receive hundreds of applicants, hiring managers usually will use ATS to filter out candidates. This means your chances of getting noticed are very low.
So What Is An Effective Job Search Strategy?
The most effective job search strategy for executives to find jobs fitting their skills and expertise is still networking. Employers want to take their time to find the right fit, and they usually never find that person from a job board.
Focus on your LinkedIn profile development first, since you will be doing some networking via that platform. Making connections through LinkedIn gives you a great foundation for developing professional relationships that may eventually evolve into new opportunities.
Though it can be tempting to use job boards as a job search strategy, it will not be a good use of your time and energy. The top executive jobs are rarely, if ever, posted there.
You will be better served to focus your resources in more effective ways to search for that executive position you are dreaming of.
________ Did you like this article? There’s more where that came from—here’s more and search by category!
TheCareerExperts.com | August 29, 2019 | Erin Kennedy
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Once you announce that you’re looking for a new gig, unsolicited job search advice is inescapable: “Video resumes are the future!” “Go back to school!” “Talk to my cousin’s best friend’s son, he knows someone who used to intern there!”
While all of the people sharing job search advice like this are well-meaning, they’re usually not career connoisseurs — just friends and family who want to help you out. As a result, the quality of their advice is often suspect.
There’s plenty of good job search tips out there, but if you really want to identify the advice that’s worth your time, you’ve got to get it from a credible source. And who better to weigh in than professional career coaches, HR consultants and other subject-matter experts?
We reached out to nine career experts to learn their best advice on how to find a job — here’s what they had to say.
1. Have a Job Target You Believe In
“Be clear on what you want, why you want it and what qualifies you… Without clarity from the very start, virtually every stage that follows will be based on little more than a hunch — and that is an extremely fragile foundation for navigating a dynamic job search. You begin by engaging in some form of assessment. It could involve taking a standardized assessment instrument, keeping a journal or talking with people whose advice and feedback you value — friends, family, or a career coach. The goal is to achieve self-awareness in the form of a career target. The next, and equally important, step is a reality check. Here is where you determine that the goal you selected makes sense. Is it appropriate for you and is it attainable?” —Roy Cohen, career coach and author of The Wall Street Professional’s Survival Guide
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“Identify a few key features, such as, why is finding a new job important to you? What is your ideal time-frame for finding a new job? …What are types of companies you’d like to work for? When will you perform job searches — is there a day of the week that you will meet for coffee with your networking connections? What’s your timeline for updating your resume and cover letter? Post the plan somewhere you will see it and put important dates on your calendar. This is my favorite advice because most people don’t plan their search; they simply go about it in a haphazard fashion, [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][so] you’ll be ahead of the game. If you plan your search, you’re committing to a new job and will be more likely to find the job that you love.” —Mary Warriner, career coach
3. Develop Your Career Story
“A branded career story helps differentiate you from the competition, provide clarity for yourself and showcases your unique value proposition to the employer. The people that are most successful in their job search are those people who are able to first clearly articulate what they’ve done, how it’s been impactful and how it can benefit a future employer. From there, the resume tweaking, network building and LinkedIn optimizing become a lot easier and more effective.” —Jena Viviano, career coach
4. Apply Even If You’re Not a 100 Percent Match
“Job seekers (especially women more than men) may be underestimating the value they can bring into a role. For many roles, hiring managers are looking for people who will be quickly deployable to do the work and usually the tasks you need to complete on a regular basis are learned or refined on the job. If you meet the majority of the qualifications for a job you are interested in and are confident you can quickly learn the remainder, apply for that job, but make sure your resume demonstrates your past success in learning new skills.” —Mary Grace Gardner, career strategist at The Young Professionista
5. Go on Informational Interviews
“The best way to get a meeting with decision makers is to ask for informational meetings with them. Rather than the ‘hard sell’ of ‘I’m looking for a job, do you know of anything,’ this informational meeting takes the ‘soft-sell’ approach of asking for information and for them to share their story so you gain advice for your job search and career journey. People who are happy in their work generally love to talk about what made them successful, so if you reach out to decision makers and ask for informational meetings, it’s only a matter of time.” —April Klimkiewicz, career coach and owner of bliss evolution
“You need a brand in the digital age because while your job is what you do, your brand is who you are… By branding yourself properly in the digital age (think: elevator pitch with a digital footprint on LinkedIn), and combining it with true networking strategies, you will rank yourself higher in the job search potential.” —Wendi Weiner, Resume Writer & Career Transition Coach
7. Supplement Online Applications With Offline Efforts
“Sites like Glassdoor provide so much great information about job postings, salaries and company reviews. We’ve never had more good information at our fingertips. But, don’t rely on the internet [entirely]. Hiring managers are bombarded with hundreds of resumes that come in through the internet. When you’re searching, apply online. But, then think about what you can also do offline. For example, do you have contacts at the company that you could network with? Could you reach out to the hiring manager directly? When you connect to the company offline, you become a real person… These straightforward offline steps will put you in the fast lane when it comes to hiring.” —Angela Copeland, career coach
8. Become a Star Performer at Your Current Job
“Assuming you can do the work, the most important differentiator that will land you a sought-after gig is to establish yourself as the positive, collaborative, authentic and trustworthy co-worker/boss everyone would love to have. And you only do that by cultivating professional relationships and acting from a place of authenticity and integrity. Like attracts like, and people who are themselves authentic and trustworthy are looking to hire and work with people who show the same commitment to a positive work environment… show in every interaction you are the type of colleague or boss who keeps her word, values the team and contributes to a positive work environment… Focus on people and opportunities will open up.” —Aurora Meneghello, career coach and founder of Repurpose Your Purpose.
