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What Should I Be Adding To My LinkedIn Profile?

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This is a common question I hear, “I don’t know if this or that should be on there” or “I wasn’t sure so I just downloaded/copy/pasted my whole resume to my profile.”

While you want to establish the information you add is relevant to your brand and impactful, you don’t want it to be a duplicate of your resume. They are meant to complement one another. You want your reader to see a little more of a human side to you as well. Think of the LinkedIn profile as the friendly, humanized version of your resume.

Here are some things to think about when building and adding to your profile:

☑Fill out all the sections. Don’t leave anything blank. Fill in the volunteer, certifications, languages, projects, honors, awards. You can add PowerPoints, photos, samples of your work (I have these on my profile) coursework, and things you have done in your career.

☑Add a profile photo AND a background cover photo (get rid of that blue LI background!). This makes it uniquely you. I love seeing customized background cover photos on LI profiles. They definitely add personality and/or help brand the client by having a photo of the company, service or product they represent.

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

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☑ Write a headliner that sizzles. Instead of “Account Executive”, write “Account Executive specializing in the development of groundbreaking sales and service strategies internationally”. Add a little zing to it. Get your reader interested. Some even call the headliner “prime real estate” meaning it’s a great place to add keywords and branding that help direct LinkedIn’s algorithms to your profile. Get as clear and focused as you can. Add buzzwords if you know what they are. Not sure? Find jobs that interest you and notice the same words listed over and over? Add them. Don’t neglect this section.

☑ Create an About section that speaks to the reader. That section used to be more formal and many people wrote theirs like a biography–3rd person, boring, etc. These days, it’s all about the conversation. Get them interested in what you have to say. Write in the first person. It’s OK to be a little more human here. People expect it—and love it.

The About section should be engaging, interesting, and conversational. Think of it as if you are speaking to someone at a networking event. How would you speak? What would you say? You’d keep it professional but interesting, right? You want to tell a story about why you do this type of work and what makes it interesting. Be enthusiastic.

☑ Add Content! Make sure to add descriptions of what you do at your job. Add your daily responsibilities as well as your accomplishments. This is where I see clients fall short. They add their company and job title but nothing else. LinkedIn rewards content. While you don’t want to copy and paste chunks from your resume, you also don’t want to leave critical information out. Rewrite those areas but make sure to add content to your roles.

What were you most proud of accomplishing? What projects have you worked on that added value? What is interesting about where you work?You can also add numbers and percentages. If you are hesitant about sharing exact figures, you can say, “increased revenue 87% in two years”. Adding numbers adds to your credibility and gives the reader a glimpse of what you have done.

☑ Get a recommendation. A recommendation or two on your profile livens it up and gives you more credibility. What good do thousands of connections do for you if you don’t have one recommendation? It might feel awkward, but once you’ve asked it’s done and guess what? You’ll most likely get that recommendation!

☑ Create an endorsements section. Complete the skills and endorsements section and pin the top 3 that related to your job hunt. Again, these are key with algorithms and recruiter searches as well.

When all of this is done, remember the key to a strong LinkedIn profile is engagement. The more you use LinkedIn, the more it rewards you by showing your profile in recruiter searches. Reach out, plan on getting on LinkedIn 10-15 minutes every other day and watch it go to work for you.

 

FSC Career Blog Guest Author: Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog |  March 3, 2020

 

 

 

#CareerAdvice : #JobSearch -How to Respond to a Recruiter’s InMail on #LinkedIn . #MustRead !

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With a healthy labor market, record low unemployment and steady wage growth, U.S. job seekers are in the driver’s seat of their careers. Employers are eager to show you more than the basic job description. They are beefing up their employer branding, benefits, perks and insights into their company culture to attract you to their open jobs.

And one of the ways recruiters will reach out to you is via LinkedIn InMail.

InMail messages are private messages that allow recruiters, hiring managers and head hunters to contact you on LinkedIn without an introduction or contact information.

Receiving an InMail from a recruiter can make you feel special and in-demand, but like so many things in life, you only get one shot to make a great first impression. Sure, your profile and maybe your resume caught their eye on the social platform, but how you communicate when a recruiter reaches out to you is key.

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

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Seasoned recruiters have a keen eye and can spot red flags like dishonesty, misrepresentation and job seekers who are “wishy-washy” on whether they’d consider the opportunity. Therefore, whether you’re interested in the job or not, how you respond can speak volumes. Here are some tips on how to best respond to a recruiter’s InMail message.

If You’re Interested in the Opportunity:

Hi [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”][Recruiter name],

[Insert commonality or compliment here, such as, “Thank you for reaching out with this awesome opportunity” or “It’s great to connect with someone at XYZ company — I’ve admired your work]!”

