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PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
PARWCC SPOTLIGHT
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PARWCC SPOTLIGHT

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  • 1. The Premier Professional Association for Résumé Writers & Career Coaches Since 1990! SPOTLIGHT NOVEMBER 2009 Columns What's New From HQ...............P. 2 New CPRWs...............................P. 2 New CEIPs..................................P. 2 New CPCCs................................P. 2 PARW/CC Board.......................P. 3 In This Issue Professional Association of Career Coaches & RW CC Résumé Writers PA Feature Articles CPCC In The Spotlight #10...............P. 4 by Diane Burns It’s Time to Redefine!........................P. 6 by Jay Block We Don’t Care Who Gets The Credit..................................................P. 9 by Don Orlando Résumé Magic..................................P. 11 by Melissa Kasler
  • 2. NOVEMBER 2009 – PAGE 2 What's New From HQ by Frank Fox PARW/CC Executive Director John M. Singer, CPRW Chandler Hill Partners Tucson, AZ Michelle Mayo, CPRW Monroe Community College Rochester, NY Pam Miller, CPRW Monroe Community College Rochester, NY Anne Hughes, CPRW Monroe Community College Rochester, NY Vanessa Cohen, CPRW CV Specifics Antibes, France Robert Forbis, CPRW Wadsworth, IL Please join us in congratulating this month’s new certified members - Frank Edward McGoldrick, CPRW Résumé Expert Writers Clearwater, FL Cassie Lenth, CPRW Pongo Software Northborough, MA Catharine Craig, CPRW Graceland University Lamoni, IA S. Thea Kelley, CPRW Oakland, CA Carrie Christiano, CPRW Raleigh, NC Francis de la Cruz, CPRW New York, NY Bridget Barzman, CPRW Harrison, OH John N. Leggatt, CPRW Bellingham, WA Karen Huller, CPRW Charésumé, LLC King of Prussia, PA Michelle Fitting Devon, PA Ophelia Sam, CEIP Career Bench Ghana Miguel Gonzalez, CPCC U.S. Marine Corp Camp Pendleton, CA Nathalie Thompson, CPRW Aldie, VA George Franks, CPRW Chandler Hill Partners McLean, VA Brian Munger, CPRW Allen & Associates Maitland, FL Web Site Enhancements We’ve made a few changes to the PARW/CC web site in the past few months. You can now renew your member- ship online by clicking on “Members Only.” You don’t need to log in...you’ll see the Renewal option right on the first screen. So in the future, when you receive your an- nual dues notice from us in the mail or by email, you can use our secure server to renew online. We’ve also added online regis- tration for PARW/CC’s certifica- tion programs through our secure server. You can get information about the CPRW, CEIP, and CPCC programs by clicking “How to Join” on our web site: www.parw.com. The PDF information files include a registration form for each pro- gram, or you can click the “order online” option. And just a reminder: I update the online Membership Directory every Wednesday. If you have any changes or corrections to your listing, just send me an email and your updated information will appear the next Wednesday.
