Resumes, Handbills, and Interviews: How to avoid the mistakes that cost you the job offer, use techniques to shorten your job search timeline, and win the offer by edging out your competition. Critically, learn why your resume needs to be Applicant Tracking System (ATS) and PARSING tool compliant. Most resumes are NOT, and often applicants who are not up to date on understanding how often technology and automation plays a role in the process become a casualty. This is perhaps the most critical and important element of conducting a successful search with meaningful activity. Not knowing the ATS/Parsing issues will surely lengthen a job search cycle unnecessarily, while also limiting the opportunity to be interviewed.
The presentation will demonstrate the importance of having Employee Referrals as part of your current and future employment searches. We will first discuss the importance of employee referrals, then how to find Employee Referrals using a virtually unknown free LinkedIn features. Then we will go over common elements to have in an introduction message to an Employee Referral. Finally, we will talk about what to say when you meet a potential Employee Referral.
www.project-manager-interview-questions-and-answers.com - Job Interview Study Guide
-
Here are 5 things you should avoid saying or doing at a your job interview.
-
Job titles related: project manager, project coordinator, project engineer, it project manager, project administrator, senior project manager, project assistant, assistant project manager, project director, project officer, technical project manager, project analyst, project leader, project planner, project controller, interview questions, job interview questions, interview tips, interview questions and answers, job interview questions and answers, job interview tips, job application, interview techniques, interview skills, answers to interview questions, interview preparation, how to answer interview questions, tips for interview, common interview questions, interview answers, questions for interviewer, job hunting, sample interview questions and answers, job interview answers, good interview questions, common interview questions and answers, tips for job interview, top interview questions, questions to ask at interview, best interview questions, interview questions with answers, mock interview, typical interview questions, hr interview questions, questions for job interview, interviews questions, and answers, best interview answers, how to interview for a job, how to answer job interview questions, how to prepare for an interview, how to prepare for interview, question and answer for job interview, second interview questions, basic interview questions, Sample interview questions, questions to ask in an interview, top 10 interview questions, phone interview tips, possible interview questions, questions asked in an interview, interview guide, how to interview, mock interview questions, most common interview questions, phone interview, competency based interview questions, interview advice, basic interview questions and answers, great interview questions, how to face interview, questions to ask at a job interview, job interview skills, top interview questions and answers, job interview techniques, interview for job, interview questions for employers, answers to job interview questions, telephone interview, general interview questions, questions to ask at an interview, job interviews questions and answers, interview job, how to interview well, phone interview questions, good interview answers, job interview preparation, preparing for a job interview, question and answer in job interview, top ten interview questions, tips for a job interview, questions for a job interview, interview questions answers, behavioural interview questions, interview process, questions and answers for interview, best interview questions and answers
Creative Career Hacking 2015: The not-so-well-known ways to find and apply fo...Red Bamboo Marketing
Applying for jobs can be a real drag. You apply to hundreds of jobs on the standard job boards, only to get silence in return. Its demoralizing, time consuming, and downright overdone.
In this new presentation, volunteer career coach and speaker Stephen Murphy shows you a different way to approach the job search process. Learn how to use a variety of digital tools, websites and forums to change the status quo and take a more creative approach to finding your next job online.
This presentation covers the different strategies to source & reach out to candidates when the job market is down. Learn the tips/tricks to convert adversaries to opportunities
Is LinkedIn a mystery to you? Or you are quite familiar with its possibilities, but you feel like you need some additional tips to be more effective in achieving your goal? Or you want to improve your profile so that it is in line with your goal and target group?
We have prepared 18 tips on how to hack LinkedIn as a job seeker. Here’s a quick sneak peek at it and why it’s worth to watch the whole presentation:
- How to write a unique profile summary that nobody can copy as their own, a tagline that doesn’t say “I’m desperately looking for a job” and how to choose proper profile & background photos
- Why your activity should be selective, purposeful and why it’s not worth commenting on everything if you don’t want to be perceived as a spammer
- How to build a valuable network (incl. personalized invitations) and how it can help you achieve your goals by e.g. endorsing your skills or giving recommendations
- Why you should take care of every detail and make sure your profile is flawless. Tip: always assume your reader is a perfectionist!
