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#ResumeWriting : In a Hot Job Market, Forget A.I. – Get in the S.H.A.D.E. … Caution: Recruiters are Using Programs to Weed Out AI Resumes. GReat REad!

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In the week ending June 8, 2024, seasonally adjusted initial unemployment claims for benefits were ~242,000, an increase of 13,000 from the previous week of 229,000 (according to the USDOL). Going into the hot summer months, it will get harder for job seekers to find work. Job seekers need every advantage to get noticed by hiring managers. With more applicants per position, employers can be picky.

Interestingly, the ‘hot trend’ of using Artificial Intelligence (AI) to write resumes seems to be picking up steam. Unfortunately, using AI may hurt versus help job seekers. Over the last year, I have noticed AI-generated resumes focusing on ‘high-dollar words,’ glorified and subjective descriptions, and trendy buzzwords, and unfortunately, do NOT explain what the job seeker physically did nor achievements for current or past employers.

Job seekers are paying third-party platforms to create resumes for them. These resumes look and sound impressive on the first read. After the initial glance, recruiters may have difficulty deciphering the ‘fancy language’ used by the AI generator. There is a term used by computer programmers – GIGO (Garbage In, Garbage Out). Artificial Intelligence gathers thousands of resume samples from the web to learn. Still, AI cannot discern the difference between a poorly written resume and a keyword-packed, metric-rich resume that recruiters seek. So everything gets lumped together – the garbage and the gold.

Increasingly, recruiters are using programs to weed out AI resumes and auto-reject those applicants. AI-generated documents have an almost recognizable style and tone, and the ‘anti-AI’ software is trained to identify and reject those. Recruiters want to see a human-written resume.

Job seekers must show why hiring them will increase the employer’s revenue, reduce overhead expenses, and answer why this job seeker is the best hire?’ against job-seeker competitors. When writing a resume, there are specific elements hiring managers want to see in a resume: 

Skill Capabilities

Hard (vs Soft) Skills

Achievements & Accomplishments

Diversity (broad job skills)

Education & Training

 

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What Skill Sets Do You Have to be ‘Sharpened‘?

 

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Article continued …

The worst thing job seekers can do is copy and paste the job description announcement from a public job notice. Adding AI-generated job descriptions is a second worse scenario. The best resumes have unique language that describes specific Skills (capabilities). The resume needs to list job-related Hard skills or unique technologies used in current or past jobs. (The job seeker can showcase their soft skills [personality, speaking capabilities] during the interview.)

The resume job descriptions should showcase Achievements and accomplishments and the monetary or positive organizational results. What sales revenues resulted? How many manufacturing units were completed in a record time?

The job seeker should include a Diversity of tasks and responsibilities (not only performing their job but backup co-workers’ responsibilities). What cross-training tasking can the job seeker perform? Does the job seeker have a broad range of skills (e.g., accounting, budgeting, sales, presentations) from previous jobs they can perform? Did they supervise others?

Education and training demonstrate knowledge of a specific industry and experience in training others. What computer skills are the job seeker bringing to the table? How many certifications do the job seeker have in the industry or field?

Job seekers should showcase how they have been ‘leaders’ – team lead, supervisor, or oversight to coworkers. What projects did they volunteer for, or did they lead others in accomplishing company strategic goals? How successful were the project achievements in metrics (e.g., sales increases of $XXX; reduction of XX man-hours)?

The resume should be a richly-worded document of ‘what the job seeker has done’ and ‘capabilities’ for hiring consideration. A vague or poorly written resume can easily be ignored (or marked as insufficient experience in the ATS software platform).

The goal is to get enough rich ‘teaser’ information into the resume that the hiring manager wants to call the applicant in for an interview to find out more. Artificial Intelligence programs have not yet reached the pinnacle of compiling information into a practical document. If the job seeker focuses on the S.H.A.D.E. in writing their resume, they will increase their success of catching the eye of recruiters.