  • 3. NOVEMBER 2009 – PAGE 3 PARW/CC 2009-2011 Board of Directors CPRW Elaine Wilder, CPRW, CEIP Lewisville, NC 27023 Ph: 336-403-3306 Email: eswilder@cs.com The E-LIST Maryann Riggs, CPRW Levittown, NY 11756 PH & FAX: 516-938-5649 Email: mriggs@optonline.net Career Coaching Diane Burns, CPRW, CEIP, IJCTC Boise, ID Email: DianeCPRW@aol.com Ethics Makini Harvey, CPRW, CEIP, JCTC Menlo Park, CA Email: Makini@CareerAbundance.com The PARW/CC Spotlight is published monthly by The Professional Association of Résumé Writers & Career Coaches. All contents © 2009 Professional Association of Résumé Writers & Career Coaches (PARW/CC), unless otherwise stated. PARW/CC invites its readers to submit articles and materials pertinent to this industry for publica- tion in the Spotlight. Send correspondence and article submissions to: PARW/CC, 1388 Brightwaters Blvd., N.E., St. Petersburg, FL33704, Ph. (800) 822-7279. Fax at (727) 894-1277, via email at PARWHQ@aol.com. Or visit our Web Site at: www.parw.com. Submission Guidelines: Article Topics: Any subject related to the career coaching and/or résumé writing industry including: Sales & Marketing, Manage- ment, Pricing, Formats, Interview Techniques, Profit Centers, Internet and Technology Resources and Techniques, etc. Feature Article Length: 1,200 to 1,500 words. Submissions Format: All submissions to be sent as a Word file (“.doc”) or as an Email "Paste-in." Please Note: All submitted materials (i.e., hard copy, disks,photos, etc.) will become the property of PARW/CC. Résumé Writers Wanted: NEEDED IMMEDIATELY - PROFESSIONAL RESUME WRITERS An exceptional opportunity for talented, experienced résumé writers. If you have outstanding writing talent, extensive résumé writing experience, and an ability to work to tight deadlines, we want to hear from you. Excellent client liaison skills are essential, and a proven track record of delivering superior products to satisfied customers is a must. A professional résumé writing certification is preferred. However, if you have the skills, we want to see your work. We compensate well, and you will not find a better work at home opportunity in today’s marketplace. As one of the premier résumé writing organizations in the country, we can keep you as busy as you want to be. Please send a letter of introduction and at least four samples of your résumé work to: Resumes@aarsinc.net We look forward to hearing from you.
  • 4. NOVEMBER 2009 – PAGE 4 By Diane Burns, CPRW, CEIP, CPCC, CCMC Career Marketing Techniques email: DianeCPRW@aol.com CPCC In The Spotlight - #10 Rashaud R. Smith This month I have the pleasure of introducing Rashaud R. Smith, Director,Airman & Family Readiness Center, Osan Air Base, Republic of Korea. Rashaud is a federal employee and began his federal career as a Work/Life Specialist for the Department of the Air Force, Airman and Family Readiness Center, Yokota Air Base in Japan (2006), and was promoted and moved to Korea in 2008, where he now supervises a staff of Community Readiness Technicians and Consultants. Previously, he was employed as an Employment Consultant /Trainer for the Georgia Department of Labor in Georgia, and as Personnel Specialist for the USAir Force (Active Duty). Rashaud was also employed as an Adjunct Instructor at Central Texas College. Rashaud’s Credentials Rashaud has a Master of Science in Guidance & Counseling, a Bachelor ofArts in Psychology with a Minor in Human Development & Family Studies; he is a Certified Professional Career Coach, Certified Professional Résumé Writer, Certified Employment Interview Professional, Global Career Development Facilitator, Certified Myers-Briggs Type Indicator Practitioner, and an Accredited Financial Counselor (Pending Certification). He has also received nearly a dozen notable awards including Mission Support Squadron Airman of the Year (2002), The Air Force Commendation Medal, Georgia Department of Labor, Macon Center Team Player of the Year Award, and Mission Support Squadron, Airman and Family Readiness Center Counselor of the Year (2007), among others. Rashaud describes himself as a dynamic professional with experience advising, consulting, counseling, training, facilitating, and instructing clients. He has a global perspective based on international assignments and travel abroad. His professional focuses include Transition Assistance, Career / Job Readiness, Relocation Assistance, Emergency Assistance, Employment Assistance, Volunteer Coordination, Personal Financial Management, Outreach, Team and Staff Development, Consultation, and Counseling. The Client Population Rashaud works primarily with soldiers stationed in Korea who are on unaccompanied tours (approximately 96% of his clients are on unaccompanied tours), transitioning out of the military (separating or retiring), and military spouses (the office serves about 9,000 clients annually). The spouses who do accompany their soldiers can only work on the local military base; they are not allowed to work off the base due to SOFA agreements, consequently there are minimal opportunities for employment for military spouses (only about 200 US civilian positions are available in the region). Rashaud said that the office encourages military spouses on the base to obtain their $6,000 military spouse grant for education and complete college courses while they are stationed in Korea. The office also offers other suggestions for opportunities for professional development and gaining licenses or certifications. Many of the clients Rashaud coaches do not know what they want to do when they get out of the military, they do not know where they want to live, they do not have a résumé, and they do not know how to look for a job. “They also