I’m interested in [company’s] open [job title] role, would be interested in [hearing more about the opportunity, learning the specifics of the role, applying formally]. I’d love to get your thoughts on [your experience at the company, what the team is specifically looking for, why you felt I’d be a great fit]. Would you be open to [hopping on a call, answering 3-5 quick questions]? It would be so appreciated.

Thank you,

[Your name]

Why This Works: With this response, you show genuine interest in both the company and the role and show that you are proactive about suggesting next steps. Sure, it’s a job seekers’ market, but there’s no need to play hard to get. If you’re interested, then show it and don’t hesitate to share your interest and preferred mode of communication.

6 Things to Never Say to a Recruiter

If You’re On the Fence:

Hi [Recruiter name],

Thank you for your InMail.

I’m pretty happy in my current role at [Company name], but I’d be open to discussing this opportunity with you. This role and company look to have some exciting potential and I never turn down a chance to chat about [insert compelling aspect of the jobs/company/industry].

Would it be possible for us to connect via phone next week?

I look forward to speaking!

Best,

[Your name]

Why This Works: Sure you’re satisfied in your current job, but if you’re open to the right opportunity, this response allows you to be both honest about your current feelings and leaves room for the possibility of a new role. It signals to a recruiter that you’re open to being sold on the role and considering a new company.

How to Talk to a Recruiter

If You’re Interested in the Company, But Not the Role:

Hi [Name],

Thanks for reaching out to me for this role! I am actively exploring new opportunities, but would ideally like to find a position that would allow me to [work from home, expand on my marketing experience, step into the nonprofit space, earn at least $X annually, etc.]. It sounds like this particular role isn’t quite what I’m looking for, but do you happen to know of any other opportunities that may be a better fit? If so, I’d love to connect! [Or include a sentence with a link to another job opening at the company.]

I’ve attached my resume for your review and can be reached directly at [your email address and/or phone number] moving forward.

Best,

[Your Name]

Why This Works: If your dream company reaches out to you for a role that’s less than ideal, get your foot in the door by sharing exactly what you’re looking for. Don’t be shy about telling them you’re interested in the company and use the introduction as a way to explore alternative opportunities.

How to Decline a Job Offer

If the Company & Role Are Not Interesting:

Hi [Name],

Thank you for your note about [insert job title]. While the role seems interesting and the work your company is doing is impressive, I really love the company I currently work for. That said, if I am looking to make a change in the future, I will certainly be in touch.

Thanks again,

[Your Name]

Why This Works: For the sake of your professional brand and to show common courtesy, do not just ignore the recruiter. Even if the opportunity isn’t a right fit now, being humble and thankful are important traits when turning a recruiter down. There’s no need to dwell on why you’re not interested, or to provide excuses. Be direct and clear with your position, and like any smart professional, leave room for continuing the relationship down the line.

If Your Dream Job & Company Present Themselves:

Hi [Name],

Thank you for your note. Based on your description of the role, it sounds like a great job and aligns with where I’d like to take my career. I’m eager to learn more.

As you may have seen on my profile [or resume], I have [number of years] experience in [field/industry]. I’ve been consistently committed to [specific goal, skill or trait the new job entails]. In my current role at [Name of current employer], I recently [impressive accomplishment that relates to the new job] and [add mention of management experience or soft skills.]

Could we discuss this opportunity in more detail? I’d welcome the opportunity to learn more about the role and share how my skills and experiences would benefit [Name of potential employer].

I’m available to talk by phone on [List of dates and times you’re available]. I look forward to speaking with you.

Best,
[Your name]

Why This Works: While you may be jumping up and down with excitement because your dream company and job appeared in your inbox, there are better ways to convey your excitement than by sending a response full of exclamation marks and smiley-face emojis. Demonstrate your enthusiasm for the role by responding with a carefully crafted note that reflects both your skills as well as your understanding of the company’s business needs. This combo will show the recruiter that you’re absolutely worth an initial interview.

Remember, when speaking with recruiters on any medium, here are a few general tips:
1. Spark their interest.
2. Be natural.
3. Be direct.
4. Share insight into your decision.
5. Customize your templates.

It’s easy to get overconfident when a recruiter reaches out to you, but it is very important to leave a positive impression in every interaction.

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#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’ ?

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“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

 

SEO Key Words for web post:

 

ability, accomplished, accomplishments, achievements, analysis, capabilities, Copy and Paste Resume, experience, improvements, interpret, Job description, job requisition, key words, position announcement, processes, qualifications, recruiter, requirements, resources, resume, skills, solutions, Subject Matter Expert (SME), tasks

 

Key Word Hash-Tags (#):

 

ability, #accomplished, #accomplishments, #achievements, #analysis, #capabilities, #CopyandPasteResume, #experience, #improvements, #interpret, #Jobdescription, #jobrequisition, #keywords, #positionannouncement, #processes, #qualifications, #recruiter, #requirements, #resources, #resume, #skills, #solutions, #SubjectMatterExpert(SME), #tasks

 

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

#CareerAdvice – #JobSearch – #JobInterview Preparation Checklist. Must Read!

