CM Access

I hear this question from friends, family, friends-of-friends, and a lot from candidates seeking career transitions or new professional opportunities. So I wanted to include some thoughts for those who already know the “make sure there aren’t typos” rules.

A lot of professionals with more than 10 years of experience struggle with keeping a resume fresh, relevant and concise. “Should I keep it to one page in total length?”

I say no. The resume needs to tell a story. If you need more than one page to do it (and a smaller-than-legible font doesn’t help either!) then so be it. Each position you’ve had should be tailored to add to the ultimate goal you’re trying to reach. Bullets are helpful for an outline, but make it easy to fall into the trap of using phrases and fragments, which lead to talking about daily tasks instead of your actual contribution to the company or position. Each piece of your work history should include a problem you were faced with, your solution, and the results based on your efforts. However, the information included needs to be relevant to your objective and to the field within which you’re hoping to be hired.

The truth is, each person you ask for advice about your resume is going to give you a different opinion. How does one deal with such wide-reaching variations of the same end-goal (i.e. creating the resume that will get you noticed)? RESEARCH. Books, blogs, magazines, experts, the information is out there!

This short post from the Wall Street Journal had some good suggestions:

Talk to professionals in your field. Look for successful people in your chosen career field and human resources managers in that area. They’ll be able to tell you what employers want to see. … Search for résumés in your field. Teachers’, tech workers’, journalists’ and stockbrokers’ résumés will vary widely — what’s included and in what order, how many pages, references included or not, and so on. Look for a “best résumés” book for your field. You might check out “2500 Keywords to Get You Hired,” by Jay A. Block and Michael Betrus. It offers keywords to bolster your résumé, no matter what field you’d like to enter.

To be a successful job seeker, you have to know your competition, and your target. What is the hiring manager going to be looking for? Your resume has to mirror that of the person currently in the role you seek, and you have to far exceed them! The best way to get this information is by being involved with leaders in your field, through associations or volunteer organizations, and by asking for help from people who know: recruiters, mentors, authors.

I found a great book about improving a resume. It offers tons of before and after versions of resumes for a variety of industries, and explains how to integrate more information into the standard format most employers expect to see. The World’s Greatest Resumes by Robert Wm. Meier might seem like some to be a very presumptuous title from a relatively unknown guy. But he’s been in career consulting for a long time, presents the information very objectively, and makes it accessible to all levels of experience. The more knowledge you accumulate, the more opportunity to form your own, informed, opinion.

I’m definitely a grey-area person and don’t believe there are hard and fast rules about a stellar resume. But simple guidelines are always helpful and appropriate and can be found in so many places now-a-days. You just have to do the work.

Technorati Tags: Resumes, How to improve a resume, research, resume advice, resume answers

An article was passed to me, and if I could find its original iteration, I’d include it. But I found the information to be helpful and thought it clearly articulated many of the points I’ve already made here. So I must be somewhat on track if other sources have the same info, right?

Are you falling into any of the following job search mistake categories?

1. Be sure to tailor your search to jobs you are qualified for and that interest you.
2. Video resumes are not prudent unless you’re looking for an acting (or broadcast media) job.
3. Always start out using “mr.” and “ms.” in an interview and in email communications, until you’re corrected otherwise.
4. Keep your social networking sites private–pictures can be found and be detrimental to your consideration for professional opportunities.
5. Make sure you research the company and the position to the best of your ability before an interview!
6. Dress professionally and appropriately when interviewing; it’s better to show up overdressed than be dismissed from consideration because you “weren’t quite sure what to wear.”
7. Don’t be a “Yes Man”. This means, don’t talk too much during your job interview, be concise with your answers, and always back up responses with concrete and relevant examples. And if you have an answer you don’t think they want to hear (a “no” instead of a “yes”) be sure to back it up with a well-crafted response. Take time to think about what you want to say, they’ll wait, and it will make it worth the wait!
8. Have a professional email address!
9. Keep your resume short and to the point: relevant experience only! It’s hard to keep work experience like “supported myself through college while working at Hooters” but the truth is, unless you just graduated, your professional experience is going to override this piece of information, and it will actually hurt you.
10. Get to know a lot of people: your success will come from who you know!
11. Ask for help during your job search. From friends, mentors, relatives.
12. ALWAYS follow up with an email or a hand written note after an interview!! Even phone interviews!
13. NEVER talk negatively about a past employer, no matter how comfortable the interviewer makes you feel.
14. Ask good questions to show you’re interested in learning about the company.

and of course : Don’t talk about money in the first interview or conversation. Even if this is a make or break criteria for you, you are hurting yourself if you don’t at least talk with someone about their opportunity or their company because you don’t think they’ll match your salary. The first step is to make them like you, and want you on their team, THEN you can figure out if you want them. This very minor (and easy to fall into) breach of etiquette can ruin any chance you might have for a really valuable network contact!