  • 5. NOVEMBER 2009 – PAGE 5 PA RW CC do not have easy access to employers when they are trying to find a job from overseas. My clients are sometimes limited to communicating with employers through email, internet, and telephone,” Rashaud said. The Airman and Family Readiness Center provides military clients and their spouses with as many opportunities as possible to help them seek employment from long distance, including video / tele-conferencing availability for job interviews. Rashaud’s office provides comprehensive career planning for their clients. Special Programs Under Rashaud’s leadership, the Airman and Family Readiness Center is implementing several programs to help service members make a successful transition from military to civilian. Some clients struggle with applying their military experiences and skills to Corporate America, according to Rashaud. For example, the office is developing and implementing 10- and 15-year mark seminars for career military (as most transitioning service members do not plan much before one to two years in advance). Those who will retire from the military can attend special pre-retirement seminars 10 years and five years before they leave the military, to learn how to be prepared in advance for retirement. According to Rashaud, these personnel are encouraged to construct a résumé and add to it over the years; and develop a list of goals and plans for retirement that includes what they might want to do when they retire, and where they might want to live. Other programs include the first Career Explosion Seminar for military and spouses, focusing on the full realm of career management from interest inventories to interviewing skills and everything in between. Additionally, the Airman & Family Readiness Center offers services not always found in a traditional career outplacement office: Information & Referral, Transition Assistance, Employment Readiness, Financial Readiness, Family & Life Education, EmergencyAssistance, Volunteer Resource Services, CasualtyAssistance, and Relocation Assistance. Career Coaching & the CPCC Program “I have always had an interest in helping people build inspiring lives. I was drawn to career coaching when I worked for the Georgia Department of Labor,” Rashaud said. He engages in the full spectrum of career coaching from reviewing résumés to interviewing, dressing for success, salary negotiations, career assessments, online job search, military-to-civilian transition, and military spouse employment. Rashaud completed the CPCC program and personally applied the Networking section — he wrote a list of everyone he knew in his past employments (and currently), sent them an email to touch-base, and now connects some of his clients to his personal network to help put people in contact. He also teaches networking classes including Social Networking. Additionally, Rashaud said he references content in the CPCC program when coaching his clients to transition from the military, and he applies the career coaching competencies in the Work Center. “The career coaching communications has helped me the most in working with the military,” Rashaud concluded. Bottom-line for Clients If I can offer my clients only one piece of advice: “Follow your heart and follow your dream,” says Rashaud to his clients. He encourages his clients to follow their passion and do what they love to do—the money will follow in time. He believes that it is important to link your interests and work values with the world of work! Contact Information You can reach Rashaud at www.osan.af.mil
  • 6. NOVEMBER 2009 – PAGE 6 It’s Time to Redefine! by Jay Block, CPRW, CEIP, CPCC, JCTC The Jay Block Companies - W. Palm Beach, FL email: jayblock@jayblock.com Of all the world’s languages, estimated at over 2,600, the English language has more words than any other! According to traditional estimates, German, the language that has the second most words, has a vocabulary of about 185,000 words and the French language has fewer than 100,000. The Oxford English Dictionary lists more than a half million words and, if you consider slang, scientific and technical words that are not included in the Oxford English Dictionary, there are well over 750,000 words available to you and me as writers, marketing professionals and business men and women. In fact, an organization called Global Language Monitor guestimates that there are more than 900,000 words in the English language – with more being added every day. I happen to own Webster’s Third New International Dictionary that contains 2,662 pages of words; each page divided into three columns with about 45 words per column. This single volume requires almost two people to pick it up and a powerful magnifying glass to read the microscopically embedded words. I have to admit that when friends visit us and play Scrabble, they take one look at this monstrosity and quickly recommend we play gin rummy instead. Rez-you-May Of the 750,000 to 900,000+ words in the English language, I find it strange, even discouraging, that we have to use a French word to describe documents most of us write (and use). Most résumé writers