In this file, you can ref resume materials for hr such as resume tips, resume samples, cover letter samples, types of interview questions, hr situational interview, hr behavioral interview…
Learn how to:
Create profiles that will catch the attention and interest of recruiters and employers.
Learn how to use applications and group discussions to gain credibility in your industry
Learn our to grow and manage your network
A technical writing hiring manager explains the hiring, screening, selection, and interview process and offers tips for applicants to help get their resumes to the top of the pile.
It is necessary to include ways in which you can immediately add value to the organization you are applying to. Here it is made easy for you. With a strong backing of extensive research and recruiter insights, we have compiled a list of important tips you will need to know and do while drafting an impressive resume.
Career Management and Job Search Troubleshooting 101/201 (part 1 of 2 part se...Greg David
Career management and job search TROUBLESHOOTING 101/201---The resume, online professional profiles, and driving job search activity.
Learn the painful mistakes nearly all job seekers make that they are unaware of which significantly lengthens their job search timeline. Learn the ‘best practices’ of proper resume and online professional profile design and construction, applying online, and connecting to people who can help you land. This event will dramatically improve your job search results, help you learn all the seemingly little things that prevent you from being hired quickly, and will allow you to radically shorten the length of your overall job search. Part 1 in a 2 part series.
The presentation will demonstrate the importance of having Employee Referrals as part of your current and future employment searches. We will first discuss the importance of employee referrals, then how to find Employee Referrals using a virtually unknown free LinkedIn features. Then we will go over common elements to have in an introduction message to an Employee Referral. Finally, we will talk about what to say when you meet a potential Employee Referral.
www.project-manager-interview-questions-and-answers.com - Job Interview Study Guide
-
Here are 5 things you should avoid saying or doing at a your job interview.
-
Job titles related: project manager, project coordinator, project engineer, it project manager, project administrator, senior project manager, project assistant, assistant project manager, project director, project officer, technical project manager, project analyst, project leader, project planner, project controller, interview questions, job interview questions, interview tips, interview questions and answers, job interview questions and answers, job interview tips, job application, interview techniques, interview skills, answers to interview questions, interview preparation, how to answer interview questions, tips for interview, common interview questions, interview answers, questions for interviewer, job hunting, sample interview questions and answers, job interview answers, good interview questions, common interview questions and answers, tips for job interview, top interview questions, questions to ask at interview, best interview questions, interview questions with answers, mock interview, typical interview questions, hr interview questions, questions for job interview, interviews questions, and answers, best interview answers, how to interview for a job, how to answer job interview questions, how to prepare for an interview, how to prepare for interview, question and answer for job interview, second interview questions, basic interview questions, Sample interview questions, questions to ask in an interview, top 10 interview questions, phone interview tips, possible interview questions, questions asked in an interview, interview guide, how to interview, mock interview questions, most common interview questions, phone interview, competency based interview questions, interview advice, basic interview questions and answers, great interview questions, how to face interview, questions to ask at a job interview, job interview skills, top interview questions and answers, job interview techniques, interview for job, interview questions for employers, answers to job interview questions, telephone interview, general interview questions, questions to ask at an interview, job interviews questions and answers, interview job, how to interview well, phone interview questions, good interview answers, job interview preparation, preparing for a job interview, question and answer in job interview, top ten interview questions, tips for a job interview, questions for a job interview, interview questions answers, behavioural interview questions, interview process, questions and answers for interview, best interview questions and answers
Creative Career Hacking 2015: The not-so-well-known ways to find and apply fo...Red Bamboo Marketing
Applying for jobs can be a real drag. You apply to hundreds of jobs on the standard job boards, only to get silence in return. Its demoralizing, time consuming, and downright overdone.
