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Your #Career : Use this One-Paragraph #CoverLetter to land your next #JobInterview …Most #Recruiters just Skim Cover Letters, so Here’s How to Craft a Short and Effective One that Can be Read in 60 Seconds or Less.

May 23, 2018/in First Sun Blog/by First Sun Team

Cover letters are dead, or so we’ve been told. Many recruiters and hiring managers don’t even bother to read them, opting to skim resumes instead. But however their influence might be waning, plenty of people who are faced with making hiring decisions still rely on cover letters in order to size up candidates and determine who might be worth calling in for an interview.

So how can you make your cover letter as effective as possible? Make it short. Emily Liou, career happiness coach at CultiVitae, says you can probably boil your full-page cover letter down to a single paragraph (or two), without rehashing your resume. Here’s how.

WHAT TO CUT

That formulaic opening line. “A big mistake I see candidates make,” Liou says, “is they start off very cookie cutter with the, “It’s with the utmost enthusiasm that I apply for this position. I am a great fit because . . . I bring years of . . .’” Not only do these openers waste precious space (and the hiring manager’s time), they instantly make candidates blend into the pack, when the whole point is to stand out.

All those basic “job skills” that aren’t really skills.“It seems as if everyone is detail-oriented, has strong communication skills, and is a fast learner,” Liou points out. Those descriptors have no place in a short, compelling cover letter. Chances are if it’s a meaningless buzzword on your resume or LinkedIn, it’s just as useless in your cover letter, too.

A chronological recap of your entire work experience. Don’t feel obligated to squeeze in a mention of every job you’ve ever held in the order you held them–it won’t do you or recruiters any favors. “Your resume is going to be reviewed first,” Liou says. “If the recruiter sees potential in your background, then they will read your cover letter.” So write your cover letter based on the premise that the reader is already familiar with the general outlines of your career trajectory.

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WHAT TO INCLUDE

One great thing you’d be able to do the week you start. “When writing a cover letter, it’s really important to get into the mind of your reader,” Liou explains. “The job description’s summary and main responsibilities often highlight what this successful candidate will be doing on a daily basis. Try to picture the role and ask yourself, ‘Why would I be able to immediately contribute to their team?’ In other words, be sure to highlight what specifically about your entire background and experiences sets you apart from other candidates.” Focus on productive, positive actions you’ll be able to take right away based on your current skills.

Tell a story. It can even be about them, not you. “Aim to capture their attention by telling them what about their product, service, or mission really drew you to apply for this role out of all the other similar positions out there,” Liou advises. Otherwise get autobiographical and offer an anecdote, she says. “If you have an interesting story or way you learned about the company, share this! People connect with stories and it will make your application memorable and unique.”

PUTTING IT TOGETHER

Can you fit all this into a single paragraph? Liou says it’s possible. She sketches it out like this, using a hypothetical job opening at Netflix by way of example (in her words):

Sentence 1: Strong opener that captures their attention: “Confession: I recently binged two full seasons of Narcos last weekend.”
Sentence 2: Explain why the company’s mission, product, service, etc. resonate with you so much: “As a film and TV enthusiast with a Netflix membership since 2013, I’m impressed with the user interface and features that are continuously released.”
Sentence 3: Share why you’re so passionate to see the company grow in the role: “I believe Netflix has disrupted the entire entertainment business, and I would appreciate an opportunity to provide bold recommendations backed with data in the data analyst opening.”

The next three to five sentences, Liou continues, “would then immediately dive into background and why you’re a match.” In her example, this is where you’d explain how you’d be able to start contributing to the organization right away–since you’ve already offered an anecdote in your first sentence.

You could hit “return” twice and start a new paragraph before sharing that, but you’ll still be left with a lean, clean cover letter that’s compelling to read. Which, of course, is exactly the point.

FastCompany.com | May 23, 2018 | Rich Bellis

#CareerAdvice : #JobSearch -How To Impress #HiringManagers During A #PhoneInterview . #MustRead !

March 28, 2018/in First Sun Blog/by First Sun Team

Companies are increasingly using phone interviews at the early stages of screening candidates, before inviting them on-site for in-person interviews. This is a way to efficiently screen through large candidate pools, as the average job has over 250 applicants. Moreover, the phone screen is typically conducted by recruiters, many of whom may be remote so the phone-screen is a good medium to tap into remote talent and reduce the recruiting overhead for the hiring manager.

The recruiter has three main goals for a phone screen:

1. CONFIRM LEVEL OF INTEREST

Hiring managers have a limited amount of time, and a recruiter’s first filter is to make sure they are passing along candidates that are truly interested in the role. We are in the era where recruiters reach out to candidates more often than the other way around, and often prospective candidates will take a phone screen just to get interview practice and see what the market is willing to pay. As such, recruiters use the phone interview to ensure you have a genuine interest in the company and the role.

2. MATCH CORE SKILLS

A recruiter will not typically conduct a deep-dive on each of your core skills, but rather, they want to make sure you have general experience in the core requirements of the job. For example, if you are interviewing to be a digital marketing manager they are less likely to get into the specifics of how you measure the success of a marketing campaign, but they will want to ensure you have indeed run marketing campaigns of similar size and scope as theirs. This is more of a checklist approach rather than grading your skills in each category.

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3. ASSESS CULTURE FIT

Behavioral interviewing is how most companies comprehensively assess “culture fit” in later rounds. However, the phone screen is also meant to do a preliminary check on how well suited you are to the company’s culture. Key areas of interest for the recruiter is whether you have worked in similar environments (e.g., pace of work, level of collaboration), your overall demeanor (e.g., level of humility), and your mindset (e.g., growth orientation).