don’t even know the correct pronunciation of their own profession. The word is NOT pronounced, re-zoo-may like most people say; rather rez- you-may. And I might add here that the original French word places the accent on the last syllable… so the correct pronunciation is rez-you-May. So, I thought that after 20 years of being in this business, it’s time to set the record straight and suggest we all refer to ourselves as we truly are: rez-you-May writers who write rez-you-Mays for clients. Curriculum Vitae Of course, if you study the origins of résumés and research the origins and meanings of words as I do, you’ll discover that a résumé is also often referred to as a curriculum vitae (CV), another French phrase that describes what we produce in our industry. My guess here is that collectively, we apparently lack the originality of coming up with our own terminology for our own industry. So to adequately describe our industry association, we actually could belong to the Professional Association of Rez-you-May and, Curriculum Vitae Writers and Career Coaches (You figure out the appropriate acronym). Definitions If you stay with me for another paragraph or so, I’ll get to the purpose of this article. But first, I must point out to you that there are conflicting definitions between a résumé and a curriculum vitae. And, sadly, neither properly defines what should be properly defined – namely what the heck these documents are and what they’re supposed to do – especially in today’s globally competitive job market, plagued with high unemployment, and saturated with millions and millions of rez-you-Mays! Definition of a résumé: (From Wikipedia and Webster’s Dictionaries)
  • 7. NOVEMBER 2009 – PAGE 7 Résumé: a summary; or a document that contains a summary of relevant job experience and education. The résumé is typically the first item that a potential employer encounters regarding the job seeker and is typically used to screen applicants, often followed by an interview, when seeking employment. Definition of curriculum vitae: (From Wikipedia and Webster’s Dictionaries) curriculum vitae: (loosely translated as course of life) provides an overview (account) of a person’s life, qualifications and biography. A shorter alternative is simply vita, the Latin word for “life.” The Point of this Article As the leading résumé industry association in the world, don’t you think it’s time we, as industry professionals, redefine the definition of a résumé - where a consensus of industry professionals can agree on a proper, effective and contemporary definition, so job seekers fully understand what this document is and is supposed to do ? Today, in a troubled economy plagued with high unemployment and employee dissatisfaction, “résumés,” as defined in the past and in current dictionaries simply won’t get the attention of hiring authorities. Hiring authorities, including human resource professionals, executive recruiters and hiring managers, don’t have time to read stacks of boring biographies (chronological obituaries) from strangers. They want to know quickly what specific contributions candidates can make and the results they can produce. So, I offer the following definition of a rez-you-May – to you, my colleagues – in hopes that maybe we can, as a cohesive professional industry association, redefine what needs to be redefined! Definition of Résumé A self-marketing document, prepared for potential employers or organizations, that effectively communicates one’s ability to produce significant results and meet specific performance goals and objectives better than other qualified candidates. Five Benefits to Creating a Résumé: (A good handout for your clients) 1) Market Value: The process of creating a résumé must result in job seekers being able to effectively identify and communicate their VALUE to prospective employers. In other words, résumés must clearly communicate bottom line results and organizational contributions job seekers can produce and deliver as well, or better, than other qualified candidates. 2) Differential Factor When job seekers strategically develop their résumés, they must also define the differential factor. The differential factor represents highly valuable skills, qualifications and other “employment assets” that set a job seeker apart from other well-qualified candidates; that make them STAND OUT. Often times, the differential factor is what tips the hiring scale in a job seeker’s favor! For instance, if a job candidate has an industry-wide reputation, that reputation might be the differential factor. If a job seeker is a Black Belt in Six Sigma; that may constitute the differential factor. When you help your clients identify their differential factors, you’ll provide them with a distinct advantage in landing a job quickly in the toughest of job markets. 3) Confidence Builder