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So you applied for a job online, and just got a call from the recruiter asking if you can interview with the hiring manager. You are super excited until you hear that the interview is happening in 48 hours. 2 days. OMG!

Don’t panic; just prepare! Glassdoor has got you covered. Complete with timing and strategy, we’ve compiled a comprehensive list of essential ways to gear up for your interview and knock it out of the park. Ready, set, prep!

As soon as you hang up with the recruiter:

1. Study for your interview like it’s a final exam.

  • Find as much information as you can on the company or organization, and commit as much of it to memory as possible.
  • If the job you’re interviewing for requires knowledge in a certain field, do all of the learning and brushing up you can on information that will be relevant to your interview.

2. Generate a list of potential interview questions (and their answers!) beforehand.

  • Base your list of questions on both what you expect them to ask and the real life experience of others
  • Reach out to people who worked in similar companies and positions as you are interviewing for and ask them about their interview experience
  • Use tools like Glassdoor’s interview question database to look up real interview questions and their answers.
The 45 Questions You Should Ask In Every Job Interview

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

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36 hours before the interview:

3. Write out answers to every question you anticipate, and practice delivering them out loud.

  • Even if you don’t remember your responses word for word, you can fall back on certain key points and phrases.
  • Write your own list of questions for the interviewer, and be prepared to ask them when the time arises.
  • Make sure your questions are nuanced and well-researched. Never ask for any information that can be simply found online.

4. Compare your skills and experience to the job description.

  • For each component of the job description, brainstorm your relevant skills and experiences, and think critically about how you want to present them.
  • If there’s a preferred skill or experience you do not have, be able to demonstrate you’ll be competent without it.
How to Read a Job Description

12-24 hours before the interview:

5. Be rested and healthy for the big day.

  • Before getting good night’s sleep, try to imagine yourself acing the interview.
  • Eat wholesome, healthy meals for the days preceding the interview.
  • If you are prone to anxiety, try breathing techniques or meditation the morning of the interview, and even directly before.

3-6 hours before the interview:

6. Dress for success

  • Keep your fashion choices subdued and classic – don’t wear clothes that will distract the interviewer.
  • If you’re unclear on what type of clothes to wear, don’t be afraid to reach out to your interviewer and ask.
  • Wear clothes you feel confident in. Don’t be afraid to invest in an “interview outfit” or two that you feel your best in.

7. Empower yourself

  • Practice a firm handshake, strong posture, and attentive body language in advance.
  • Think of a mantra you can call upon for self-confidence, like, “no matter what, I will do my best.”
  • Try to imagine yourself not getting the job. While it might be painful to think about, what can you see yourself having learned from the interview experience?

8. Don’t leave any unnecessary unknowns.

  • Plan what to bring (extra copies of your resume!) and even what transportation you are taking to the interview way in advance, so there’s no added uncertainty the day of.
How to Interview for Your First Management Role

During the interview:

9. Keep an interview journal

  • During or even after your interview is over, take a few minutes to jot down what parts you felt you aced, and where you could have shone brighter. These notes can serve as a valuable guide for your future interviews.

6-12 hours after the interview:

10. Follow up.

  • Extending the conversation shows that you’re passionate about the job. Don’t call every day asking if you got the job, but a simple thank you note can speak volumes about your commitment to the position.
  • And if you didn’t get the job? Let them know if you’re still interested, and ask what you can do to be a more attractive candidate in the future.

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#CareerAdvice : #InterviewQuestions – Best Answer To The #InterviewQuestion ‘Why Should I Hire You?’ … Must REad!

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In today’s fast-paced world, you need a quick, concise, well-thought-out answer to capture the employer’s interest and make them decide to hire you.

The formula: creating your strategy

Examine your previous experience. Write out the major responsibilities for each job you’ve held. Note any special accomplishments. Zero in on your important work strengths—those abilities where you excel and are most productive.

Then, check with your contacts and use your network to get as much background as possible about the employer, the company, and the position’s needs. Check the hiring manager’s LinkedIn profile. Go to Glassdoor.com and read reviews of the organization. Many times, your contacts and research will point out the very aspects that must make up your 5 top selling points which I call, the 5 Point Agenda. Other times, there will be little information available and you will need to guess based on your general knowledge about performing the job.

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Twitter: Follow us @ firstsunllc

Question: Want the ‘the best/current articles/blogs on the web’ on Job Search, Resume, Advancing/Changing your Career, or simply Managing People?