FYI: CM Access can help answer any questions these mistakes might bring up! If you’re wondering how to avoid these problems, or how to recover if you’ve already fallen into one, just get in touch with your friendly Career Advocate today!

Technorati Tags: job search mistakes, interview etiquette, professional dress, do’s and don’ts of job search, networking

Imagine that headline! Or if you saw this in your inbox: “We’re looking forward to meeting you. Please bring a certified check for $200 for the time the interviewer will spend with you.”

I don’t think very many people would be happy with either scenario.

This article on Inc.com talks about a website called Notchup.com that is setting up a system for passive job seekers (those not actively applying to jobs posted on job boards or telling everyone they know they’re looking) to be paid when asked to interview with hiring companies.

The argument is that companies looking for the A players in their market are struggling to even get people to listen to their offers. So throw them a couple hundred bucks to listen to your pitch and maybe they’ll be that much closer to joining your team and bringing more success to your organization.

The nay-sayers claim that passive seekers will become serial interviewers and only go on appointments to gain pocket-cash. They’ll be “psychologically” turned OFF from considering the position because they’re only there for the money.

I am not so sure anyone would be willing to make up excuses to leave the office during the business day to go and listen to an interview, AND get paid for it, if they’re NOT still willing to listen attentively to what’s being proposed.

I also think that, when I work with and meet people everyday who would pay employers to interview them for informational meetings, just to get some knowledge and start a new professional relationship, maybe there are other things that need to change before companies start forking over money to interview candidates.

The article mentions that guest columnist for Inc.com Joel Spolsky recommends companies find good interns, and treat them so well they don’t want to leave. You’re then able to train them in YOUR methodology and values, and they grow with the company, instead of throwing away millions in a high-turn-over world when you hire someone who’s simply out of the highest bid. Why is this concept so hard to conceive?

It seems a bit like Notchup was getting some cheap PR from Inc.com. I bet you’re going to go look at the site, right? Isn’t that what they’re hoping? Isn’t it half the battle to just get a top-level candidate in the door to consider the options?

Technorati Tags: paid to interview, hire young, passive candidates, try something new, cheap public relations

Since there are always things to do around here, and this never seems to be at the top of the priority list, I thought I’d just write a quick note to keep you all intrigued!

I have been asked numerous times what our perspective on the status of the job market is at this time of year. Toward the end of 2007, the standard response was always “It’s a crazy time of year, budgets are in review, people are travelling, decision making is slowed down.” All of which were true to different magnitudes for each client and every company.

However, what’s been going on now that 2008 is in full swing, people are “back to the grind” and hiring needs still exist? As mentioned previously, most growth in hiring is going to be seen in healthcare and in technology. But that isn’t directly applicable, right?

I am hearing from designers and talented marketing professionals that they’re not finding a lot of movement on their resume submissions and applications.
Does this mean companies that post open positions aren’t actually hiring for these available opportunities?
Does that mean that candidates aren’t qualified for the positions to which they’re applying? Does this mean so many candidates are being considered that no one has time to even respond that a resume was received?

From my seat, we’re seeing a lot of positions that are more technical in nature than we have in the past. And, according to Monster, more technical and analytical positions are going to be the increasing demand at all companies in the coming months.

Also from my perspective, while the occasional production artist or print design contract has become needed by companies struggling with maternity leave and other temporary scheduling changes, the highest demand in the communications and advertising industries is for web-savvy design and strategy professionals.

Suggestion? Bone up on your SEO/SEM knowledge, learn a coding language and build a personal website to showcase these skills, tinker around with Flash or take a course in web design. Smaller companies will be looking for more versatile multimedia designers who can also handle print collateral, while larger companies are seeking those who can take the great design concepts of their current staff and translate it into usable, strategic web pieces.