  • 8. NOVEMBER 2009 – PAGE 8 When you help your clients design and create their self-marketing résumé that communicates value and those attributes that set them apart from their competition, your clients gain a whole new level of confidence in themselves, their ability to promote themselves, and their ability to remain upbeat and positive throughout the job campaign. They will be proud of what they are marketing… namely themselves! 4) Résumés Open the Right Door Exciting, well-presented résumés open doors of opportunity that otherwise would not open for job seekers with look-alike, blend-in-with-all-the-other résumés. Indeed, their résumés will race to the top of the pile because it bellows out to employers, “This is what I can do for you, why I am a good fit for your company, and the best candidate for the job.” 5) Job Seekers Will Become a Stronger, More Effective Interviewer When job seekers write their résumés thinking about the interview, they begin developing the key messages they’ll eventually want to communicate in an interview to win the job. In other words, when your clients take the time to properly prepare their résumés thinking about the key messages that will win job offers; doesn’t it make sense that they will then be able to SHOWCASE those messages on their résumé to win interviews! In my upcoming book, 101 Best Ways to Land a Job in Troubled Times (McGraw-Hill, November, 2009), I provide 12 guidelines for creating effective rez-you-Mays for this difficult job market. I conclude this article by providing three of the most important ones below. Guideline #1:_Make Your Case in 15-20 Seconds or Less Recent surveys indicate that hiring authorities spend 15 to 20 seconds, at most, reviewing a job candidate’s résumé. In that 15 to 20 second window of opportunity, your clients must showcase and headline their value; those qualities that ring out, “I’m a highly qualified candidate worthy of a closer look!” If they don’t, they don’t stand a chance of that second look. Guideline #2: Remember Who You Are Writing the Résumé For In most cases, your clients are writing their résumés for strangers who don’t know them! Your clients’ main objective is to understand what prospective employers are looking for and then to provide that information clearly on their résumés. Employers DO NOT want to read a stranger’s biography. They DO WANT TO KNOW how your client can contribute to their organizational goals. Before you write a client’s résumé, you must challenge your client to seek first to understand the needs of potential employers and then communicate, on their résumé, how they can best meet those needs. Guideline #3: Résumés without Achievements are Like Report Cards without Grades Hiring authorities and prospective employers know that a key indicator to future performance is past performance. It’s not what your clients did in the past that determines their hireability; it’s the results and achievements they produced that matters. Résumés are not documents where job seekers must be humble! It’s the place to professionally and confidently show off their past achievements and blow their own horn – loud and clear! For if they don’t… no one will hear them. How’s this for a starting point for redefining rez-you-Mays? PA RW CC
  • 9. NOVEMBER 2009 – PAGE 9 We Don’t Care Who Gets The Credit... As Long As Our Clients Get The Raise! By Don Orlando, MBA, CPRW, JCTC, CCM, CCMC The McLean Group - Montgomery, AL email: yourcareercoach@charterinternet.com As career coaches, we fight pernicious folklore that keeps people from managing their careers well and getting paid what they are worth. In this article, I want to help your clients get the rewards they deserve all through the rest of their career. And I want you to have a tool to help them reach that goal while motivating your clients to keep in touch with you regularly—and pay for the privilege. Have clients use what they learned in kindergarten to help manage their careers (with apologies to Robert Fulgum) Play fair. Share everything. Live a balanced life. That’s the way you and your clients were raised. But your clients may feel that isn’t the way the world of work runs. Let me suggest you recast those ideas like this: work hard, share your gifts, balance returns on investment. Let’s take them one at a time. Work hard… Give your clients tools to help them work as hard capturing their value as they do creating it. Too often they minimize what they’ve done or forget about it completely. Sometimes, they let personal pride interfere or are concerned their boss won’t know what they’ve done. Please let me address those in order. First, let me be clear: I’m not asking your clients to brag; I want you to help them capture their usefulness. When you do, everybody wins. Which brings us to the second point. In the press of business, sometimes bosses don’t remember what our clients do when it comes time for performance evaluations months later. But there is a way to make sure your client gets credit, that his supervisor sees his contributions in black and white just when she’s thinking about his performance review. Share their gifts… The only employee I ever heard about who achieved anything without working with anybody was Rumpelstiltskin. In that fairy tale, Rumpelstiltskin was employed as an independent contract spinner, given a room full of straw, and told to turn it all into gold. His pay was a necklace, a ring—and eternal damnation. In the real world, every client must work with others. The best make others more capable in the process. When they do, their value is better known and their companies get more return on their investments (the salary they pay our clients). In short, when you help clients concentrate on results, not on who gets the credit…they’re the ones who get the credit (and a raise)! Live a balanced life… The balance I’m writing about concerns returns on investments. When a client works hard, she makes money for her company. Her success is tied to her organization’s success.