In this new presentation, volunteer career coach and speaker Stephen Murphy shows you a different way to approach the job search process. Learn how to use a variety of digital tools, websites and forums to change the status quo and take a more creative approach to finding your next job online.
This presentation covers the different strategies to source & reach out to candidates when the job market is down. Learn the tips/tricks to convert adversaries to opportunities
Is LinkedIn a mystery to you? Or you are quite familiar with its possibilities, but you feel like you need some additional tips to be more effective in achieving your goal? Or you want to improve your profile so that it is in line with your goal and target group?
We have prepared 18 tips on how to hack LinkedIn as a job seeker. Here’s a quick sneak peek at it and why it’s worth to watch the whole presentation:
- How to write a unique profile summary that nobody can copy as their own, a tagline that doesn’t say “I’m desperately looking for a job” and how to choose proper profile & background photos
- Why your activity should be selective, purposeful and why it’s not worth commenting on everything if you don’t want to be perceived as a spammer
- How to build a valuable network (incl. personalized invitations) and how it can help you achieve your goals by e.g. endorsing your skills or giving recommendations
- Why you should take care of every detail and make sure your profile is flawless. Tip: always assume your reader is a perfectionist!
In this file, you can ref resume materials for hr such as resume tips, resume samples, cover letter samples, types of interview questions, hr situational interview, hr behavioral interview…
Learn how to:
Create profiles that will catch the attention and interest of recruiters and employers.
Learn how to use applications and group discussions to gain credibility in your industry
Learn our to grow and manage your network
A technical writing hiring manager explains the hiring, screening, selection, and interview process and offers tips for applicants to help get their resumes to the top of the pile.
It is necessary to include ways in which you can immediately add value to the organization you are applying to. Here it is made easy for you. With a strong backing of extensive research and recruiter insights, we have compiled a list of important tips you will need to know and do while drafting an impressive resume.
Career Management and Job Search Troubleshooting 101/201 (part 1 of 2 part se...Greg David
Career management and job search TROUBLESHOOTING 101/201---The resume, online professional profiles, and driving job search activity.
Learn the painful mistakes nearly all job seekers make that they are unaware of which significantly lengthens their job search timeline. Learn the ‘best practices’ of proper resume and online professional profile design and construction, applying online, and connecting to people who can help you land. This event will dramatically improve your job search results, help you learn all the seemingly little things that prevent you from being hired quickly, and will allow you to radically shorten the length of your overall job search. Part 1 in a 2 part series.
The New Networking: Using Social Media to Land Your Next JobRed Bamboo Marketing
There's a big problem in recruiting today. Companies are posting jobs one place, and applicants are applying elsewhere. This gap is the reason why there are more than 4.5 million unfilled jobs in the US, despite nearly 10 million unemployed Americans on the market.
In this new presentation, we'll show you how to close the gap by focusing job search efforts on one of the fastest growing platforms: social media. We'll discuss the main social networks you need to be on, how to optimize your profiles for success, and where to find the best jobs.
The New Networking: Using Social Media to Land Your Next JobStephen Murphy
There's a big problem in recruiting today. Companies are posting jobs one place, and applicants are applying elsewhere. This gap is the reason why there are more than 4.5 million unfilled jobs in the US, despite nearly 10 million unemployed Americans on the market.
In this new presentation, we'll show you how to close the gap by focusing job search efforts on one of the fastest growing platforms: social media. We'll discuss the main social networks you need to be on, how to optimize your profiles for success, and where to find the best jobs.