9. Network With Everyone — Not Just the Bigwigs
“I think the most effective networking includes the informal kind which happens in daily life — at your kid’s soccer game, at the dentist’s office, at parties, etc. If someone says, ‘What do you do for work?’ you can say something like ‘I’m a project manager at a large industrial manufacturer but I’m looking to make a move to XYZ, do you know anyone in that industry?’ It may smack of the ‘putting it out into the universe’ kind of advice but you honestly never know who will have a connection for you, so I’m a firm believer in working any and all angles… As a consultant, I’m always interviewing for jobs, in a way, so I treat every baby shower, swim class and vet visit as a chance to meet potential clients and get that job.” —Jill Santopietro-Panall, HR consultant and owner of 21Oak HR Consulting, LLC
“Companies today receive a high volume of resumes. With the increased use of online applicant tracking systems even among smaller companies, it means the recruiter or hiring manager may not see your resume unless you use just the right keywords… Referrals [also] increase the likelihood that a recruiter will see your resume. If you don’t have a personal connection, use social media to find out who does. Don’t be embarrassed to ask someone to make an introduction on your behalf, people do this all the time. If you’re uncomfortable asking for favors include an easy way for them to say no, like ‘If you’re not comfortable connecting me, I completely understand.’” —Mikaela Kiner, Founder/CEO of UniquelyHR
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Many executive resume guidelines have evolved up until now, but just as many have stayed the same.
Here is a tip sheet outlining the top 10 things your CxO resume should have in order to give you full market leverage.
1. Your resume must be equally effective upon cursory glance as well as upon a deeper read.
Your executive resume is “two resumes in one.” The first is what readers see upon a cursory glance, in which you organize your core strengths and primary expertise in short soundbites. Visually, your document should be laid out in a way that helps your readers digest these soundbites quickly. Give the broader points first (who, what, when, where, why and how much), then follow it up with the more granular details. This ensures the deepest understanding from your readers.
2. Take a ‘less-is-more’ approach.
After the cursory glance resume comes the narrative and deeper read. Many executives try to load up their executive resume document with every detail of their career, the mindset simply being that “more is better.” However, the truth is that to gain interest, “less is more” prevails. So upon the deeper read, since space and time do not permit you to relay every detail of your success, focus on your biggest achievements as they line up with what you want to do next.
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An executive resume with professional polish and visual balance is very attractive to recruiters and key decision makers. Thus, just like investing in a professional photo for your LinkedIn profile, the visual component cannot be overlooked as secondary, but rather, as a critical part of your executive appearance and one that will gain favorable consideration from your audience. Showing you know how to promote yourself visually gains the trust of your readers.
4. Don’t attach your executive resume to your LinkedIn profile.
Attaching your resume to your LinkedIn profile might seem like a good idea, but it can give the impression you are in a job search. I have never personally seen LinkedIn work effectively in this capacity. Rather, my executive clients benefit most from leveraging LinkedIn to establish or reinforce their thought leadership, gain new connections in their industry, and most importantly, create the kind of intrigue that pulls opportunities to them.
5. Do consider utilizing your executive resume outside of a job search.
Craft your executive resume to not only the kind of role you want next but other interests in your purview. Perhaps you are interested in being nominated for your first board seat, obtaining your EMBA or pitching a talk topic to TED. Think of your resume as a way to communicate your overall executive branding. At the C-level, you may also be interested in advisory, interim or consulting roles. Consider defining these categories of your interest and expertise in your executive resume to suggest talking points and for blue-sky opportunities.