Here’s how to ace this stage of the interview process:

1. DEMONSTRATE SYNTHESIS

During a phone interview it is easy for the interviewer to get distracted (e.g., check email). This makes it even more important to be succinct and compelling to ensure you capture their attention. This can be applied to the first question the recruiter will ask–“Tell Me About Yourself.” Many candidates ramble and spend too much time on unimportant details, and miss out on highlighting the core aspects of their candidacy. A practical way to solve this and demonstrate synthesis is to focus on the themes of your career progression. For example, you might describe your career in three stages– your first role, your ascension into leadership roles, and your current job, instead of reciting everything on your resume.

You can also describe your career by functional themes especially when your career has breadth and a non-linear path. For example, you might frame your career as being a mix of bringing new products to market, developing and coaching teams, and partnering with cross-functional stakeholders.

2. BE PRECISE ABOUT WHY YOU WANT THE JOB

As mentioned earlier, often the recruiter has reached out to you, and it is important to show you are not passively taking a call, but rather have a clear interest in the role. This is why it is important to do your research on the company to understand them more deeply, and then weave that into why it fits with the career path you are charting. Specifically, you should have clarity on their mission, their ecosystem (e.g., customer segments, key competitors), and their products/services. Ideally, in your research, you will find something that truly connects with your experience and/or professional interests and speaking to that will show a deep interest in the opportunity.

3. SIMULATE A REAL INTERVIEW ENVIRONMENT

A common mistake candidates make is not recreating the environment that brings out their best, professional self. Often candidates will take a call from home, while reclining on their couch, and this casual attitude shows up in their communication style, dimming their professional energy.

Given this, it is important to find an environment that can simulate a professional aura (e.g., a home office, in front of a desk), and dress accordingly as your communication style will be more polished as your brain picks up on the subtle cues. The right posture will also ensure your voice projects well, as opposed to reclining on your couch and sounding muffled.

4. ASK THOUGHTFUL QUESTIONS

The questions you ask towards the end of the phone screen serve as an indicator of what is important to you in the opportunity so avoid administrative questions such as vacation policy. Instead, focus on high-value questions that show you are thinking about things that really matter such as “What does success in the role look like?” These questions will also better prepare you to engage on a deeper level in the following rounds, especially when speaking with the hiring manager.

5. AVOID RECITING FROM PAPER

Some candidates use phone interviews as an opportunity to script their answers and read them word for word. This takes away from having an authentic conversation, and most interviewers can sense when you are reciting from a script. Instead, you can have a few bullet points written out that you want to make sure you cover in the conversation and also have your resume handy so you can speak to specifics when asked.

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FastCompany.com March 28, 2018 | BY JEEVAN BALANI—GLASSDOOR 4 MINUTE READ

Your #Career : What #Recruiters Pay Attention To When They Look At Your #SocialMedia …Great REad!

March 26, 2018/in First Sun Blog/by First Sun Team

You probably already know recruiters are looking at your LinkedIn page, but what about your other social media platforms? You know, the ones where you post pictures of your latest vacation, share what you had for dinner and occasionally tag your friends in memes. Why, you might wonder, would a recruiter possibly be interested in viewing things like that?

As it turns out, those personal details are precisely why recruiters and hiring managers keep tabs on applicants’ social media accounts, says career coach Hallie Crawford. “It can help them get a more accurate idea about who you are outside of your resume–a more personal view into your life,” she explains. “A resume can tell them your qualifications, but your social media profile can help them determine your personality type and if you would be a good fit for company culture.”

Plus, recruiters are looking for red flags–risqué photos, bad language, signs of drugs use–that would show them you’d be a less than ideal man or woman to have in their offices.

So now that you know why they’re looking, how about knowing what they’re looking at?

FACEBOOK

According to Crawford, recruiters and hiring managers are concentrating their efforts on two sections of your Facebook page–your “about me” section, and your photo albums.

About Me: “They will want to see how you describe yourself and if it matches up [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”][with] how you have described yourself in your cover letter and resume,” Crawford says. Any discrepancies could cost you points pre-interview. What’s more, Crawford says, “they will also be looking for proper spelling and grammar” in this section, to see how seriously you take those skills.

Photos: When it comes to your photos albums, “a hiring manager will be checking not only your photos but also your descriptions,” Crawford warns. “A hiring manager wants to see if you represent yourself in a professional way.” To come off in the most positive pre-meeting light, “you will want to avoid using profanity, sexual or drug references,” Crawford says.

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TWITTER

Who You’re Following: “Recruiters like to see if you have any mutual connections and if you are connected with others in your industry,” Crawford explains. Following others in your industry is a smart thing to do no matter what–watching their feeds can give you a scoop on a new job opening, company announcements, the latest tech and much more.

Tweets: “Recruiters will be checking to see if you share useful information, if you share information relevant to your trade or if you just use tweets to fight with others,” Crawford says. If you’re applying for a job, take a look at your tweeting history and consider deleting anything that won’t show your best–and most thoughtful self to a potential employer.

INSTAGRAM

Followers: Recruiters will check out the kind of followers you attract, Crawford says. Plus, they’ll want to see “how friendly and social you seem to be with your followers,” she says. What you say to them and what you say back, she explains, “can also give them insight [into] your personal relationships and if you would be a good cultural fit for the company.”

Pictures: You probably figured this, right? But recruiters are looking to see more than your photography skills (or lack thereof). “They will want to see how you represent yourself,” Crawford says. For example, “if you are at a party, do you represent yourself in a dignified way?” Crawford asks, or, “do you post things that others would consider inappropriate?”

This article originally appeared on Glassdoor and is reprinted with permission.

FastCompany.com | March 26, 2018 | BY JILLIAN KRAMER—GLASSDOOR 3 MINUTE READ

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Your #Career : 5 Reasons You’re Not Hearing Back from #Recruiters (Prospective Company)……There is So Much About the Recruitment Process that is Beyond Any of your Control. Control the Parts of the Process that you Can, and Take the Rest in Stride!