Skip to main content Skip to primary sidebarDashboardJobsResumesCovMoseStaton39
Skip to main content Skip to primary sidebarDashboardJobsResumesCover LettersResumes ResumesResume BuilderResume Examples Resume ExamplesNursingCustomer ServiceEducationSalesManagerView AllResume SearchResume Templates Resume TemplatesMicrosoft WordProfessionalModernTraditionalCreativeView AllResume ServicesResume Formats Resume FormatsChronologicalFunctionalCombinationResume ReviewHow to Write a Resume How to Write a ResumeSummaryExperienceEducationSkills SkillsHard SkillsSoft SkillsResume ObjectivesCV CVCV ExamplesCV FormatsCV TemplatesHow to Write a CVCover Letters Cover LettersCover Letter BuilderCover Letter Examples Cover Letter ExamplesCustomer ServiceMarketingSalesEducationAccountingView AllCover Letter ServicesCover Letter TemplatesCover Letter FormatsHow to Write a Cover LetterJobs JobsJobs By Skills Hiring JobsHigher Education JobsMedical Assistance JobsBabysitting JobsConstruction JobsData Entry JobsReception JobsCustomer Service JobsGraphic Design JobsHuman Resources JobsView All Jobs By SkillsJobs By Title Receptionist JobsOnline Teacher JobsMedical Assistant JobsDelivery Driver JobsSecurity Guard JobsDental Assistant JobsRegistered Nurse JobsProject Manager JobsAdministrative Assistant JobsSoftware Engineer JobsView All Jobs By Job TitleJobs By Location New York, NY JobsHouston, TX JobsLos Angeles, CA JobsAtlanta, GA JobsLas Vegas, NV JobsSan Antonio, TX JobsDallas, TX JobsSan Diego, CA JobsAustin, TX JobsOrlando, FL JobsView All Jobs By LocationJobs By Company Amazon JobsWalmart JobsFedEx JobsFacebook JobsMicrosoft JobsPaypal JobsAmerican Express JobsHoneywell JobsTarget JobsStarbucks JobsView All Jobs By CompanyMore Resources Job Apply ToolBusiness LettersMobile AppJob DescriptionQuestionsResourcesAbout AboutReviews Contact jane Settings Help & Support Sign Out Sign In Member Login Home »
Resources »
Resumes »
Resume Basics » Complete List Faqs
Frequently Asked Questions About Resumes: The Complete Resume FAQ
By
LiveCareer Staff Writer
by Katharine Hansen, Ph.D., and Randall S. Hansen, Ph.D.
This article seeks to be the complete compendium on the questions that job-seekers most often asked about resumes. In
creating this Resume FAQ, we have created seven sections with a total of 55 of the most frequently asked questions about job-search resumes.
Here's how this Resume FAQ is divided for navigation ease:
I.
Job-Seeker Resume Basics What is the purpose of a resume? What are the absolute, unbreakable rules of resume writing? What about "breakable rules" of resume writing? Do I need more than one version of my resume? If I've never created a resume before, how do I get started? What are the most important aspects of a resume, and how can I remember them?II.
Resume Components What should be included on a resume? There's nothing tricky about listing my name, is there? What if my name is hard to prono ...
Disclosure Script Assignment
Assignment Instructions
Using the resources and information provided in Unit 2 and Unit 4:
1. Create a script for a customer to use when speaking with an employer during the interview for an administrative specialist. The customer uses a wheelchair due to a physical disability. They have chosen to disclose the use of wheel chair, but not any medical information. They need work site accommodations related to the use of their wheel chair in an office setting. Provide enough information to indicate what their need is and what solution(s) they are recommending. The office they are interviewing in and will be working in, is ADA compliant.
2. Create a 2nd script for a customer with a specific learning disability (dyslexia) to use when speaking with an employer. This customer has chosen notto disclose their disability. They are interviewing with an employer for a retail job. Provide enough information to indicate what their need is and what solution(s) they are recommending.
3. Provide the links used to research the information for each script.
4. Name the form(s) using the same format as in previous assignments.
Rubric
Disclosure Script Rubric
Disclosure Script Rubric
Criteria
Ratings
Pts
This criterion is linked to a Learning Outcome1. Created a script for a customer described in the instructions.
5.0 pts
Full Marks
Script addressed the disability, accommodations related to the case study, and customer's needs were addressed. No medical information was shared. Link provided for research.
3.0 pts
No Description
Script did not address disability, accommodations for specific job listed in the instructions or needs of the person.