I am one of those people that sees coding letters like HTML and XML and kind of shuts down. “That’s for the programmers to worry about.” But the increasing demand is going to be for people who understand why a PHP format is required for certain projects, or why Java and .Net are kind of like two paths to the same destination. WhatIs.comcan help you get quick answers, or talking to a developer will help you, too.

Key point: Make yourself aware of the technology happening in the creative industries. It’s not going away, and it’s likely to be a key desire for many of the open positions in 2008 and beyond.
additional key point: why not think about exploring temporary or contract positions? Especially if you’re miserable in your current situation? You might be able to expand your knowledge and portfolio of experience, and you could just end up falling into a perfect position for something you never thought of before!

Technorati Tags: employment outlook 2008, hiring status, technical positions, web design, career advice

Hoping to continue to be a resource for job seekers and career-minded professionals, I thought it might be helpful to share this information that was shared with me about the top growing fields for employment in 2008.

Eight Top Fields with Major Job Growth can be found at the Yahoo Hot Jobs page.

While some are obvious, like healthcare and technology, there is also growth predicted for independent creative professionals (good news!) and support staff in facilities management. Anyone with a nursing certification or the ability to program and build computer software is definitely in a good position to seek out the best opportunity for their career.

The author, Sonja Carmichael Jones from EarnMyDegree.com also highlights a very smart strategy for helping to secure a new position, including many of the things we’ve mentioned here. Most importantly, take the time to research companies and know what you want.

Get to know what jobs fall within the major industries.
Determine the skills and accomplishments you have or need to meet the requirements and showcase them on your resume. If you’re not confident about your skills then consider taking a course, volunteering, or pursuing an internship to enhance your skills. It’s also a good idea to look for mentors — they can become your biggest ambassadors when you need an outstanding reference.
Locate and research companies that you want to work for, and then network to make the right connections.

She also says something I can’t say enough:

Keep a positive attitude and be ready to jump in and work with all the skills and energy you’ve got.

As someone who speaks with a lot of job seekers at all levels of their career, and all stages of the search process, I can tell you first-hand that there is a point of burnout and it is detectable by hiring managers and anyone in the hiring process. You must always stay upbeat, confident, and positive about your experiences and past employers. If this means visiting a counselor to reassess where your focus needs to be, then maybe you should! Take some time to re-center, to really get to know yourself.

ok, enough new-age mumbo jumbo! It’s a new year, and a great time to make a fresh start. Keep at it, and if you’re not sure you’re doing the right things, just ask any CM Access career advocate!

Technorati Tags: industry growth, new year job search, job search burn out, healthcare jobs, technology jobs

Back to finish my very educational post about the information that recruiters are getting, and how it applies to you, the job seeker, as the other side of the process coin. You’re both hoping for the same result: to fill an opportunity that will ultimately help both parties (company and employee) succeed. This article from Adecco highlights recruitment best practices and I’ve begun explaining how the information is like understanding what your enemy (in a very broad generalization) knows.

so to continue:

Communication. It’s essential to take the time to communicate consistently with everyone involved in your recruitment process…It’s essential to have buy-in from the people who will be working with the new person on the key skills and other characteristics this person should possess.

You better think to ask about what the backgrounds and personalities of the other team members are, if it’s not brought up to you in the interview.

…It’s very important to help your recruiter understand your needs. Whether it’s an internal recruiter in HR or from a recruitment firm, the more information you share with the recruiter, the better a job they can do for you in identifying high potential candidates.

Many recruiters are not trained to understand what goes on in every department in a company. A technical recruiter who gets put into a creative recruiting role won’t be fully equipped to qualify certain design skills, or marketing strategy case studies. This is why talking directly to a hiring manager is always your best tactic. You can figure this information out by being a good salesperson, researching, and practice.

Recruiting is marketing. Every point of contact builds a brand, and recruiting is no exception. As you post jobs, interview candidates, and introduce them to your company, it’s an opportunity to help build your company’s reputation….Also, we can never forget the impact that word of mouth has in the workforce today, so always put your best foot forward with recruits.