Answer: Simply go to our FSC Career Blog below & type(#career, #leadership, #life) in Blog Search:  https://www.firstsun.com/fsc-career-blog/

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

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After reviewing the position’s needs, determine which of your abilities and which aspects of your experience will be most important to the employer. Then create your 5 Point Agenda, selecting each point to build a solid picture emphasizing how you can do the best job. This is an important step as the 5 Point Agenda is the basis for creating your 60 Second Sell.

Before every job interview, you will customize your 5 Point Agenda to reflect the responsibilities of the job as well as the company’s goals and objectives. These five points are your basic building blocks to answer the interviewer’s questions. You’ll want to emphasize each of these points whenever the opportunity presents itself. The message the employer will hear is that you have the ability to perform and do well in the job—and it will give your prospective boss confidence in hiring you. On top of that, they likely will remember these aspects about you.

Here is the sample that Susan, 58, created about her role as a Human Resources Director. The company wanted to find a progressive HR partner to lead its organization. They needed a strategic leader. The client had heard about the position from a friend at an HR conference and wanted to go after the job. Her 5 Point Agenda needed to stress her achievements.

Example:

Human Resources Director

  • Point 1: Award-winning human resources leader.
  • Point 2: Providing strategic direction for the organization that was recently named a national best places-to-work company.
  • Point 3: Strong entrepreneurial drive was responsible for delivering new programs, HR systems, and major policy enhancements.
  • Point 4: A strategic and operational business partner working closely with top executives.
  • Point 5: Exceeds goals and expectations.

Your Verbal Business Card

The 60 Second Sell is a tool that helps you target your skills to meet the employer’s needs. It allows you to summarize your most marketable strengths in a brief and concise manner. Successful job hunters have found that the 60 Second Sell is the most influential tool they used during the interview process. They praised the tool for several reasons:

  • It was effective in capturing the employer’s attention.
  • It provided excellent, concise answers to tricky questions.
  • It was very easy to use.
  • It was a great way to end an interview.

The 60 Second Sell is a 60-second statement that you customize for each interview and that summarizes and links together your 5 Point Agenda. You will want to put the points of your 5 Point Agenda into an order that allows you to present them in the most logical and effective manner. When you link the ideas into sentences, they should be spoken in 60 seconds or less. Once memorized, this statement will be easy for you to recall and use during the interview.

Answering that tough question

Your 60 Second Sell is the perfect answer: Why should I hire you? This question is asking you to convince the employer to hire you. The 60 Second Sell is effective because it demonstrates your strengths and illustrates how you will fill the employer’s needs. That is the key to its success, and yours.

60 Second Sell Example

To clearly understand how your 5 Point Agenda is linked and becomes your 60 Second Sell, let’s continue with our earlier example; here is how we took Susan’s  5 Point Agenda and linked the points together to summarize them and create her 60 Second Sell.

Human Resources Director

“I’ve been an award-winning human resources leader with fif­teen years of experience providing strategic direction. I’m proud to share that my current employer was recently named a national best-places-to-work company. I am a global thinker who contributed to the company’s success as a strategic and operational business partner, and we have cut attrition by 60%. I display a strong entrepreneurial drive at work. I have been responsible for delivering new programs, HR systems, and ma­jor policy enhancements. My CEO has repeatedly recognized me for my innovative leadership that often exceeds goals and expectations.”

This encapsulates exactly why the employer should hire her. She has outlined her very best skills, experience and abilities. And it worked – Susan landed her dream job amongst steep competition. By following this formula, you’ll be able to sell yourself effectively too.

Author: Robin Ryan is a Career Counselor and the bestselling author of 60 Seconds & You’re Hired and Retirement Reinvention.  Her website is http://robinryan.com/

 

Explore Robin’s Book:  60 Seconds & You’re Hired 

The 60 Second Sell is your tool to achieve this. This 60-second calling card will summarize your skills, abilities and previous experience in a well-thought-out fashion that will immediately make the employer want to listen.

The 60 Second Sell is a proven shortcut to your success when asked the tough question, “Why should I hire you?” Client upon client has reported that using my 60 Second Sell approach was the best job search technique they’d ever used. It’s easy to create and easy to implement. Once you’ve learned this technique, your interviews will be greatly improved because you will be able to do the most important thing necessary to land a job—tell the employer exactly how you can perform his or her job.

 

Forbes.com | June 4, 2019 | Robin RyanContributor

#CareerAdvice : #JobSearch -Tips for Leveraging Today’s Hot Job Market—Without Overplaying Your Hand.

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It is the hottest job market in decades, but that doesn’t mean playing it to your advantage is easy or obvious.

After more than eight years of U.S. job growth—the longest streak on record—employers across a swath of industries from health care to manufacturing have more positions than they can fill. The demand is a big reason the share of workers voluntarily quitting their jobs hit a 17-year high in 2018, said Jed Kolko, chief economist at job site Indeed, who adds that many of the biggest wage gains have gone to those who have jumped to new positions.