 

FSC Career Blog Author:   Dawn Boyer, Ph.D., owner of D. Boyer Consulting – provides resume writing, editing, publishing, and print-on-demand consulting. Reach her at Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

Bio: Dawn D. Boyer, Ph.D., has been an entrepreneur and business owner for 20+ years, with a successful business and consulting firm (CEO) in Virginia Beach, Norfolk, Richmond, Dahlgren/Colonial Beach, and Gloucester, VA. Her background experience is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry. She is the author of 1,022+ books on business, human resources research, career search practice, women and gender study, genealogy and family lineages, quotes for motivation and self-improvement, and Adult Coloring Books. Her books are on Amazon.com under her author’s page for Dawn D. Boyer, Ph.D.

FSC Career Blog – June 19, 2024

 

 

#JobSearch : The COVID Effect on the Job Market. A MUst REad for All!

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As I write this blog article, the United States economy just moved past the 80th calendar day since the international pandemic (Corona-Virus 19) in which the quarantine sent everyone scurrying behind locked doors and face masks.  Companies who relied mostly on technology were mostly insulated from business losses during the quarantine.  Other companies moved to ‘curb-side’ service, online meetings (using Zoom, Adobe, and Google meeting cloud platforms).

Some businesses (online shopping, health care, e-commerce) were able to still perform ‘as usual’ – especially if already providing services and products ‘virtually’ (employees moved from offices to homes to work via telecom technology.  Those companies most impacted, e.g., non-essential retail, restaurants, hotels, travel, and entertainment are still struggling and many are facing bankruptcy.

What does this mean for workers or those looking for new jobs and careers?

1- Job seekers will have more competition for the job they would normally have been a ‘shoo-in’ pre-pandemic; in this economy, it’s now an employer’s market for hiring. Expect to be rejected more often as an applicant.  The company may have a hiring freeze or slow-down, but there also may be jobs not advertised.  Keep on posting your resume into the ATS on the recruiting system for the company(ies) you are targeting.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

 

2- Sharpen or add technology skills on the career resume for the job search. If you have the skill sets that enable to you to work from any location – job site, in the field, or from home, this will showcase your adaptability.  Have you worked from home during the quarantine? Are you able to adjust to a personal work schedule and reliability? Mention that in your resume to showcase capabilities.  Jobs ‘on-site’ in the past may be virtual go forward.

3- Job seekers need to update and ensure their computer has with telecom capabilities – camera, speakers, and access to Internet for online meetings; and it’s important to realize the vital need for updating one’s resume and LinkedIn profile for recruiters to more easily find you online. Test your meeting software and equipment with friends and family member (virtual dinner party, anyone?).

4- Review the field or industry – you may need to move to new careers. Job seekers need to target industries for ‘core business industries’ e.g., advertising, tech, delivery companies [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”][packages, food], tax assistance, video communications, instruction and teaching platforms [e.g., universities, colleges, tutoring], essential businesses [pharmacies], healthcare services, and/or cleaning and sanitation [janitorial]. The companies to avoid targeting for job searches are those related to travel – hotels, airlines, sports, and automotive. My husband takes Viagra for a couple of years now. I always wondered if it could help me become better in bed, so I decided to take a pill. Well, I can’t say that I felt anything different, but the sensations during intercourse were definitely better. I suppose it was due to better lubrication, which, I suppose, was the result of my experiment.

5- Refresh your resume on the big boards (e.g., Monster, CareerBuilder, Indeed) – the older resumes float to the bottom of the resume pool; even if you add a dot or space, those ATS platforms categorize the resume as a ‘new’ (refreshed) resume.

6- Be prepared for ‘more’ online virtual meetings, interviews, and panel discussions (hiring committees) versus driving to the location for the meeting (this is good – saves gas, and you can wear a nice shirt and jacket over your pajama bottoms).

7- Be prepared to do more email and online networking – the face-to-face networking is ‘out’ with social distancing in place (likely for the next 6-18 months). Do continue to make phone calls to friend, peers, past co-workers and bosses to let them know you are available for work. Who do they know is looking to hire?