  • 10. NOVEMBER 2009 – PAGE 10 But she deserves a return on investment, too. Suppose she saved her company $125K last year. I think her boss would be pleased if she told him she wanted the company to get a 90 percent return on that investment. Where else does one find that exceptional payoff? Nowhere. Except in team members like our clients. If the company gets 90 percent ROI, shouldn’t your client get the remaining 10 percent? A well run organization would agree at once and cut her a bonus check for $12,500.00. They may even challenge her to perform so well next year they will cut her next bonus check for $25,000! There’s no altruism here. If companies don’t reward our clients, they are on their way to the competitor. (And we get a chance to rewrite their résumés!) Our clients take all their skills, all their value, all the knowledge of their company, and their ability to contribute dollars to the company’s bottom line. Good companies use that to everyone’s advantage; bad companies and their employees suffer because they don’t. Getting the rest of the story… Many clients rank job satisfaction first in their professional lives. They find such fulfillment readily when they recall not just what they did, but how their contributions helped their organizations and customers. Knowing their track record, feeling that they are needed, gives them confidence to do even more. When everybody knows everyone else’s value, rewards come easier. Suggest your clients do the following. Once each week, they are to jot down which problems they solved, how they solved them, and what the results were. They should push to be sure they don’t confuse the symptom with the problem. Here’s an example. When I asked a client what problem he solved, he said he resolved a high scrap rate in this plant. That’s good! But that’s only the symptom. When I asked what had caused the scrap rate to be high, he told me the company had specified cheaper lubricating oil for a key manufacturing component. They were saving $100 a gallon on the oil (and they used 100 gallons a year)…and losing $50K in scrap. My client told me how he tracked down the difficulty, recommended slightly less expensive oil, and saw the scrap rate fall to two percent…and stay there. That meant the company saved $40K, in the first year alone. If my client proposed the 90 percent ROI I recommended, he would have gotten a $4K check, just for this one action. Because he could quantify the results I was able to include this item in his résumé: Payoffs: Replaced a $10K cost that plagued us for years by eliminating $50K in excess scrap. Problem disappeared and never came back. From thought to finish in just 30 days. Annual savings $40K. Notice also how I compared his work to a previous situation (“losing $50K a year”). I got even more impact by putting his results in context (“From thought to finish in just 30 days”). Because we took the time to discuss this story, my client can use it in the interview. All in all, it’s good news for him. Now the good news for you. Encourage your clients to email you their success stories each week or so. Give them hints on getting the most from each story, just as you did when you wrote their résumés. Charge for this service! At the same time you’ll reap the benefit of a continuing relationship that your clients will see rewards them tangibly. Finally, when it comes time to update their résumés, ask the client for their notes—and your update nearly writes itself! PA RW CC Putting it all together… Play fair (with yourself as well as your clients). Share everything (but make it valuable by charging what its worth). Live a balanced life (helping balance clients’ professional lives helps your practice grow…helping you serve more clients).