I won’t get on a soapbox here, but this last part is absolutely true for recruiters and hiring managers to understand. And unfortunately, many don’t and won’t change their practices to improve the negative experiences candidates have. So my suggestion here is to be an informed job seeker: talk to other candidates about their experiences with applying to certain companies, and share your own experiences through conversation (online or other).

Job seekers unite! No company is perfect for every person, and no position fits every skillset, so in order to make the best teams and help everyone be successful, step back and think about how you can really assess if it’s right for you–and if not, then for who that you know might it be a better fit?

Technorati Tags: networking, recruiting process, hiring manager behavior, job search strategies

Let us think of the job search and career path process as a game of strategy, involving precise timing, strategic positioning and occasionally defensive maneuvers to protect your own survival.

Then, we can identify the involved parties:

you, the job seeker, are on the offensive, trying to break down the impenetrable walls of the enemy fortress: your ultimate job within in a thriving company that protects its own resources fiercely.

me, the recruiter from an agency, is the strategic ally who plays both sides for the altruistic benefit of all involved.

and the hiring manager is the general of the army of corporate Human Resources and departmental henchman. They’re not really fighting against you, take this with a grain of salt please! They’re just trained to resist change, especially to personnel.

So here’s an article I found that is addressing recruiting practices for hiring managers (the generals) and what they should be utilizing to go about the process in the best possible way. This might help you, the job seeker, to understand what you’re up against, since most hiring managers are NOT doing these things.

Start at the top. Take a close look at the top performers in your organization and determine what the key characteristics are that enable them to succeed. Incorporate these into your job description.

If the hiring manager of your target needs to be told that this is important information, then you are ahead if you ask them when speaking with them. This is valuable for you to be able to assess your own fit as a team member, and for showing your intelligence and interest in the company and the team.

Look ahead. As you begin hiring for a position, consider what success will look like a year from now for the person you hire. What will the person need to have accomplished to be deemed a success? Which key stakeholders will play a role in this person’s career at the company? How will this person fit culturally with these stakeholders and the rest of hte core team?

If the hiring manager hasn’t included these items in the job description, then you have every right to ask these questions. And chances are they havent. And you should. All job descriptions start to sound the same after a long while, because companies outsource their recruiting, or in-house recruiters aren’t trained to know the nuances of each different role in a department and aren’t able to look beyond the quantifiable skills.

Clarity. Have a clearly defined job description at the onset. Avoid being generic….Quick turnover happens as a result of a lack of clarity around what a job truly requires.

Here’s where you should notice that many job descriptions are vague because no one puts time or energy into truly understanding what the day to day requirements are versus the long-term objectives. And you should be aware that your resume needs to be targeted. If you have the same catch phrases and generic format, you’re causing as much trouble as you’re experiencing. Again, the more information you can get about a job before sending your information, the more you can ensure that it’s perfectly relevant. When dealing with the landmines of unclear descriptions and missing pieces, you could be wasting your time and need to think about redirecting your efforts.

this is probably more than enough to read for today. keep your eyes peeled for part 2!

Technorati Tags: Counter Intelligence, Job search war, hiring manager generals, generic resume, interview questions

My friend and coworker Steph Paquette is forging new networks for CM Access in Rhode Island. She has been someone who’s insight and experience I respect, so I thought it a good time to share her perspective. It’s a great topic to spur conversation, so we’d love to hear your thoughts: are you a hiring manager trying to schedule maternity leave into your planning in 08? Are you a new mom who’s learning how different things are than you thought? From Steph’s own words, here’s some discussion on balancing your career and being a mom.

“So…you’re pregnant…CONGRATS! Now that the word is out and the shower has been thrown, comes the dreaded “maternity leave” conversation. When should your last day be? How long will you take? And the worst…When will you be returning to work?

This question may not be on top of your mind, but it better be there soon. Employers need to know what type of staffing issues they are facing. The longer you delay in making that decision, the more under the gun your supervisor gets and the less time there is to train someone to do the job the way you would like it done.

For some of us, we like to think that the return to work is inevitable, but the truth is that we just don’t know. That little bundle of joy enters the scene and all of a sudden time has no meaning and the days seem to run into each other. For some, returning to work is a financial decision and a “need”. For others, it is a “want”. Having something that isn’t baby-related to break up the new “mom-hood”. And then there are the ones, who for whatever reason, don’t return to the workforce. For those women, they may not know that this will be them when they leave. They may figure it out while they are watching their child sleep in their arms or while witnessing their first rollover or while looking at the actual cost of childcare. Whatever the reasons, your employer needs to know your intentions as soon as possible.