8- Recruiters won’t be able to rely on ‘body language’ in virtual interviews, so it’s important for job candidates to look sharp, act like they are paying attention during the online cloud meetings, and to ensure the dog or cat won’t interrupt the meeting. The interview candidate may have to project more to demonstrate a positive attitude and don’t forget to clean up the area behind your computer to look like a more professional work environment.

9- In the past, recruiters may have been able to make a job offer and have a candidate in the seat in two weeks. The pandemic has slowed the process down to ‘whenever it is safe to physically come to work.’ Expect delays in the hiring process – some college grads who were extended job offers aren’t able to work for their new employers until as late as July or August while the company struggles to determine health and safety protocols. There will be a slow-down in the decision-making.  Companies may take a while before business picks up again to justify the hire and bringing the candidate onboard with a start date.

10- Job seekers who have lost their jobs need to be aware the extended benefits from the Payroll Protection Act are for a small and finite period. If your employer laid you off and you refuse to come back to work – you will lose your unemployment benefits.  Even if you get paid more in the PPA, it is vital for you to get back to work so you have a job after the benefits run out.

11- Do not lose hope. If you have a ‘side’ job, you may need ramp up the sales and services to bridge the financial gap between the last job and the new post-Covid career move.

 

FSC Career Author: Ms.Dawn Boyer, Ph.D., is a FSC Career Coach & owner of D. Boyer Consulting – provides resume writing, editing, and publishing (print-on-demand) consulting. Reach her at: Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

 

FSC Career Blog |  June 12, 2020

 

Bio: Dawn D. Boyer, Ph.D., has been an entrepreneur and business owner for 20+ years, with a successful business and consulting firm (CEO) in Virginia Beach, Norfolk, and Richmond, VA.  Her background experience is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry. She is the author of 812+ books on the topics of business, human resources research, career search practice, women and gender study, genealogy and family lineages, quotes for motivation and self-improvement, and Adult Coloring Books.  Her books can be found on Amazon.com under her author’s page for Dawn D. Boyer, Ph.D.[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

#JobSearch : Déjà Vu All Over Again – Good News, Bad News for Employers and Job Seekers.

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I remember…  with trepidation … the market events in the fall of 2008 caused the real estate crash in 2009 and the resulting rise in unemployment with hundreds of thousands of workers losing their jobs. (I was one of them. As a HR director, I had to write my own layoff letter!)  The recent pandemic is not quite the same, but the impact is eerily similar and much worse for workers who are now unemployed. With luck, this time, the economy will swing back quickly once folks get back to their office or location work sites as cures, vaccines, and plasma infusions are deemed safe and made available to inoculate the general population.

When economic crisis upheavals create market impacts and job losses, it’s best to be prepared for the ‘what ifs?’

In 2009, the bad news was employers laid off, terminated, or furloughed workers with no known return-to-work date.  This was a crisis for the company and its workers. The events affected stability, growth, and/or revenue for the business, but also provided a unique opportunity to enrich the workforce and gain more valuable employees in the long run.  Companies initially targeted ‘slackers,’ ‘redundant,’ or unskilled (untrained) employees in the mass layoffs. Workers able to do the work of others had to cross-train, or who were more productive were more likely to be retained.

Use the lessons learned from the 2009 economic crash to preparing for the current pandemic-related crisis, and/or future events with equitable impact on worker’s careers.

Those laid off or terminated were often the workers with the lowest return on investment (ROI) for the business model.  Unfortunately, it was also a great opportunity to drop what the company determined were ‘troublemakers,’ ‘high maintenance employees,’ and those who had reached a salary ceiling for their job level.

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What Skill Sets do You have to be ‘Sharpened’ ?

Continue of the article:

When the economy picked up again, the company had a choice of rehiring the furloughed workers. In some cases, companies found more productive replacements for the past terminated workers.  Some businesses chose to continue to pay unemployment taxes on furloughed workers and hired fresh employees to train to higher standards and productivity.  This may happen again in 2020. If fresh, new workers can provide a higher rate of productivity after training, the companies could turn a higher profit, faster, and decide not rehiring the furloughed workers is worth the business risk.