“If the market does soften and companies start cutting back on their expenses, it’s not always a good thing to be the newest or highest-paid person,” Ms. Britton said.

But outside a group of highly sought-after tech workers routinely fielding job offers, it can be tough for employees to know how much leverage they have to parlay the tight labor market into higher pay, a promotion or better job. While many of the old rules of job-hunting etiquette and strategy still apply, it pays for job seekers to be bolder than they might have been in previous years, recruiters and hiring managers say.

“Now is a great time for people to consider job opportunities they didn’t bother looking seriously at before,” as employers drop education and experience requirements for some roles, and boost training and support for new hires in others, said Brandi Britton, district president for staffing and recruiting firm Robert Half.

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She recommended researching roles online for which your skills and expertise might be advantageous and asking for informational interviews with colleagues and acquaintances to learn about new fields. But she cautions against job hopping solely for a salary boost. “If the market does soften and companies start cutting back on their expenses, it’s not always a good thing to be the newest or highest-paid person,” Ms. Britton said.

Real-estate mogul and “Shark Tank” investor Barbara Corcoran advised anyone itching for a change to first schedule a career discussion with their manager, even if the appointment is weeks away or they don’t know yet what exactly they want to achieve. “You might be anxious for the next month, but that will force you to prepare your pitch,” she said.

Employees should approach the conversation with a list of accomplishments and the ways they contribute to the firm beyond the standard requirements of the job, building an argument for why their talents should be put to use on bigger and better things, she said.

If you do go in with an offer from another firm in hand, Ms. Corcoran recommended broaching the subject by stressing how much you value your current role, then asking about your prospects for advancing at the firm and only bringing up the outside job offer as a last resort. Just “telling your boss someone wants you and you want more money if you’re going to stay is the business equivalent of putting a gun to someone’s head,” she said.

Many bosses are willing to look for ways to meet the compensation goals of employees when it seems mutually beneficial, she added: “It’s such a pain in the neck to replace someone who’s mid career with a good track record, who contributes to the team and is easy to work with.”

Likewise, recruiters say it is important to emphasize to any prospective employer with whom you interview that your goal isn’t so much higher pay (even if it is) as it is a better chance to fulfill your career goals.

Sometimes more unconventional tactics work. Cassidy Williams, a senior software engineer in Seattle who has held five jobs in the past five years, said she was rarely looking for the offers when they came her way. Before accepting a new job, Ms. Williams said she typically creates a pro-and-con spreadsheet, weighing the advantages of staying versus leaving. She then shared it with her parents, friends and mentors to get their input.

In one case, she even shared it with both her then-employer and the prospective one, pointing out the differences, including higher pay, between the two. “It was actually incredibly helpful,” Ms. Williams said. Though her employer was willing to discuss a raise, she said she ultimately decided to take the new job.

Even if you are planning to stay put for now, the stability of today’s job market makes it an opportune time to gird for when it does cool. Katie Bardaro, chief economist for compensation research firm PayScale Inc., recommended asking for a stretch assignment outside of one’s normal responsibilities, or signing up for a free training program or other company-offered education benefit. More employers are offering or expanding such perks to retain workers. At companies such as Walt Disney Co. and Discover Financial Services , for example, entry-level workers such as line cooks and call-center staff can earn a fully paid college degree while they work.

“The important thing is to keep growing and learning, through new projects or other opportunities, so you don’t run the risk of stagnating,” Ms. Bardaro said.

—Chip Cutter contributed to this article.

Author:  Kelsey Gee at kelsey.gee@wsj.com

 

WSJ.com | January 23, 2019

#CareerAdvice : #ResumeWriting -New Study: Professionally Written Resumes Score Jobs Faster & Earn More.

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If you’ve been in the workforce for years, chances are you’ve considered outsourcing the dreaded process of writing a resume. After all, needing a new jobis stressful on its own, then add to that the anxiety of capturing your entire work history and value into one or two pages. Hello, migraine.

However, a new study by TopResume may provide a proven solution. The resume writing service commissioned a study to determine if recruiters perceive candidates with professionally written resumes to be more employable, as well as if job seekers benefit from a professionally written resume.

Need Resume Updated or Done?? .…… Contact us at  info@firstsun.com

The results? Recruiters valued candidates with professionally written resumes to be worth 7% more than when assessed using their self-written versions. Furthermore, candidates with professionally written resumes were more likely to secure interviews, land a new job sooner, and advance their career faster.

“Professionally written resumes increase a job seeker’s perceived value by providing a clear career narrative, a visually balanced presentation, and proof of the person’s abilities,” says Amanda Augustine, a certified professional resume writer and career coach.

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According to the data, candidates who invested in a professional resume reported:

  • 32% higher rate of finding a job than those who wrote their resume themselves.
  • 68% secured that job within 90 days of having their resume professionally written.
  • 42% of them moved on to a higher-level position.