6. Take some time to tell your story.
Just because you work at Microsoft, Bain Capital, Toyota or Salesforce doesn’t mean your reader is automatically going to know the numbers behind the world-class name. No matter the size and superstar quality of your current company, take a sentence or two to share with your reader how big the company is, what its reach is and the highlights of its reputation. This does two things: It shows respect to your reader, and it helps them to put your role and responsibilities in the proper context.
7. Format your accomplishments like a leader.
When writing about your career history, resist the temptation to begin each bullet with your action or activity. Start each bullet with your quantifiable impact. An easy exercise for identifying this is as follows: For each bullet point under your career history on your current resume, ask yourself, “… resulting in what?” to determine the payoff or metric. This should stimulate the creative, visionary and strategic part of you that has helped you be the great leader you are in the first place.
8. Do your homework.
This is a lot more fun than the title implies. Search Google for “CEO” + “jobs” or “CEO” + “health care” or whatever combination appeals to you, and find the things that really excite you. Read what companies or recruiting firms are seeking. Which parts, words and phrases interest you? Now, analyze your current resume with the positions you are drawn to. Does your resume contain the same keywords, phrasing and accomplishment highlights? If not, now you know what the solution is!
9. Understand your CEO resume is a marketing document.
Often, my clients will bemoan having to brag about their accomplishments. I share with them that you don’t start leading the first day of your new position; your leadership begins at first contact. Your audience deserves to be communicated to respectfully and clearly. If you make it difficult to understand the magnitude of the impact you have had on other companies, how are they supposed to fully understand the impact you could have on their company?
10. Remember your core wins go first.
One of my clients recently authored a fantastic article in CEO Magazine. What major media have you appeared in? Have you spoken at a top industry conference? Won awards? Been recognized in a “Top 10” list or through an association? Participated in panels or think tanks? These are all things that should be organized somewhere at the top of the first page of your resume as they act as credibility and reputation enhancers and make your other accomplishments and leadership capabilities stand out even more.
It is within your control to craft an executive resume that will stand out, impressively represent you, and give you the fair advantage to fully leverage your industry.
Top Executive Resume Writer, Mary Elizabeth Bradford runs maryelizabethbradford.com, #1 online global source for CxO Executive Resumes….
Forbes.com | September 12, 2019
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“Networking” is defined by BusinessDictionary as “creating a group of acquaintances and associates and keeping it active through regular communication for mutual benefit. Networking is based on the question ‘How can I help?’ and not with ‘What can I get?'”
I hate to break it to you, job seekers, but if your search is failing to get off the ground, it’s likely because of one or more of the following mistakes when it comes to networking or using your network for a job search.
1. You’re not ‘creating’ your network.
A network is something you should create and be adding to on a regular basis. You can add new contacts to your network by attending industry events, joining groups on LinkedIn or finding interesting people to connect with on LinkedIn.
2. You don’t keep it active through regular communication.
Your network should hear from you on a regular basis. Like or comment on others’ posts on LinkedIn. Congratulate others for their recent job promotion. Meet people at industry events. Take a colleague out to lunch. Set up breakfast meetings the next time you’re at a conference.
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3. You only contact people when you need help and don’t help others.
You should always be considering how you can help your network. Most people only reach out to their network when they need something, like a job. But the purpose of networking is to make it a two-way street. Consider the needs of others. Send helpful articles. When you connect with them, ask if there is anything you can do to help. When they reach out to you for help, go above and beyond to assist.
4. You’re not strategic about who is in your network.
Be sure to connect with others who are in your industry, your job role, and with recruiters as well. You can find like-minded people online as well as offline. One year, I made about 500 connections with marketing professionals by volunteering to handle registration at conferences so I could meet everyone who walked through the door for each event. Online, you can search for people by industry and job function on LinkedIn and offer to connect with a customized note. You can also search for specific types of recruiters this way too.
5. You ask people if they know of job openings instead of who you should talk to.
Most job seekers will meet others and ask, “Do you know anyone who is hiring?” It’s a good question, however, the person you’re asking most likely has no idea who is hiring. If they do know of job openings and you’re chatting with them, they would have most likely shared this with you anyways.
Instead, ask, “Can you share with me the names of two people I can talk to who would be helpful to me in my search?” With this approach, you’ll walk away with specific names of those who may have an opening or know of one. Your quest to talk to people then keeps expanding and doesn’t simply end with a “no.”
6. You’re not specific in telling your network how they can help you in your job search.
When you connect with someone in your network for job-search purposes, be as specific as you can about what you’re looking for. Share the types of roles you excel in, the industries you enjoy working in and specific names of companies where you’d like to work.