March 23, 2018/in First Sun Blog/by First Sun Team

Not hearing back from recruiters can chip away at our confidence and motivation to continue a job search.

Rather than getting discouraged, let’s look at some common reasons recruiters might not be calling you back and discuss your possible course of action to see better results.

1. Your Resume

Your resume is the first critical step to getting you through the door. Some common resume mistakes include:

Format: Color, pictures, funky fonts, wasted white space, misaligned paragraphs, and inconsistency all create an unfriendly experience for a recruiter

Grammar: 58% of recruiters will automatically dismiss a candidate over typos. Make sure to always print your resume out and have someone read it over!

Content: Your professional story and accomplishments should stand out immediately on your resume. If the bullet points are not relevant to the job, it will serve as a distraction.

Consider your resume as a marketing piece that is constantly evolving. Don’t wait until you are unemployed to build your rockstar resume, as this should be a continuous practice.

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2. Your LinkedIn Profile

Think of your LinkedIn profile as an extension of your resume, and landing page for recruiters to see what you’re all about. When it comes to LinkedIn, two red flags for recruiters include:

Having an incomplete or unprofessional LinkedIn page: Your profile is a reflection of your personal brand. Having a sloppy, incomplete, or unprofessional page will leave a bad first impression with a recruiter.
When your resume and LinkedIn don’t align: If the dates and titles on your LinkedIn don’t match up, this will raise concerns with recruiters and make them question your level of detail, or how truthful you’ve been about your work experiences.

Make sure your LinkedIn profile has a dynamic headline with up to date and accurate information. Like your resume, it must be perfectly formatted, with a professional headshot, and no typos! Highlight your achievements and make sure your skills are listed. There are so many ways to up your LinkedIn game, so don’t miss out on this low hanging fruit!

3. You’re not qualified

Unfortunately, you simply might not be qualified for the job you’ve applied to. It’s possible that not all the criteria required for the job was not listed, or the needs of the job have changed. Take the time to properly evaluate the position and consider if there is a strong enough alignment between your credentials and job requirements.

If you’re not qualified on paper, but know you could still add value to the organization through this position, you can always try bypassing the recruiter by reaching out directly to the hiring manager through LinkedIn. This way, you can sell yourself directly to the decision makers and demonstrate how your work has consistently led to successful outcomes.

4. The job was put on hold

Candidates can often make it far down the interview process before the organization decides to put the job on hold. Reasons for this can vary from lack of internal agreement about the role, hiring freezes, or changing needs of the organization.

Ideally, the recruiter should communicate any changes, but unfortunately, this is not always the case. There is not much you can do besides follow up with the recruiter and tactfully ask for an update.

5. An offer was made to another candidate

The competition for most jobs is fierce! Typically, a recruiter will consider a handful of candidates before narrowing it down to one person. Additionally, an internal applicant might have appeared and been given preference for the role.

6. Your interview didn’t go as well as you thought

Evaluating ourselves and our performance objectively is quite challenging, even for the best and the brightest of us. Think back to your interview, and really reflect on how things went.

The only way to really make sure you’re performing at your best is to prepare, prepare, and prepare! Ask for feedback whenever possible or consider having a friend do a mock-interview with you. Constructive criticism is important and the sooner you understand where you’re going wrong, the sooner you can make improvements!

There is so much about the recruitment process that is beyond any of our control. Though it can feel like a personal hit when a recruiter ignores your efforts, remember that a big organization can receive up to 900 applications for a single job posting. Control the parts of the process that you can, and take the rest in stride!

Stacy Pollack is a Learning Specialist with an MA in educational technology. She is passionate about building leadership programs that engage and contribute to the success of her organization. She loves to share her perspective on job hunting, career building, and networking for success. Connect with her onLinkedIn or Twitter.

GlassDoor.com | March 20, 2018 | Stacy Pollack

Your #Career : 4 Things Every #JobSeeker Worries About (And What To Do About Them)…Every #JobSearch is Different, but Most are Stressful for the same Reasons. Here’s How to Keep your Cool and Think Strategically No Matter What.

March 20, 2018/in First Sun Blog/by First Sun Team

Kicking off a job search? Or still slogging through one? Until you’ve got an offer in hand, you’ll probably be nursing a few worries and concerns. Dealing with uncertainty is one of the main challenges of any job search, and sometimes it can even derail one. Knowing how to cope with some of the most persistent sources of anxiety is crucial for making sure your job search goes well.

Here’s how to handle these four common fears:

FEAR #1: YOU AREN’T SURE HOW TO POSITION YOURSELF

The most difficult person to market is yourself. Maybe you don’t understand what you bring to the table. Maybe you do, but you just aren’t certain how to formulate a compelling story about it. Or you just don’t like to brag. Whatever the reason is, you need to become an expert at crafting and articulating a career narrative that will interest employers.

Of course, that’s sometimes easier said than done. The best way to start this process is to find out from others what differentiates you. Get outside your own head. Ask a few coworkers what they think you’re good at. Ask some former colleagues for a coffee and get their opinion, too. Then use this information as the basis of your story–it’s more likely to be both compelling and truthful. But if you’re still stuck, consider hiring a recruiter or career coach to help you position yourself. They can often see your strengths in a light you can’t.

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FEAR #2: YOUR RESUME WILL DISAPPEAR INTO A BLACK HOLE

Candidates like searching job sites because it’s easy to feel like they’re moving forward: You can sort by date posted and catch up on the latest openings that way. It’s after you apply to a listing, though, that the anxiety typically seeps in–with disappointment following in its wake when you don’t hear back.

The fact is that applying to openings on job sites does have value, but it’s only one part of a successful job search. If you only do that, you’re in for a long, demoralizing experience. Since many jobs are found by networking, one of the most productive ways to allay the fear that you’ll never hear back is by reconnecting with friends and work associates on social media. This might feel like a distraction from actually applying to jobs, but it isn’t.