“Anecdotal evidence has suggested that professionally written resumes offer significant benefits to job seekers, but there was no data to confirm those advantages — until now,” said Jeff Berger, CEO and founder of TopResume, a Talent Inc. company. “Now, when job seekers wonder whether investing in this critical job-search tool will positively influence their candidacy, there’s resounding proof it will help advance their career faster and at a higher salary and title.”

If editing and tweaking your resume is causing you to go mad or you are still wondering whether your resume is strong enough to beat the competition, consider hiring help via TopResume, especially if you’re changing careers or transferring industries. 

“When you’re changing careers, it’s assumed that your recent work experience will not perfectly align with the role you’re now targeting,” says Augustine. “To ensure your resume isn’t immediately trashed by the ‘bots’ or a recruiter, you need demonstrate that you possess the skills necessary to do the job well, even if this new job isn’t a natural next step after your previous role.”

That’s where transferable skills come in. “Some transferable skills are universal, regardless of the field: leadership, communication, analytical skills, and many others,” Augustine says. But “if you want to land a job faster and maximize your future paycheck, hire an expert to write it for you.”

 

GlassDoor.com | March 26, 2019

 

#CareerAdvice : #ResumeWriting – Here’s Why Prospective Employers Might Not Ever See Your #Resume … Must REad!

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Whether you’re unhappy with your current job or are simply exploring your options, you’re probably aware that to land a new role, you’ll need a solid resume to submit as part of the application process. But what happens when you apply to a series of jobs you’re qualified for and aren’t contacted for a single interview?

You might start doubting your credentials, or doubting yourself. You might also be quick to point a finger at your resume, and wonder whether it’s somehow loaded with spelling mistakes and grammatical errors you just can’t seem to identify. If your job applications are going unanswered, it could be that your resume is to blame — but not in the way you think.

Is Your Resume Getting Seen?

The problem with your resume might not boil down to mistakes, but rather, the fact that prospective employers just aren’t seeing it. The reason? That document doesn’t have the right keywords.

These days, a growing number of companies are using applicant tracking software to narrow down their respective pools of qualified applicants. As part of the process, applications, including resumes, are scanned by software designed to look out for designated keywords — and if yours doesn’t have the right ones, it could be weeded out by a computer program, not an actual person.

The benefit of using such systems is that it makes the applicant-vetting process more efficient for employers. Rather than have to read through, say, 400 resumes for the average position, a company might instead invest in software that whittles the pool down to just 30 or 40 candidates. From there, reviewing resumes on an individual basis becomes far more feasible.

And it’s not just large firms that are using this technology to their advantage. Even small and medium-sized businesses are getting on board the algorithm train, thereby making it even more difficult for qualified candidates to get their foot in the door.

Ask A Resume Writer: Do I Need to “Game” Applicant Tracking Systems to Land Interviews?

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Beating the System

You’re probably aware that your resume needs to be catchy, concise and informative. But apparently, you also need to worry about it containing the right keywords.

With that in mind, there are a couple of things you can do to increase your chances of having your resume actually reach prospective employers. First, read each job description you apply to carefully, and aim to have some of the keywords contained in those descriptions appear in your resume as well. For example, if a job listing seems to emphasize project management skills, make sure the words “project management” appear early on in your resume.

That said, don’t go overboard with those keywords. Just as search engines penalize websites for keyword-stuffing (putting so many keywords into a section of content so as to render it unreadable), some of the aforementioned programs reject resumes if they suspect that tactic.

Another way to improve your chances of getting your resume looked at? Don’t just apply to jobs through online forms. Instead, identify those companies you want to work for the most and try finding individuals to send your resume to personally. For example, if you determine that an old colleague of yours knows someone at a company you’re applying to, you might ask that person for an introduction, or to send your resume to that contact and request that he or she personally put it in front of the hiring manager.

Many companies offer incentives for referring qualified candidates for jobs, so if you’re a good fit for a given role, someone you don’t know directly might be willing to vouch for you if you have an associate in common and your resume looks good.

Crafting a compelling resume is hard enough, and having to concern yourself with keywords makes for an even more stressful experience. If you’ve been finding that your job applications are going unanswered, it could be that your resume just isn’t saying the right things. Take steps to be a bit more keyword-conscious without going overboard, and that might spell the difference between having your resume ignored versus noticed.

 

GlassDoor.com |  | Posted by 

#CareerAdvice : #CareerTransition -‘You Have to Package Yourself Differently’; Company Veterans Explore New Horizons.

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Executives often find it hard to jump ship after helping to steer the same workplace for years.

They can lack a sizable network of outside contacts. Their job interviewing skills are rusty. And they worry about fitting in at a new employer.