You can outline how others can assist you by sharing a “networking resume,” a one-page document that communicates your brand, career history, and roles, industries and companies where you’d like to work. Share this with your connection after you’re finished meeting or in an email. A word of caution, however: If you’re still employed and launching a confidential job search, you may want to be discreet.
7. You’re not actively engaged with jobseeker groups.
If you’re in the market for a new job, job seeker groups are a great resource for networking. Many of the groups I’ve visited allow fellow job seekers to mention the types of roles they are seeking as well as companies they are looking to gain employment at. Others in the group may have connections at those companies and be eager to help.
An added plus is that those who are also in jobseeker mode “get it.” They understand the importance of helping others, as they need help as well. They are eager to provide connections, support and ideas.
In summary, make sure you are actively and strategically growing your network on a continual basis. Reach out and assist others. When using your network for a job search, ask for names of more people to talk to, tell people specifically what you’re looking for, and create a networking resume as a leave-behind. Be sure to visit some local jobseeker groups too to network and find support.
Forbes Coaches Council is an invitation-only, fee-based organization comprised of leading business coaches and career coaches. Find out if you qualify at forbescoachesc…
Forbes.com | September 11, 2019
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There’s no doubt about it — interviews are tough. With so much on the line, job seekers often psych themselves out or majorly overthink things, resulting in a sub-par performance.
The good news, though, is that this is largely avoidable. If you can thoroughly practice beforehand, you’ll be able to get the jitters out, refine your responses and identify the key points you want to mention. With so many different questions asked in interviews, though, you can’t realistically rehearse all of them.
So where should you focus your efforts? We chatted with Candace Bracher, a Recruiting Manager for the Information Technology division at staffing agency Addison Group. Bracher has spoken to thousands of candidates throughout her career, and identified three questions as the ones that candidates most frequently flub.
Below, Bracher expanded on what these questions are, what makes them so tough and how you can give answers bound to impress recruiters.
Question #1: Walk me through your resume.
A successful response to this request is key, as it is frequently one of the first things your interviewer will say, if not the first. It may seem pretty straightforward — you just need to describe what’s on your resume, right? But according to Bracher, running through your resume line by line is a big mistake. Besides eliciting an overly verbose response, this information is redundant.
“Interviewers do not want you to tell them your responsibilities in all of your positions; they have already read that on your resume. They want to hear about what you’ve accomplished, and how you’ve added value to the organization,” Bracher explains. “Interviewers want to hear what added value you can bring. So it is important to use this question as an opportunity to demonstrate prior examples of success.”
To do this, “find specific details, responsibilities and accomplishments you’ve had in your background that are applicable to what the job is looking for, and spend time illustrating those examples,” Bracher suggests.
Spend some time searching your resume beforehand to identify specific examples related to the bullet points in your work experience section, and try to choose ones that are as relevant as possible.
“Be mindful of the position you are applying for, and make sure when noting prior accomplishments, that you are focusing on ones that can be pertinent to the position,” Bracher says.
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This question has stumped many a job seeker before due to its deceptive nature.
“Many think they should highlight their strengths [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][in the] form of a weakness (e.g. ‘My greatest weakness is that I work too hard’),” Bracher shares. “Another common mistake is denial” — after all, who wants to highlight one of their shortcomings when they’re trying to convince their interviewer to give them a job?
But interviewers don’t expect candidates to be infallible, Bracher says.
“Prospective employers ask this question to gauge both a candidate’s honesty, and self-awareness. A better way to answer this question is by being honest, but mindful not to overshare,” she explains. “For example, maybe your weakness is that you struggle with collaboration, and prefer to do projects by yourself. Instead of saying ‘I do not like teamwork,’ you could say something like ‘I struggle with sharing projects, or tasks with others, because I think I can manage the project on my own.’”
Regardless of which growth area you share, you should make it clear that it’s not so severe that it will interfere with your ability to do the job.
“Prospective employers want to be reassured that despite these weaknesses, your productivity will not be in question. Remember – you want to be mindful of your weaknesses, but also demonstrate the capability of overcoming them to prevent them from interfering with your productivity,” Bracher says.
Question #3: Do you have any questions for us?
When I was still new to the workforce, I viewed this question as being purely for my own benefit. If I felt I had gotten sufficient information from the person I was speaking with, I would let them know that I didn’t have anything I wanted to ask. But this question isn’t just an opportunity for you to learn more about the position at hand — it’s an opportunity for your interviewers to gauge how thoughtful and passionate you are about the job.
“By far one of the biggest, and most common mistakes a candidate can make, is saying no to this question. If you have not prepared any questions for the interviewers, they may interpret this as a lack of interest or engagement in the prospective position,” Bracher explains.