The good news is some workers ‘sent home’ during this pandemic event may not have been fired.  Companies recognized some work (telework) could continue if workers had the right equipment and access to work-related applications from home.  The scramble to set the employees up to work from home may result in long-term and increased ROI based on lower overhead costs. This event may help business leaders see the opportunity to keep workers, monitor productivity, and simultaneously reduce overhead costs by continuing to keep employees working at home.

It is bad news for the workers who are permanently laid off or furloughed. The economic crisis does provide opportunities for those who lost their jobs to go back to school, take more technical or trade training, and refresh their resume(s) for more practical or higher-level educational opportunities.

The good news is, even though the furloughed worker may have been highly productive, this is the perfect opportunity to use one’s advanced experience and skills to search for a new career position. Shop for that new job with companies who terminated the ‘redundant’ workers and are looking for that higher productivity employee.  When an employee is laid off it’s the perfect timing to refresh their resume to identify their strongest skills and their greatest weaknesses.

It is vital to showcase on the resume the job seeker’s achievements and accomplishments to document the metrics and capabilities of the worker in past and potentially future work environments.  Review the education section to decide when, where, and what to add to skill sets by taking online classes, going back to schools (colleges, universities – online courses where available), or targeting technical schools for updated trades training.

When economic crisis upheavals create market impacts and job losses, it’s best to be prepared for the ‘what ifs?’ in one’s career path.  Use the lessons learned from the 2009 economic crash to preparing for the current pandemic-related crisis, and/or future events with equitable impact on worker’s careers.  Keep updating one’s work skills, ensure your productivity at work is at its high level and makes a profit (or reduce overhead expenses) for your company. Continue to learn or take training in a variety of skills to make yourself non-expendable to your employer.  If you are not constantly improving yourself, you will not survive or do well in the worst-case economic scenarios of the future.

FSC Career Blog Author: Ms. Dawn Boyer, Ph.D., owner of D. Boyer Consulting in Hampton Roads and Richmond, VA – provides resume writing, and editing / publishing / print-on-demand consulting. Reach her at: Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

 

FSC Career Blog| April 14, 2020

#CareerAdvice : #ResumeTips – #Recruiters Nightmares: The Copy and Paste Resume

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“I was told to copy the job description online to ensure key words were in my resume …” is something I often hear from resume clients. Job seekers copy and paste ‘everything’ from the online announcement but can’t understand why they are ignored.  Copying and pasting a job description won’t help.

When recruiters see ‘copy & paste’ resumes, they recognize and reject the resume. Recruiters want to read applicant job accomplishments, task capabilities, and achievements … written uniquely to a job seeker’s specific background, skills, and experience.

Job seekers can analyze the important words from an open position announcement by scrutinizing the job requisition for general and specific requirements sections.  Ignore the benefits and company description.  Target the ‘must have’ qualifications for clues to key words recruiters are seeking.  For example, the job requisition “Budget Analyst” (posted on usajobs.gov) notes:

  • Assist in work to be accomplished; communicate assignments, problems to be solved, issues, and deadlines.
  • Coach team in selection and application of appropriate problem solving methods and techniques; resolve employees complaints.
  • Maintain program and administrative reference materials, project files / relevant documents; prepare reports; maintain records of accomplishments / administrative information.
  • Represent the team for the purpose of obtaining resources; securing needed information or decisions from the supervisor on major work problems / issues.
  • Represent team findings and recommendations in meetings; deal with issues that have an impact on the team’s objectives, work products and/or tasks.
  • Research a wide range of qualitative and quantitative methods to identify, assess, analyze and improve team effectiveness, efficiency and work products.