Major elements to consider when deciding if returning is the best choice for you include:

You should ask yourself what type of “culture” does your employer promote and figure out if it fits your needs now. For example…if you have typically been employed with an advertising agency, their culture is one of “Work hard, Play hard” and include long hours and deadline driven projects. This is probably not the best environment for a new mom due to the unsteadiness of scheduling and demand on your time. There are exceptions…but when the push comes to shove… do you really want to have to make the choice between family and career?

To all those who are reading this saying…”this won’t be me”…I said the same thing! Now I am a working mom who hung up her late night, weekends, high stress agency lifestyle for one that I can close the computer and turn off the cell phone at 5:30pm to spend quality time with my 2 year old son.

If you are interested in exploring “family-friendly” workplaces, check out your local business journal. There is a usually a listing or business profile to help you get information about certain companies.”

And if I may add my own two cents, I’d recommend inquiring about the company policy when considering a new career opportunity. Not because you’re divulging personal information that could be disciminatory, but simply weighing all of your options and learning about all that the company offers.

Technorati Tags: working mom, career mom, mothers in the workplace, maternity leave, company policy, contract negotiation

I was at PodCamp Boston 2 back in October, unfortunately only for a short time, but enough to see how far the unconference has come since September 2006! It was held at the very new, and gorgeous,
Boston Convention and Exhibit Center and even though it was gray outside, inside it was bright and buzzing with creative conversation, networking and technological innovation!

CM Access was able to host a session about Job Searching in a 2.0 world, and to hold a forum where concerns, topics and ideas related to technology in career management could be shared.

In many ways, the PodCamp Boston 2 was very much a typical conference or seminar: nametags, t-shirts, PowerPoint presentations, and give-aways from vendors. ‘

But in many more important ways, it was an evolution of the gathering idea, a more inclusive and interactive community-building event. And I have to say, the coolest thing of all (aside from getting to walk around my session room with a wireless mic like Bob Barker) was meeting the guy who designed our blog! Special shout out to Nico from Snowy Day Design. I was commenting on his BarCamp Buenos Aires tshirt, about how that must have been a really cool event, and he introduced himself: “I’m the guy that designed your blog!”

What a small world, it was really a reminder.

Technorati Tags: PodCamp Boston 2, PCB2, podcampboston2, Snowy Day Design, job search 2.0

Happy Holidays! Just wanted to mention a few things that might seem like common sense, but as I’ve heard someone say recently: common sense ain’t that common!

If you’re looking for a new job, or at least open to hearing about new opportunities that might be better than the one you’re in, have you made sure to cover the following bases?

Is your voicemail still set to “YO! It’s the T-dawg, leave it!”
[tip: You’re not going to leave a good impression when a recruiter hears that after being interested in your resume.]

Is your resume error-free? Have you had an objective set of eyes thoroughly read through the whole thing?
[tip: You’re not going to be regarded highly for a writing or editing position if your resume has typos and formatting errors, or words that spellcheck won’t pick up, like “there/their/they’re”]

Do you have a professional email address?
[tip: If you’re not in college any more, then you shouldn’t use a .edu address. If you’re not in a gang, you shouldn’t use “T_dawg@juno.com” E-mail addresses are free, so you should really have one that uses your name.]

Is your resume in a Word or PDF format, and saved with an identifying filename? [tip:”resume.doc” increases your risk of your document getting lost on someone’s desktop, and it’s tough for some companies to open documents saved in formats or programs they don’t have in their system.]

Does your email cover letter clearly state what job you’re applying for? [tip: Many hiring managers are working to fill more than one position, so if you’re not clearly stating your objective, you’re making me work too hard.]

Remember, the goal of the job search is to get a job, right? The goal of the hiring process is to get someone hired? You will have much more success on either side of the process if you make it easier for your target.

Companies should have an easy-to-navigate application process, or a quick response time to make it easier for candidates and job seekers. And job seekers NEED to make the process easier for the hiring manager, the one reading and sorting through the resumes.

Technorati Tags: Job Search Tips, Resume errors, hiring process, job seekers