Be just as specific and targeted in your outreach as you’d be about your fit for a role in a cover letter. Ask your network for referrals to people in similar roles to the ones you’re gunning for. Stick with it, and your path toward a new job will be speedier and shorter if you keep networking.

FEAR #3: TRYING TO CHANGE CAREERS MIGHT BE HOPELESS

After spending time in the job you have now, you may feel ready to move on but aren’t sure exactly how. Should you make a slight adjustment or a radical shift into a totally new industry? Try not to worry about how hard it might be to change careers dramatically. Your first step is to decide for sure what type of move you actually want, and to do that, ask yourself this simple question: Can you see yourself in your industry five years down the road?

If the answer is a solid “yes,” stop entertaining thoughts about a dramatic career change–at least for right now. Focus your game plan on jumping to the next level at a better company in your industry. If the answer is “maybe,” that’s fine, too. You don’t have to know exactly what you want, but you still have to think just as strategically about your search: Take an inventory of what you like about your job and seek out positions–no matter the industry–where you can spend more time on the type of work you like. This approach will help you zero in on any “transferrable skills” that can help you make the leap into another field if it comes to that.

If you can’t see yourself in your current career path five years from now, it’s time to widen your lens even further. Consider going back to school or picking up some new training. These tips can help you handle the uncertainty plotting a new course.

FEAR #4: YOU’LL NEVER GET THE SALARY YOU WANT

Money is at the back of most folks’ heads even at the very start of a job search, and it can be a nagging source of concern. Your first step for dealing with it is to figure out what the market is paying for your current position, so you can use that as your base. (Yes, you’ll also want to determine market rates for the jobs you’re applying for, but that’s step two.) Check out the usual sites like PayScale and Glassdoor, and consult with a few recruiters in your field.

Once you nail down a salary range for your current role–no matter what you’re actually earning right now–aim for any new offer to leave you with a 10–20% salary increase. Less than that just isn’t worth it unless the new job has really crucial benefits you desire. When it comes time to negotiate your salary, aim for the higher end of your target. This way you can make sure changing jobs is financially worthwhile.

But in the meantime, try not to worry too much about compensation. Once an employer has decided they want you enough to extend an offer, you’ll have more leverage than you did as an applicant.

FastCompany.com |March 20, 2018 | BY DON RASKIN 4 MINUTE READ

Your #Career : #CareerAdvice – Help! I’m #Overqualified — What Do I Do? ….In these Situations, your Context will Influence your Course of Action. Let’s Examine What you Can Do When you’re Considered to be Overqualified.

March 14, 2018/in First Sun Blog/by First Sun Team

Demonstrate how a role will help you develop, and show how you can be an asset, then don’t let a recruiter persuade you that you’re overqualified! Remember, you need to maintain your confidence throughout the process and let your resiliency guide you as you continue your search!

When it comes to job searching, we often hear how difficult it can be for recent graduates, who are somehow expected to have years of experience straight out of school, to even be considered for an entry-level position. What happens when the situation is reversed, and your years of experience begin to work against you? How can job seekers set themselves up for success when recruiters keep telling them they are overqualified for positions they’re interested in?

Hiring managers might challenge you by saying you’ll be bored and leave for a better-suited position, or your compensation expectations won’t be met.

In these situations, your context will influence your course of action. Let’s examine what you can do when you’re considered to be overqualified.

Situation #1: You’ve relocated or have been laid off

How to Respond: Highlight the win-win situation

Here, you must explain your motivation for applying to a position that you might seem “overqualified” for on paper. Highlight “how the organization can benefit from your experience, and how taking this position can advance your own skill set,” says Alan Zelnicker, executive recruiter. If the job scope is more narrow and the compensation is less than your old position, you must emphasize what you can contribute in terms of added value and what you can get from the role.

How to Respond: Make an important mind shift

Going into any interview, you should always project confidence and take on the mindset that recruiters are getting a great deal from you, rather than going in feeling like you’re overqualified for the job. You have to drive the power seat and never feel like you’re getting the short end of the stick. Instead, adopt the mindset that any company would be lucky to have you! Without seeming arrogant, remind recruiters that the learning curve involved with your onboarding will be cut in half, leaving you more time to learn the organization, and giving you a competitive edge!

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How to Respond: Re-evaluate compensation

Managing expectations around compensation is a separate conversation. You need to be realistic and accept that sometimes you’ll need to take a step back. Whenever possible, make a direct touch point with the hiring manager over the phone to talk about compensation. This way, you can form a personal connection, and you can articulate all that you have to offer. As mentioned before, what is the win-win negotiation for you that makes taking a pay cut worthwhile?

Situation #2: You’re switching careers/industries

How to Respond: Highlight your new career path

It is not uncommon for people to switch industries or careers. In fact, millennials report switching jobs 4 times in their first 10 years out of school. When working with recruiters, highlight any new credentials you’ve earned to demonstrate your commitment towards this new path you’re taking. Emphasize your desire to learn and retrain to create a new path forward for yourself.

How to Respond: Emphasize the rudimentary

Though you may have 20 years of experience in one field, you must demonstrate to recruiters that you’re ready to check your ego at the door and learn about a whole new world. That being said, relevant and rudimentary skills can always be transferable and should be considered as your added value.

How to Respond: Know your worth

When discussing salary, make sure to mention that you’ve done your research, you’re aware of the industry standards, and are comfortable with what these types of roles typically offer.

“Fall seven times, stand up eight.” –Japanese proverb

What not to do: The worst thing you could do is tell a recruiter you’ll take anything just to get a job. Though this often may be the truth, people want to see that you possess the right enthusiasm and fit for the role. You must always sell your skills and highlight how you are the perfect candidate for the job.