Despite such hurdles, many longtime business leaders with strong track records are making the leap amid today’s booming job market, recruiters and coaches say. Since early 2018, executives have changed employers following tenures exceeding 12 years at major U.S. companies such as Amazon.com Inc., CSX Corp. , Intel Corp. , General Electric Co. , Nike Inc. and Starbucks Corp.

“Companies want seasoned leaders with broad experience who know how to tackle new challenges,” said Jane Howze, a managing director at the Alexander Group, an executive-search firm. “If somebody has moved around within a company and gotten promoted repeatedly during 12-plus years, that’s now a plus.”

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About two-thirds of U.S. recruiters report their clients often or almost always are more willing to consider long-serving executives than a decade ago, according to a January survey of 53 recruiters conducted for The Wall Street Journal by the Association of Executive Search and Leadership Consultants.

Yet company veterans looking to change workplaces sometimes struggle to devise ways to tout their protracted stints. “Long-tenured executives tend to lack confidence about what they have to offer the outside world, and they may lose perspective over time even if they’ve been successful,” said Rose Fiorilli, an executive coach.

Scott Schneider is one of several such job hunters whom she recently counseled on the issue. Hired by Ruder Finn in 1999, he rose to chief digital officer of the big public-relations firm. He sought Ms. Fiorilli’s assistance in summer 2017 and let her know he wasn’t good at self-promotion.

“I wanted to go somewhere that was not a replica of where I had been,’’ Mr. Schneider recalled. “I was worried I had been there for too long.”

With Ms. Fiorilli’s guidance, Mr. Schneider began pitching himself as a creative change agent rather than a digital officer. He said he realized that his skills, such as building a team of more than 40 designers and creative strategists, mirrored accomplishments of other creative leaders in his industry.

Mr. Schneider switched employers last October. He now is chief creative officer of Praytell, a new type of PR agency that heavily emphasizes social media.

Other longtime executives go one step further to reposition themselves. “You have to package yourself differently so you’re not identified too strongly with your latest employer,” said Deirdre Latour, who spent 14 years at GE.

When Deirdre Latour resigned as GE’s chief communications officer in 2018, she hadn’t gone on a formal job interview in eight years.
When Deirdre Latour resigned as GE’s chief communications officer in 2018, she hadn’t gone on a formal job interview in eight years. PHOTO: PEARSON PLC

When she resigned as GE’s chief communications officer in March 2018, Ms. Latour hadn’t gone on a formal job interview in eight years. Her professional network was so closely connected to GE that fresh opportunities resembled her last GE role, she said. But running communications for another global business “might be totally the wrong thing for me.’’

That’s why Ms. Latour did mock job interviews with her coach, Angie McArthur. “She helped me explain how I might translate the broad scope of my GE skills to a new culture,” the executive said.

Pearson PLC soon wooed Ms. Latour to be chief corporate affairs officer of the global education company, and she joined the firm in January. She said she got off to a strong start at Pearson, thanks to widely applicable skills that she learned at GE—including a focus on execution and concise thinking.

Some veteran business leaders promote their ability to fit in again before a skeptical employer raises the question. An executive with 25 years’ experience at a big insurer said he took this approach after his eight-month search failed to produce an attractive offer. He hopes to work for a startup backed by private-equity investors.

He’s currently a serious contender for a senior management spot at a health care startup owned by that private-equity firm.

Fresh gigs don’t always work out for senior managers with longevity elsewhere, though. Tim Stone became chief financial officer of SnapInc., the parent company of messaging app Snapchat, in May 2018 after roughly two decades at Amazon. He quit Feb. 5.

Snap, which is struggling, didn’t disclose what triggered Mr. Stone’s surprise exit. He declined to comment.

Adapting to a new workplace can prove tough for highly tenured executives because they often remain deeply loyal to the prior employer. Consider Monique Bonner. Following 16 years at Dell Technologies Inc., “I was definitely somebody who bled Dell blue,” she said.

Ms. Bonner became chief marketing officer of Akamai TechnologiesInc. in 2016. The network security provider uses a similar shade of indigo for its corporate color, but when Ms. Bonner jokingly told new associates that she now bled Akamai blue, “no one knew what I was talking about.”

Akamai colleagues gave her equally quizzical looks when she cited Dell acronyms—such as calling employee-wide meetings “AHODs” rather than “All Hands,” which is Akamai’s nomenclature.

“It takes time and diligence to break 16-year-old communication habits,” Ms. Bonner said. Nevertheless, her new employer “has been incredibly supportive,” she added. “I’m nearing three years at Akamai and couldn’t be happier.”

Author: Write to Joann S. Lublin at joann.lublin@wsj.com

Appeared in the February 21, 2019, print edition as ‘Company Veterans Ponder the Lure of Something New.’