The simple fix? Draft a few questions beforehand!
“Make sure you have prepared a list of questions for the interviewer. These may be questions about the role, or the work environment. Preferably, the questions you are asking will demonstrate an interest in both the role and the company,” Bracher says. “For example, it is a good idea to ask questions that surround specifics about the responsibilities and expectations, while avoiding questions that are overly self-serving, such as salary-related questions.”
A few questions you might want to ask in particular include:
If I got the position, how would we work together?
What do you most enjoy about working here?
What is the biggest challenge your company/department is facing today?
Is there a question you’re struggling with that you don’t see above? Don’t worry. Bracher had some additional tips for job seekers, regardless of which question they face.
“Be concise and consider timing when answering questions. You want to avoid rambling [during] interview questions. Interviewers want to know you can directly answer questions without dancing around an answer, so be concise,” Bracher says. “Give a direct response and support it by drawing upon examples with prior success, but be careful not to dance around the answer.”
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Spoiler alert: your job search will be anxiety-inducing, frustrating, and at times, painful. It doesn’t matter how far you’ve come in your career; conducting a job search is emotionally taxing and it can shake your confidence and wear down your patience.
But like most trials in life, knowing what to expect can help you avoid making things worse and lessen the blow as you go through it.
So if you are considering launching an active or even passive job search, here are the things you can expect and need to prepare yourself for.
1. Knowing what you want is harder than it sounds
The fastest path between two points is a straight line, but few people clearly know precisely where they want to go when they start a job search. You don’t want to narrow your options too soon, so you likely cast a wider net, sometimes remaining flexible on everything from title, company mission, business size and culture to the type of work and compensation.
There is a trial and error process to seeing what is available to you and then deciding what you want to pursue most. In the meantime, you may feel confused and a bit indecisive, but this is natural; most job searches, especially those where you are seeking greater purpose or impact from your work, require additional time and effort to get through an exploratory phase.
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Even the most experienced CEOs question themselves during a job search—nobody is exempt from vulnerability. Having to convince people that don’t know you that you are competent, valuable and they should want to work with you every day, brings back all the old fears from being chosen for a team on the playground. You want to know that your peers deem you as a strong player and an asset to their group.
Interviewing forces you to open yourself up to the possibility of rejection. It’s a real fear because you may indeed be rejected; there are a lot of reasons why someone else may get the job you want. Be prepared to keep your insecurities at bay when you can and to give yourself a break when you can’t. It’s okay to have a bad day and let yourself feel the sting of losing out on an opportunity you wanted. Job searches are hard on the ego.
3. Your best instincts will play against you
One of the things that makes you great at what you do is that you take the time to think strategically, reduce risks and plan out details. Unfortunately, these normally productive skills may backfire during your job search. Trying to control or predict the process will at best cause you an incredible amount of frustration, but at worst it will lead you to become overly aggressive and signal desperation or a lack of cultural fit.
Know that launching a job search will require that you strengthen your ability to be at peace with uncertainty. You will not know when the next opportunity will come your way, if you’ll get it or if you’ll have multiple options in the end. You have to trust the process and take each step one day at a time.
4. The highs and lows will drain you
By now, you may have the impression that every day of a job search is a struggle. Thankfully, that isn’t true either. You will have many good days, days when you are filled with optimism and excitement. What’s taxing about this cycle is the constant spike of ups and downs.
One day you’re excited because you got a call out of the blue on something you may be interested in, while another day, you are left sulking at home after making a mistake in an interview. Some weeks see good activity while others require you to endure the silence of emails that aren’t coming in and a phone that isn’t ringing. All of this is normal—just be prepared for it.
5. People will disappoint you
The largest frustration of your job search will be waiting for people to do the things they promise to do, be that favors, such as making connections or introductions, or getting back to you with feedback as promised. It’s hard to wait, but following up leaves you feeling like you’re nagging people or being a burden.
It’s irritating when a recruiter or professional acquaintance fails to keep up with the timing they promised, but it’s downright hurtful when it’s a friend, family member or someone you’ve done a lot for professionally in the past. Try not to take it to heart. Most of the time, they truly don’t mean to offend you or let you down—life gets busy and they lose track of the promise. Instead, let it be a reminder to you about how you want to treat people in the future when the shoe is on the other foot.
Kourtney Whitehead is a career expert and author of Working Whole. You can learn more about her work at Simply Service.
I’ve spent my career helping people reach their work goals, from executive searches to counseling to career coaching, through my leadership positions at top executive re…
Forbes.com | September 10, 2019
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