Your resume: If you’re having trouble getting through the door and you think your resume might be the culprit, there are some workarounds to try:

If your resume demonstrates work dating back more than 10 years, consider consolidating your experience and only keeping what is still relevant today
If you have multiple designations and education, consider only keeping what is relevant to the job you’re applying for and removing anything that is redundant
Consider reformatting your resume in a way that tells a new story

If you can demonstrate how a role will help you develop, and show how you can be an asset, then don’t let a recruiter persuade you that you’re overqualified! Remember, you need to maintain your confidence throughout the process and let your resiliency guide you as you continue your search!

Stacy Pollack is a Learning Specialist with an MA in educational technology. She loves to share her perspective on job hunting, career building, and networking for success. Connect with her on LinkedIn or Twitter.

Glassdoor.com | March 13, 2018 | Posted by Stacy Pollack

Your #Career : Add This To Your Resume After Deleting Your “Objective” Statement…A “Performance Summary” Puts a Fresh (and Tech-Savvy) Spin on an Outmoded #Resume Feature.

February 16, 2018/in First Sun Blog/by First Sun Team

Since most resumes are written to cast a wide net, they basically just recite everything the writer has done, but this approach dilutes the all-important data density that makes your resume discoverable. In order for recruiters to find your resume in the vast databases they search through, you need to focus on a specific target job, then get the role’s relevant keywords front-and-center where ATS, or “applicant tracking systems,” will detect them.

And as it turns out, one of the best ways to do that is by resurrecting–but with a twist–the dusty old “objective” statement you’ve been told dozens of times to cut.

WHY YOUR “OBJECTIVE” DOESN’T MATTER

No one reads resumes for fun–only when there’s a specific job to fill. That means recruiters and hiring managers are fixated on the skill requirements of the job openings they’re looking to fill. Consequently, a resume that starts with “Objective” and focuses on what you want out of your career as the opening paragraph does nothing to help you. After all, nobody really cares what you want at this point (save that for negotiating an offer), so putting that right up top wastes prime ad space.

Headlines of all kinds, including the one at the top of this article, act as signposts, telling the reader what’s ahead–and that holds true on your resume, too. So replace “Objective” with a more relevant and compelling heading: “Performance Summary” or “Career Summary” tends to work well. Right away it flags for the reader that you’re going to tell them what you can do or what you’ve already done, rather than what you want.

Under this heading, highlight your capabilities as they relate to the demands of the target job, using the words, phrases, and acronyms listed in job postings for the type of role you’re angling for. Make sure you include objective criteria for your customers’ needs, too. That helps your resume’s discoverability by ATS, and it grabs the reader’s attention.

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

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WHAT GOES INTO YOUR SUMMARY

To write a good performance summary, you need to get inside the heads of your prospective employers’ customers to discover what they collectively want. Yes–think past the hiring managers and recruiters for a second, and consider the organization’s end goals instead: the people it’s trying to serve.

I’ve laid out some tips for doing this in one of my books, but for present purposes, the gist is just to think about your own capabilities as they relate to customer needs. How can what you do directly help them? The answer to that is the basis of your performance summary.

Here’s an example:

Performance Summary: 9-plus years of marcomm experience in new technologies executing high-impact, cost-efficient, media outreach for brand awareness, b2b marketing, and business and public-policy audiences. Expert in crisis communication and corporate reputation maintenance. Bilingual.
Five years managing disbursed internal and external communications teams.
Adept at developing marcomm strategy with teams spread across all EMEA cultures.

Note those keywords that are likely to get swept up by an ATS: “marcomm” for “marketing communications,” “b2b” for “business-to-business,” “EMEA” for “Europe, the Middle East, and Africa.” And the bullets help you quickly break out a couple of key highlights.

Using employers’ language to describe your capabilities, wherever you can, creates a tightly focused document that establishes a clear match between your skills and employer needs. That, after all, is your resume’s real objective.

Martin Yate is the author of Knock ’em Dead: The Ultimate Job Search Guide.

Your #Career : These Are The Answers To Your Most Burning #JobSearch Questions…From How to Follow Up with #Recruiters to Getting through Applicant Tracking Systems, Here are some Common Questions that Arise During #JobHunts .

February 5, 2018/in First Sun Blog/by First Sun Team

Looking for a job is complex. At each step you take–writing a resume, drafting a cover letter, networking, interviewing, negotiating your salary, and more–there are a million different questions you could ask.

While we can’t answer all of the questions in a single blog post (believe me, that wouldn’t be fun for you or me) we can attempt to address some of the more frequent questions that come up. After poring over Reddit, Quora, Google, and other sites, we drafted a list of some of the most commonly asked job search questions and reached out to career experts to find the answers. Here are the results.

1. I’VE SUBMITTED TONS OF APPLICATIONS, BUT I HAVEN’T HEARD BACK FROM ANYONE. WHAT AM I DOING WRONG?

When it comes to submitting job applications, it’s about quality, not quantity. If you’re not hearing back at all, you may want to think about whether you’re applying to the right jobs. There’s nothing wrong with aiming high, but if you don’t have the direct experience needed for the job you want, you may want to start thinking about applying to stepping-stone positions.

Another common culprit for getting the silent treatment? “The applicant probably hasn’t tailored their resume to the position and the key requirements posted for the position,” says John Singer, CEO of Professional Development Strategies.

“For each application, you should carefully read the job description and include and/or highlight specific skills and experiences you have that match what the company is looking for. Use the same language [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”][as] the job description,” adds Aurora Meneghello, career coach and founder of Repurpose Your Purpose.

Other strategies to get your resume past the screening phase include finding somebody at the company to refer you, and making sure your resume is Applicant Tracking System, or ATS, compliant.

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

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2. WILL APPLYING TO A JOB IN A DIFFERENT STATE HURT MY CHANCES OF GETTING HIRED?

