Resume submittal: an arduous journey<br />
3 major obstacles to success<br />
Obstacle 1: Electronic submittal<br />Resumes must contain the language (Keywords) that computer software and staffing per...
Best guess on keywords:Resume language matches job descriptions<br />
Keyword mastery<br />Good: Keywords anywhere in the resume (beware ! New technology is catching up to out-of-context ploys...
Obstacle 2: Staffing Personnel: the guardians of decision-makers’ time<br />
To gain a recruiter’s support, set yourself apart: show how you achieve results better or differently than competitors<br />
Clear focus on a targeted functional position and level<br />Recent and relevant  usage of critical skills<br />Demonstrat...
Recruiters Hate<br />Frequent Unexplained Gaps in Chronology. Unemployed in tough market is one thing…every few years is s...
Obstacle 3: the Hiring Decision-Maker<br />
Impact + Presentation<br />
Demonstrating Appropriate Impact<br />Improve Sales<br />Increase market share<br />Improve quality<br />Improve productiv...
Differentiation: be qualified, but different (and better!)<br />
Indicators of a bad resume<br />Overall presentation:<br /> <br /><ul><li> Typos, grammar errors, inconsistent fonts, smal...
 Functional or non-traditional formats (like pulling all the       accomplishments out of the chronology)
 The language in the resume (key words and industry jargon) is misaligned with or missing from the document
 More than 15 years of work history / dates that go back further (with some exceptions, of course)
 Subjugating work history behind anything other than a summary statement (except for those coming right out of school and ...
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Resume construction

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This is a presentation I recently made to fellow career management professionals focusing on successful resume construction and troubleshooting one that is not working.

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Resume construction

  1. 1. Resume submittal: an arduous journey<br />
  2. 2. 3 major obstacles to success<br />
  3. 3. Obstacle 1: Electronic submittal<br />Resumes must contain the language (Keywords) that computer software and staffing personnel are likely to input. <br />Otherwise your resume will sit in a black hole and may never be seen<br />
  4. 4. Best guess on keywords:Resume language matches job descriptions<br />
  5. 5. Keyword mastery<br />Good: Keywords anywhere in the resume (beware ! New technology is catching up to out-of-context ploys)<br />Better: Keywords in current chronology (your job description says you were responsible for using these skills recently; not that you produced results using them)<br />Best: Keywords within recent accomplishments (you produce good results for your company using skills that are in demand!)<br />
  6. 6. Obstacle 2: Staffing Personnel: the guardians of decision-makers’ time<br />
  7. 7. To gain a recruiter’s support, set yourself apart: show how you achieve results better or differently than competitors<br />
  8. 8. Clear focus on a targeted functional position and level<br />Recent and relevant usage of critical skills<br />Demonstrated, measurable and recognized impact on previous employers<br />Promotions and progression to current level<br />To advance, Recruiters need to see:<br />
  9. 9. Recruiters Hate<br />Frequent Unexplained Gaps in Chronology. Unemployed in tough market is one thing…every few years is something else<br />Typographical or grammar errors = careless and lazy<br />“Consultant” without engagements = unemployed in stealth mode<br />Lack of balance, thin recent accomplishment with TONS of old glory = yesterday’s news<br />Accomplishments out of scale = overqualified! Managing a $50M budget ≠ startups<br />
  10. 10. Obstacle 3: the Hiring Decision-Maker<br />
  11. 11. Impact + Presentation<br />
  12. 12. Demonstrating Appropriate Impact<br />Improve Sales<br />Increase market share<br />Improve quality<br />Improve productivity<br />Increase profit<br />Reduce expense<br />Reduce turnover<br />Expand/add territory<br />Launch / build/ develop product<br />Improve compliance<br />Reduce liability / risk<br />
  13. 13. Differentiation: be qualified, but different (and better!)<br />
  14. 14. Indicators of a bad resume<br />Overall presentation:<br /> <br /><ul><li> Typos, grammar errors, inconsistent fonts, small / unreadable font
  15. 15. Functional or non-traditional formats (like pulling all the accomplishments out of the chronology)
  16. 16. The language in the resume (key words and industry jargon) is misaligned with or missing from the document
  17. 17. More than 15 years of work history / dates that go back further (with some exceptions, of course)
  18. 18. Subjugating work history behind anything other than a summary statement (except for those coming right out of school and leveraging that new degree)</li></li></ul><li>Indicators of a bad resume<br />Top section (objective / summary area):<br /> <br /><ul><li> Objective statements (they are passé)
  19. 19. Generic language and format
  20. 20. Focus on task and not impact to employer</li></li></ul><li>Indicators of a bad resume<br />Job chronology section:<br /><ul><li> No bullets or all bullets
  21. 21. No accomplishments
  22. 22. Quantifiers that are inconsistent with target roles
  23. 23. Accomplishments without context (5% increase in sales might be great following 5 years at 2%)
  24. 24. Language used dates the skill set (FORTRAN/Personnel Manager)
  25. 25. Emphasis on the wrong skills (manager vs. hands-on, technical vs. management)</li></li></ul><li>Indicators of a bad resume<br /><ul><li> More space devoted to old jobs than more recent
  26. 26. Self-employed consultants without specific client engagements
  27. 27. Irrelevant, short term jobs
  28. 28. Results without aligned action steps
  29. 29. Missing demonstrations of employer appreciation (rehired, recruited away from competitor, earned award, promotion, awarded additional responsibility)</li></ul>Misc Other categories:<br /><ul><li> Awards without context
  30. 30. No college (very few people have NONE)</li></li></ul><li>Well-written resumes help computers and staffing personnel identify the best candidates, present content in a way to drive superior interviews, and pave the way for larger offers <br />
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