This description is in the generalized job section.  “Assisted in work” could equate to a team member assigned specific workload assignments to research, analyze, identify, and implement solutions to problems, methods, and technical issues. “Represent the team” can be interpreted as presenting reports on specific topics to a group.  “Maintain program and administrative reference materials” could equate to a document-database librarian or database maintenance tech with software skills, and alphabetical- and numeric-filing capabilities, and ability to recognize documents ‘classes.’ “Prepare reports and maintain records” of work accomplishments equates to filing documents in a manual or in digital format (e.g., create electronic files on a server or SharePoint website in a logical organized manner.

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What Skill Sets do You have to be ‘Sharpened’ ?

Continue of article:

“Research qualitative and quantitative” equates to an ability to ask questions, perform statistical analysis, and possibly conduct Lean Six Sigma studies or process improvements to work tasking, production (lowered man-hours), recommending automation processes for work-task processing, and improving customer service timing and services.  “Resolve simple complaints” could equate to ‘being a people person’ (please don’t use that cliché’ term!) able to provide diplomatic work-place resolutions fair to all parties.

What is missing in this ‘general’ job description? Anything related to financials, accounts receivables or accounts payables, budget oversight, monetary or financial analysis.  Now review the ‘must have’ job description details:

“Knowledge of budget concepts, process, financial coding structure and the interrelationships among appropriations; interpret budgetary aspects of laws, regulations, policies, procedures and provide guidance; interpret / apply budget instructions, administrative memoranda, and regulatory guidelines from procedural, technical standpoint; analyze and relate financial data to work plans, business plans, Strategic Plans, and organizational accomplishments” notes specific key words the job applicant must ensure is describing past and current experience in their resume to catch the eye of the recruiter.

Target the mandated job skill requirements and write about tasks accomplished related directly to that experience using the key words.  “Knowledge of budget concepts, process, financial coding structure and the interrelationships among appropriations” means describe the accounting system (name brand software) and the line item coding, accounts receivables / accounts payable, budget appropriations (funding) and funding designations (to / from business units) and obtaining approvals for expenditures.

The section noting: “interpret budgetary aspects of laws, regulations, policies, procedures, and provide guidance” means detailing knowledge of Generally Accepted Accounting Practices (GAAP), and experience as a Subject Matter Expert (SME) on Internal Revenue Service (IRS) law, regulatory compliance (including Sarbanes-Oxley; SOX), and internal company policies and procedures related to taxes, budgeting, finances, and accounting to advise peers and management.  The ability to “analyze and relate financial data to work plans, business plans, Strategic Plans …” means data research, analysis, auditing, and compiling reports to share in group presentations.

The remainder of the job description is more ‘generic’ capabilities. The ability to “communicate orally and in writing; make presentations clearly; manage time, balance priorities, and work under tight timeframes and conditions; use of computer for word processing, spreadsheets, graphics, and communications programs; use of analytical and problem-solving techniques; use of automated financial systems” can easily be interpreted as strong work capabilities that are discussed in the same bullets explaining specific skill requirements.

Copying and pasted the original job description won’t help job seekers.  Describe ‘how’ a specific task or responsibility matches the job description’s mandatory experience requirements to showcase an ability to interpret, analyze, and write to satisfy the recruiter’s need for documented capabilities.  Recruiters can read between the lines for skills, experience, and education via those key words describing experience.

Guest Author of the FSC Career Blog: Dawn Boyer, Ph.D., owner of D. Boyer Consulting – provides resume writing, and editing / publishing / print-on-demand consulting. Reach her at: Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com. 

 

FSC Career Blog | July 30, 2019 

 

 

Number of words, including title and POC info:  ~871

Sent to: Inside Business, Virginian Pilot, Ron Crow via ron.crow@insidebiz.com

 

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Key Word Hash-Tags (#):

 

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Bio: Dawn D. Boyer, Ph.D., has been an entrepreneur and business owner 20+ years, with a successful business in Richmond, and in her own consulting firm (CEO) in Virginia Beach, VA.  Her background experience is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry. She is the author of 750+ books on the topics of business, human resources research, career search practice, women and gender