It’s probably not what you want to hear, but the answer is, “It depends.” If a company doesn’t have the budget to accommodate relocation costs, or there are already plenty of qualified locals, they probably won’t be as open to interviewing out-of-state candidates. However, if you have a unique or hard-to-find set of skills and the company has a track record of hiring out-of-state applicants, your location may be no deterrent at all. Just make it clear that you’re willing to move.

“The best places to do this are in the cover letter and the summary/overview statement at the top of your resume,” says Adam Goulston, certified professional resume writer. And in all of your application materials, make it clear that you’re the best person for the job, regardless of location.

3. I NEED EXPERIENCE TO GET A JOB, BUT I NEED A JOB TO GET EXPERIENCE. WHAT CAN I DO?

It may be a bit of extra work, but you can definitely gain experience without being employed full-time in a particular field.

“Consider volunteering with nonprofits . . . sometimes volunteer gigs turn into paid jobs, and they are a good way to start your resume,” says Robyn L. Coburn, author and resume coach. You can also bulk up your resume through freelance work.

“People are often willing to take a chance on a less experienced freelancer for a one-time project, especially if it costs them less than hiring a bigger firm to complete the work,” says Jessie West of West Coaching and Consulting. Then, “you can use work completed for freelance clients to show your experience on your resume.”

Finally, there’s nothing wrong with a little good old-fashioned networking.

“Ask your family and friends, or community connections . . . if they can help you find an entry-level job in their companies,” Goulston adds. “Always express willingness to start at the bottom, work hard, and learn.”

4. HOW DO I GO FROM HAVING A GOOD RESUME TO HAVING A GREAT RESUME?

One difference between the two: A good resume shows what you did at your previous jobs, while a great resume shows the impact you had.

“Make sure the resume is filled with specific accomplishments and results you’ve delivered, quantified with numbers whenever possible,” says Kelly Donovan, principal of Kelly Donovan & Associates. One tried-and-true tactic is the STAR method, in which each bullet point lists the Situation you found yourself in, Task you were assigned, Action you took and Results of your initiatives. “However, be sure that the accomplishments and results are relevant to the job you’re going for–otherwise, your reader might be unimpressed by your examples,” Donovan cautions.

This speaks to a larger theme present in great resumes: customization.

“For each application, you should carefully read the job description and include and/or highlight specific skills and experiences you have that match what the company is looking for,” Meneghello says. This is especially important if the company uses an ATS. Speaking of which, you might be wondering . . .

5. HOW CAN I MAKE SURE MY RESUME GETS PAST AN ATS?

“Every resume should be customized to the job by carefully examining the keywords in the listing, and adjusting your resume to reflect those,” Coburn says. “Always use the exact phrase they use,” because many ATSs filter out resumes that don’t contain enough relevant keywords.

It also helps to follow a few formatting guidelines so that the ATS can easily scan your resume. Try “keeping the font at 11 points or more; using one of the standard, highly readable fonts; and making sure the employment dates are justified to the right-hand margin on the page,” Coburn adds. “Bells and whistles like columns, shading, boxes, underlining, and multiple fonts only confuse the ATS.”

6. WHAT SKILLS ARE IMPRESSIVE TO HAVE ON A RESUME?

The skills recruiters are impressed by will largely vary based on the job you’re applying to. To identify the most in-demand skills in your field, look at a wide cross-section of job postings that you’re interested in and take notes on which ones appear most frequently. Recruiters may also like to see certain role-specific certifications.

There are a handful of skills, though, that are applicable to many different careers, and are worth including no matter what. A few examples: fluency in a foreign language, data analysis (especially in common platforms like Excel or Google Sheets), and project management and leadership (with concrete examples to back it up).

7. WHEN READING A RESUME, WHAT RED FLAGS DO RECRUITERS LOOK OUT FOR?

One of the easiest ways to get your application out of the running? Typos.

“There are so many people applying for the same job, a recruiter needs to be diligent,” says business writer Mary Walton. Often, “That means they’ll throw away any resume that’s not correctly proofread without even looking at the content.” So check, double check, and even triple check your resume to make sure it’s free of errors.

You’ll also want to be careful about including long gaps on your resume with no explanation.

“Some companies have stringent hiring practices that would clearly frown on gaps,” says Susan Ruhl, a managing partner at OI Partners-Innovative Career Consulting in Denver. “If there is a gap, recruiters/hiring managers tend to become a little suspicious and so they must be explained.”

Finally, many inconsistencies, exaggerations, or straight-up lies on your resume can easily be found by cross-checking with former employers, so don’t even think about it. If a recruiter can’t trust your resume, how are they supposed to trust you as an employee?

Another big no-no is coming across as too vague. If someone asks you an anecdotal question, such as, “How have you dealt with difficult colleagues?” you should give a specific example. Again, practicing your responses (yes, that means out loud) should help prepare you for this.

FastCompany.com | February 5, 2018 | BY EMILY MOORE—GLASSDOOR 6 MINUTE READ

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Your #Career : 7 Ways to Get #Recruiters & #JobOffers to Come to You… Today we are Going to Take a Look at Seven Ways to get #Recruiters and #JobOffers to Come to You, Instead of the Other Way Around.

January 30, 2018/in First Sun Blog/by First Sun Team

Did you know that you don’t have to spend hour upon hour trying to find a job, and that you can do things that will have potential employers approaching you instead? Yes, this is a reality for many people, but it isn’t something that just happens. You have to work at it, and you need to market yourself in a way that is going to make you very desirable to potential employers.

Today we are going to take a look at seven ways to get recruiters and job offers to come to you, instead of the other way around.