WSJ.com

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#CareerAdvice : #JobSearch – How to Stand Out When Applying to the Best Jobs in the U.S. ….Bonus: How to Get a Job: A Job Seeker’s Toolkit.

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“We’re seeing a spike in demand for highly-skilled workers in 2019,” said Glassdoor Economic Research Analyst Amanda Stansell. 

From security engineers to brand managers and recruiters, the impact of tech in all industries and jobs is undeniable. Stansell adds, “There’s no question that emerging technologies designed to grow and scale business, such as artificial intelligence, machine learning and automation are having an impact on the types of jobs employers are hiring for across the country.”

Therefore, companies like 3M are trying harder than ever before to attract and hire top talent for feel these in-demand jobs. We caught up with the global science company that never stops inventing to get the insiders’ secrets to applying to and securing some of the best jobs in the U.S.

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Currently, 3M is focusing on being a place where people come to have careers that allow them to innovate, grow and make an impact on people’s lives around the world. Some of the roles they’re eager to fill are:

  • Mechanical Engineer
  • Chemical Engineer
  • Industrial Engineer
  • Chemist
  • Statistics and Data Analytic
  • Sales
  • Marketing
  • Supply Chain Analyst
  • Machine Learning
  • Insights

So we caught up with 3M’s recruiters to get insights on how you can stand out from the crowd. Here’s what they said.

For Machine Learning/Machine Vision/Data Science/Artificial Intelligence roles:

  • Applicants should have “domain” experience, including deep learning models, machine learning, computer vision and Artificial Intelligence. They should also have programming experience in Python, R, Matlab, C/C++, or Java.
  • The Data Science field is an extremely important focus area for many 3M initiatives.  The overall goal is to leverage data analytics and systems to drive new growth opportunities for 3M’s various businesses.
  • The various disciplines in Data Science provide opportunities for 3M to really live their vision of “Technology advancing every company, products enhancing every home, and innovation improving every life:”
      • Machine learning is an integral part of 3M’s advancement in predictive analytics, computer vision, information extraction, and 3D digitization/modeling.
      • Data analytics enables 3M to leverage statistical and computer science techniques to extract information from 3M’s extensive big data pools and transform it into actionable results.
      • Computer vision allows 3M to develop and implement CV algorithms and software applications that leverage special characteristics of 3M materials to generate new system-based solutions and business opportunities.
      • 3D analysis techniques help with data-driven design of new products.

Recruiter’s advice:

“For a data science resume, one important key to standing out is to articulately explain specific projects you were a part of. In these explanations, we want to see the goal of a project, the techniques used, the outcome that was derived, and ultimately the business/real world problems that can be solved with the technique.

When possible, it is important to explain how your approach to a problem differed from existing or previously identified solutions. It is also important to outline technical competencies (i.e. programming languages, software applications, etc.) and to explain how and why you utilized specific technologies.”

For Industrial Sales Representatives roles:

  • As part of 3M’s Industrial and Safety Markets Center, this role offers aspiring 3M sales professionals the opportunity to represent a variety of highly-differentiated 3M solutions into industrial/manufacturing businesses. 
  • Additionally, we are ideally looking for individuals with three or more years of sales experience, an ability to work in a sales team environment and previous experience with Salesforce.com or other customer-relationship management tools.
  • If you are interested in joining a leader in the industrial space, participating in a year-long training program to create “territory readiness,” gaining endless potential career opportunities AND are willing to relocate to any territory in the US…this is a great opportunity for you!  

Recruiters’ advice:

“When applying, ensure your contact information is complete (email, phone number) and that your resume highlights any specific skills called out in the description, to include relevant industrial sales experience.”

For Controls System Engineer roles:

  • For this area, we have entry-level opportunities as well as senior, more experienced roles available. These roles are located in St. Paul, Minnesota, for the most part, but positions are also available in manufacturing locations across the United States, with some opening globally in the future. You will travel up to 30% both domestically and internationally in these roles.
  • For this role, we look for candidates who have experience working with machine control system design, and commissioning in a private, public, government or military environment. We prefer that you have a Bachelor of Science degree in Electrical Engineering or Electrical Engineering Technology. Experience with Allen-Bradley and/or Siemens control systems and hardware is also preferred.

Recruiter’s advice:

“Make sure you resume is reflective of all your experiences, including education and additional training courses you might have been exposed to.”

No matter what job you apply to, research the company, role and read reviews on Glassdoor. Need more help? Check out Glassdoor’s How to Get a Job: A Job Seeker’s Toolkit, complete with the guides, worksheets and checklists you need to start your job search, craft a stellar resume, prepare for interviews and more.

You can also watch a free recording of Glassdoor’s How to Get a Job Live Stream to hear straight from the career and HR experts at Glassdoor, Facebook, Salesforce and Kaiser Permanente to learn how to stand out from the competition.

 

GlassDoor.com | January 23, 2019 | Posted by