  • 11. NOVEMBER 2009 – PAGE 11 Résumé Magic by Melissa Kasler, CPRW Résumé Impressions - Athens, OH email: resume@frognet.net PA RW CC Case Study #67: Heather Challenge: To create a résumé for Heather, a Registered Dental Hygienist, who was applying for a Federal position with different application requirements than are normally required for this type of position. The challenge was really in conveying Heather’s enthusiasm and passion for her career on paper. Once in an interview, it will be very evident, but I needed it to be clearly shown on the résumé. Background: Heather works at the dental office where our family goes, and I had originally completed her résumé a year or so ago for another similar position. She is extremely happy in her current position and loves her employer and co-workers. However, she lives a little over an hour away, so the commute is difficult for her at times with a young family and winter weather conditions in Ohio. The position she is applying for is with a VA Medical Center where her sister-in-law is currently employed. She became aware of the position opening through her. Strategy: Usually, when someone says “Federal application” I immediately send that client to a colleague who specializes in those...that is an area I do not care to tackle…I leave those to the pros! (Thanks, Camille!) And as soon as Heather sat down in my office and showed me the application, I immediately handed her Camille’s business card to assist with the KSAs and transforming the résumé into proper Federal format. However, for some reason, this application was a bit different. When Heather contacted the VA, she was told that the KSAs were only to be completed by internal applicants.Anyone applying from outside the organization did not need to complete those. I’ve never heard of this before, but took her at her word and proceeded with updating the résumé to ensure that it included the necessary information for this position. I’ve honestly never met anyone as passionate about his or her chosen career field as Heather. She truly loves what she does. On more than one occasion in my presence, she has stated that dental hygiene is her passion and not just her job. I knew I wanted to use that prominently on the résumé. So when creating the banner for her contact info, I included that exact quote from her to immediately highlight that distinction. Using her two titles to serve as the anchor for the summary area at the beginning, I followed those with three brief sentences to summarize her background. That section ended with quotes from recommendation letters of previous employers. For someone with a 10+ -year career, I would not normally list education as the first heading. However, Heather’s education and licensure could very well be what differentiates her from her competition. So this became our first major heading. Following that I created a bulleted list of qualifications as related to her career goal. Next came professional experience where I simply listed the three positions Heather has held in her career. We ended the résumé with professional involvement. Heather and I discussed the application and position requirements. She wanted to address each item that was discussed in the position posting because she had experience in every single one. Rather than create a very lengthy description under each of her positions, I chose to create an addendum to her résumé that listed each of these items. With a heading titled Skills & Experience, I followed the design of the résumé and created a bulleted list addressing each one. I likened it to sort of a hybrid KSA in my mind. The cover letter included the vacancy announcement number and position title as listed in the posting. Rather than being redundant and listing bullet points from the résumé regarding qualifications, I used the cover letter to reiterate the passion Heather has for her chosen career. A couple of sentences summarizing her education, licensure and years of experience, combined with a paragraph explaining why she is considering leaving her current employer, rounded out the content of the cover letter. Outcome: Heather was very pleased with the addendum idea and was going to hand-deliver the documents (along with the completed application) the day after she picked them up in my office.
  • 12. NOVEMBER 2009 – PAGE 12 Heather D. Clinton,RDH 3clintons@horizonview.net 1234 Hampton Mills Road London, Ohio 40000 740.123.0000 (home) 740.456.0000 (cell) October 10, 2009 Department of Veterans Affairs Jeremy Johnson, Director Human Resources 17273 State Route 104 Chillicothe, Ohio 45601 RE: Vacancy Announcement No. 09(205) - Dental Hygienist Dear Mr. Johnson: Please accept the enclosed materials as my sincere interest in the Dental Hygienist position currently available at the VA Medical Center in Chillicothe. After reviewing the detailed job description, I believe I would make a valuable addition to your staff. The enclosed resume and addendum will provide detailed information regarding my background and experience as it relates to your position. my career as a Dental Hygienist/Periodontal Therapist. I thoroughly enjoy educating and caring for patients from all walks of life to promote their dental health and overall well being. With an Associate of Health Science in Dental Hygiene, licensure as a Registered Dental Hygienist and 13 dental program. position with the Chillicothe VA Medical Center would allow me to continue my passion in my chosen career, but closer to my home. An interview would allow me to share my skills and to set up a convenient time to meet. Thank you for your time and consideration. I look forward to hearing from you about this exciting opportunity. Sincerely, Heather D. Clinton, RDH Enclosure: Resume/Addendum “Dental hygiene is my passion, not just my job.”