1. Start Networking

It is true that a lot of people aren’t hired because they filled out a job application or sent in a resume. They are hired because they have connections, people that they network with who are able to help them in their career search. Now is the time to get out there and network with everyone you know, from friends and family to former coworkers, employers, professors, etc. The more networking you can do, the better off you will be in the long run. Let everyone in your network know that you are looking for a job, and make sure that they are well aware of your education, skills, and experience. If they think you are a fit for a certain job, they won’t hesitate to recommend you.

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

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2. Build Your Brand Online

“You are your own brand, and you need to build that brand and promote it as much as possible. It is important that you start building your brand online, because this is where employers are going to be looking for potential employees,” suggests Dima Midon, an expert from TrafficBox. Use all of the online tools at your disposal, particularly LinkedIn, which is a professional network that allows you to really promote yourself as a professional, and someone who is an expert in your field. This is a great tool for job seekers. Make sure that you keep your profile up to date, especially when it comes to contact information, so when an employer searches you, they will be able to contact you if they are interested in learning more.

3. Create a Professional Website

Let’s say that you have already applied for a job that you really want. The employer is going to want to learn as much about you as possible, and they are usually quite impressed when they see that candidates have their ownprofessional websites. Your website is basically an extension of your resume, where you have the opportunity to really expand on your education, skills, experience, and knowledge. You can include samples of your past work, your portfolio, contact information, and a lot more. Make sure that your resume is up to date and included as its own separate section of your website, and also include your LinkedIn profile. Consider trying a platform like Squarespeace to get started!

4. Keep on Applying for Jobs

Even if you are waiting for employers to start seeking you out, don’t stop applying for other jobs while you are waiting. After all, you could end up waiting for a long time, and you don’t want to be out of work and not able to pay your bills just because you are waiting for the perfect job to come along. Remember, most people who apply for jobs are rejected at least 15 times before they actually receive an offer of employment. Figure out what you have done wrong at the other interviews, and keep on applying until you get it right, and get the job offer you really want. The only real problem this is going to cause is that you could end up with several job offers, and have to decide which one you are the most interested in.

5. Dress for the Job

You may not have the job yet, but you should always be dressed as if you do. If you are interested in a certain type of profession, you should dress for that profession on a regular basis. Don’t run to the store looking sloppy. This could be just the time when you end up running into someone in your network, a potential employer, etc., and they are not going to see you at your absolute best. Another bonus to dressing for success is that the better you look, the better and more confident you are going to feel. It is particularly important to dress for the role when you are meeting employers for interviews, applying for jobs, etc. You need to look the part for every type of job you are interested in.

6. Don’t Badmouth Former Employers

The last thing a potential employer wants is an employee who badmouths their former employers. For one thing, no one likes to have someone around who is constantly complaining about something. You need to have a positive outlook, and as the saying goes, if you don’t have anything nice to say about someone, don’t say anything at all. One of the most common job interview mistakes that many people make is saying bad things about their former employers. Yes, you do have to be honest about why you are no longer employed by the company, but you need to find ways to put a positive spin on things.

7. Let Recruiters Know You are Open

Let’s get back to LinkedIn. It isn’t just enough to have a LinkedIn profile. You need to let recruiters that you are “open”. There are several ways that you can do this, including having your phone number and email address in the summary section (many recruiters don’t bother going any further than the summary, so you need to give them what they are looking for). Make sure your profile has a professional headshot photo. If you have a silly photo, or none at all, it is going to make potential employers think that you are not going to be professional and take your job seriously. Also, make sure that your profile is “on” so they know you are available.

GlassDoor.com | January 25, 2018 | Posted by Jane Hurst

Your #Career : How You’ll Look For A Job In 2018…Here are Three(3) Things to Pay Careful Attention to If you’re Among those Who Plan to Look for Work in 2018.

January 2, 2018/in First Sun Blog/by First Sun Team

Plenty of New Year’s resolutions include searching for a new job. And people don’t just add it to their lists because they hate their current job. Overall, ZipRecruiter found that nearly half (49%) of Americans who are actively looking for a new job said they love, or at least like, their current job. But 68% of employed job seekers believe that the types of jobs available today are better than what was available before.

For those looking at greener pastures, there’s good news. The ManpowerGroup Employment Outlook Survey found that 21% of the over 11,000 employers across all industries in the U.S. they surveyed are planning to hire in the coming quarter. And no need to fear that AI or automation is eliminating jobs. Deloitte’s Global Human Capital Trends report of more than 10,000 HR and business leaders found that 77% said they will either retrain people to use new technology, or will redesign jobs to better take advantage of human skills.

So if you’re actively looking for a new position or planning to hunt in 2018, here are some things to keep in mind that will impact the way you search and land that new job.

TOP SKILLS AND HOW TO SHOWCASE THEM

Dan Shapero, vice president of careers, talent solutions, and learning at LinkedIn says, “The skills employers are looking for are changing rapidly, so it’s important for professionals to constantly learn the emerging skills in their field as well as new skills that open up entirely new career options.” LinkedIn recently added a feature that notifies members what skills are trending among people with the same job title. But Shapero suggests, “By switching their thinking from “what is my title” to “what are my skills,” professionals can broaden their job options.”

Joachim Horn, CEO of SAM Labs, says current job seekers can better position themselves for 2018 career opportunities by making it a personal goal to become more proficient in STEM. “Whether it’s taking on a specific subject like computer programming or psychology, learning how to analyze data more effectively, instructing others to use technology,” he says, “signing up for a course like statistics or basic fundamentals of coding, watching an online tutorial on argumentation, or even working on an independent project at home like a DIY kit, are all great examples of ways to build STEM abilities.”

SurveyMonkey CEO Zander Lurie contends that the soft skill that will get more play in the coming year is curiosity, especially as AI gets smarter. But it’s still flying under most people’s radar, given that only 5% of more than 13,000 workers polled by SurveyMonkey and INSEAD say curiosity “should be in the top two most rewarded employee characteristics to help your company change and adapt for the future.” Communication (36%), self-motivation (29%), commitment (28%), and professionalism (27%) were the top three soft skills listed by workers. Yet, as Lurie points out, “You know who’s really good at commitment and professionalism? Freakin’ robots.”

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WORKING WITH AI

Get really prepared to work through artificially intelligent means of searching for jobs. The 2018 Entelo Recruiting Trends Report that surveyed 1,143 talent acquisition professionals found that 62% of companies plan to spend on AI-powered recruiting software. Of those, 86% plan to spend on intelligent sourcing software.

That starts with Google. Susan Vitale, the CMO of iCIMS, notes that earlier this year, Google announced Google for Jobs. As part of that program, recruitment software providers such as iCIMS have partnered with Google to improve the job search experience through machine learning capabilities. “What this means for job seekers is that it will be much easier to quickly search and apply for a job with a simple Google search,” she says. Google’s partnership with Paysa means that it’s also easier to search for a salary range for those open positions.

But it also means there are a plethora of platforms designed to match you with jobs that you might never have considered otherwise. For example, with Leap.ai, you have to do a self-assessment that focuses on sussing out your strengths (i.e., collaboration, leadership), skills (UX design, sales, marketing), and personal values, as well as job preferences (working in teams, independent, remote). TalentWorks also uses AI to optimize your resume and application and also provides human coaching (for a fee), while Talify’s college student users take personality assessments, and SquarePeg’s users take psychometric testsdesigned to make better matches to jobs where you’d actually perform your best.

ADAPTING TO DIFFERENT KINDS OF INTERVIEWS

Elaine Varelas, managing partner of Keystone Partners, insists that video interview expertise will be a must. “Every level of candidate will participate in AI video-screening interviews,” she states. “And they will need to be skilled at answering questions with no visual cues, feedback, or encouragement.”

Lindsay Grenawalt, head of People for Cockroach Labs, says that exercise-based interviews are becoming more common for non-technical workers. “Rather than guess if a candidate can do the job based on their answers to behavioral questions,” she says, “exercise-based interviews ask for candidates to show [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”][what they can do].”

That means job-based simulations in the form of case studies, individual exercises, and presentations. “Since each interview focuses on different areas, collectively, says Grenawalt, the interviews are mini snapshots of the candidate’s capabilities.

“Candidates get a clear understanding of what it would be like to work at the company and in that role on a day-to-day basis,” she says. Fear not, she says. Because they require a high degree of engagement, they are more collaborative and a better experience overall than traditional interviews in which candidates have to sweat through a series of stress-inducing questions. Grenawalt recommends taking advantage of all of the information companies are making available on their hiring and interview process to shine in this kind of interview.

Matt Glotzbach, CEO of Quizlet, says it will be important for candidates to be able to articulate and emphasize skills that allow them to work side by side with new technologies. “Showing to future employers not only that you understand the technologies of today, but also that you’re actively learning new skills, topics, and subjects will be key,” says Glotzbach. Be prepared to discuss microcredentials, boot camps, self-driven learning projects, or side hustles, he says. “Learning doesn’t stop when you receive a diploma.”

FastCompany.com | January 1, 2018

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Posts

WHAT TO CUT

WHAT TO INCLUDE

PUTTING IT TOGETHER

1. CONFIRM LEVEL OF INTEREST

2. MATCH CORE SKILLS

3. ASSESS CULTURE FIT

1. DEMONSTRATE SYNTHESIS

2. BE PRECISE ABOUT WHY YOU WANT THE JOB

3. SIMULATE A REAL INTERVIEW ENVIRONMENT

4. ASK THOUGHTFUL QUESTIONS

5. AVOID RECITING FROM PAPER

You Might Also Like:

FACEBOOK

TWITTER

INSTAGRAM

1. Your Resume

2. Your LinkedIn Profile

3. You’re not qualified

4. The job was put on hold

5. An offer was made to another candidate

6. Your interview didn’t go as well as you thought

FEAR #1: YOU AREN’T SURE HOW TO POSITION YOURSELF

FEAR #2: YOUR RESUME WILL DISAPPEAR INTO A BLACK HOLE

FEAR #3: TRYING TO CHANGE CAREERS MIGHT BE HOPELESS

FEAR #4: YOU’LL NEVER GET THE SALARY YOU WANT

Situation #1: You’ve relocated or have been laid off

Situation #2: You’re switching careers/industries

WHY YOUR “OBJECTIVE” DOESN’T MATTER

WHAT GOES INTO YOUR SUMMARY

1. I’VE SUBMITTED TONS OF APPLICATIONS, BUT I HAVEN’T HEARD BACK FROM ANYONE. WHAT AM I DOING WRONG?

2. WILL APPLYING TO A JOB IN A DIFFERENT STATE HURT MY CHANCES OF GETTING HIRED?

3. I NEED EXPERIENCE TO GET A JOB, BUT I NEED A JOB TO GET EXPERIENCE. WHAT CAN I DO?

4. HOW DO I GO FROM HAVING A GOOD RESUME TO HAVING A GREAT RESUME?

5. HOW CAN I MAKE SURE MY RESUME GETS PAST AN ATS?

6. WHAT SKILLS ARE IMPRESSIVE TO HAVE ON A RESUME?

7. WHEN READING A RESUME, WHAT RED FLAGS DO RECRUITERS LOOK OUT FOR?

1. Start Networking

2. Build Your Brand Online

3. Create a Professional Website

4. Keep on Applying for Jobs

5. Dress for the Job

6. Don’t Badmouth Former Employers

7. Let Recruiters Know You are Open

TOP SKILLS AND HOW TO SHOWCASE THEM

WORKING WITH AI

ADAPTING TO DIFFERENT KINDS OF INTERVIEWS