  • 13. NOVEMBER 2009 – PAGE 13 Heather D. Clinton,RDH 3clintons@horizonview.net 1234 Hampton Mills Road London, Ohio 40000 740.123.0000 (home) 740.456.0000 (cell) Dental Hygienist Periodontal Therapist Skilled Dental Hygienist offering a successful 13-year career and track record of building remarkable rapport with patients of all ages. Thoroughly explain procedures to decrease anxiety. Place strong emphasis on patient education, providing information to improve oral hygiene and overall health. “ … hard worker and takes pride in servicing her patients by providing great care … demonstrated strong technical skills … always prepared to perform whatever treatment necessary for her patients …” ~ Excerpts from Recommendation Letters Craig Oiler, DDS and Paula Zimmerman, DDS; Grove City Family Dentistry EDUCATION & LICENSURE SHAWNEE STATE UNIVERSITY, Portsmouth, Ohio (June 1996) Associate of Health Science in Dental Hygiene Licensure Registered Dental Hygienist – State of Ohio (1996) and State of Florida (1998) Continuing Education – Ohio Dental Association (1998) Completion of training provides approval for dental hygienist to practice in absence of dentist SUMMARY OF QUALIFICATIONS Provide education on proper usage of tools for maximum oral health in accordance with patients’ needs and capabilities Skilled in providing individualized, comprehensive patient education and positive encouragement Committed to promoting oral, head and neck and overall health and well-being of patients Well-developed assessment skills Enthusiastic, highly motivated and resourceful PROFESSIONAL EXPERIENCE Registered Dental Hygienist – RIESTENBERG, LAVELLE & WELSH, DDS, Athens, Ohio (6/06–present) Registered Dental Hygienist – ROBERT L. SPERO, DDS, Athens, Ohio (3/03–3/06) Registered Dental Hygienist – GROVE CITY FAMILY DENTISTRY, Grove City, Ohio (10/96–9/02) PROFESSIONAL INVOLVEMENT American Dental Hygienists’ Association Ohio Dental Hygienists’ Association “Dental hygiene is my passion, not just my job.”
  • 14. NOVEMBER 2009 – PAGE 14 Addendum to Resume of Heather D. Clinton,RDH 3clintons@horizonview.net 1234 Hampton Mills Road London, Ohio 40000 740.123.0000 (home) 740.456.0000 (cell) SKILLS & EXPERIENCE Perform deep subgingival and supra gingival scaling; root planing, periodontal probing and charting Prepare monthly reports for production and treatment visit date if directed by dentist Perform preliminary dental examinations to screen for periodontal problems Review patient medical and dental history to evaluate medical complications or medication requiring alteration of dental hygiene treatment Examine teeth and supporting structures for presence of bacterial plaque and periodontal disease Inspect head, neck, mouth, pharynx and throat for abnormalities and oral cancer Observe, chart and report oral abnormalities and suspicious lesions to dentist Prepare dental hygiene treatment plan for plaque control, involving assessing patients’ medical and oral conditions, required oral hygiene care and planning and sequence of dental hygiene procedures for appointments or series of appointments Take and interpret periapical, panoramic, bite wing and occlusal x-rays Identify tooth structure, calculus, periodontal pockets and cavities Utilize special procedures to provide hygiene treatment for bedfast patient Remove sutures, remove medications for dry sockets, place periodontal packs, control bleeding by direct pressure, perform root planing and giving instructions to patients after treatment; change dressings, apply topical anesthesia and retract oral tissues in surgical procedures Record oral conditions, results of periodontal exams, treatment planned and treatment completed/ administered and patient no-show Plan, coordinate and conduct preventive oral health programs for various patient groups Develop and revise oral health instructional materials and educate patients and other staff groups responsible for the delivery of oral health care; topics include nutrition, proper dental hygiene, etiology of caries and periodontal disease, oral habit therapy and patient motivation Select tray, prepare and mix impression material; place impression material on teeth; remove impression and construct custom impression trays Check and maintain instruments, clean treatment room and equipment, order and store medical and dental supplies and equipment “Dental hygiene is my passion, not just my job.”

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