2.0 pts
No Description
Script was not appropriate for situation provided in instructions. No link provided for research.
0.0 pts
No Marks
Did not follow instructions. Information disclosed was against the choice of the customer.
5.0 pts
This criterion is linked to a Learning Outcome2. Create 2nd script for a customer described in the instructions.
5.0 pts
Full Marks
Script did not disclose disability, and the customer's needs were addressed in relationship to job and disability stated in instructions.. Link provided for research.
3.0 pts
No Description
Script did not address the needs of the person, did not suggest ideas related to the job stated in the instructions and/or disability.
2.0 pts
No Description
Script was not appropriate for situation provided in instructions. No link provided for research.
0.0 pts
No Marks
Did not follow instructions. Script disclosed the person had a disability, directly or implied.
5.0 pts
Total Points: 10.0
Job Searching All Rights Reserved Page 1 of 7
W O R K P L A C E I N C L U S I O N & S U S T A I N A B L E E M P L O Y M E N T
Job Placement Specialist
Job Searching and Record Keeping
Food for Thought
The best way to perform a job search is
to treat the search as if it were a job.
Performing a job search, the act of searchin ...
Using LinkedIn to Build Your Online Resume, Reputation & ConnectionsRick Galan
Slide deck for a presentation I gave at a Salt Lake City Social Media Club.
Covers some best practices for setting up and maintaining your LinkedIn profile.
Social Media and Online Tools for Your Job Search ClearedJobs.Net
Each quarter our team volunteers to support State Department employees in their career transition from government service to private sector employment. We teach them skills to use online and offline to support their job search
Sharla Taylor, CPRW, CCELW shares three words you can use as a litmus test to evaluate the effectiveness of your resume. You can find more job search resources at www.writtenbyapro.com.
Win or Lose---What Not to Do. Common Job Search Myths and Errors By Greg Davi...Greg David
Today's successful job search looks significantly different than it used to and unfortunately most in search mode are unaware of how to have the kind of success available to others who have mastered the "New Model" of job search and advanced to "playing chess" while traditional job seekers continue to play checkers. The game is different, the playing field looks the same but it isn't.
Learning the New Model not only makes a successful job search quick(er), fast(er), and easy(ier), it also helps professionals begin to learn the real process of successful career management which will protect them in the future from being being in transition again, or significantly lessens the time and resources to land in the future from months and months down to days and weeks, if at all. Presented by Greg David (Laka) of Laka & Company. Greg has been in the executive search and human capital advisory marketplace for more than 30 years and has also founded a separately successful firm helping others learn the new model of job search and career management.
Greg.David@Laka.com
The Future of Labor in America moderated by Greg David LakaGreg David
Learn about labor trends and why you should strongly consider getting away from the false sense of security and stability that Corporate America no longer offers. Learn why more than 50% of working citizens in America are no longer corporate W2 employees, and how the fastest growing labor market sector can benefit you and your family far more than traditional employment opportunities. Delivered and moderated by Greg David Laka of Laka & Company.
The Future of Labor in America: Solopreneurs, Entrepreneurs, Contracting, and...Greg David
Learn about labor trends and why you should strongly consider getting away from the false sense of security and stability that Corporate America no longer offers. Learn why more than 50% of working citizens in America are no longer corporate W2 employees, and how the fastest growing labor market sector can benefit you and your family far more than traditional employment opportunities.
The Essential Use of Social Media in Career Management and Job Search: Becomi...Greg David
Using social media has become a critical tool for professionals to manage their long term career success and job search activity. Historically people used a "Happy---don't look" and "Unhappy---look" methodology for creating change and growth in their career. Today, this methodology guarantees a rocky road ahead filled with a small and lethargic network, a lack of Subject Matter Expertise notoriety, and use of poor career growth techniques.
Effective use of technology in a job search by Greg David of Laka & Company G...Greg David
How to use technology in a job search to maximize results while reducing your time in the market significantly. What works and what does not. Learn the best practices of those that land in a much shorter amount of time, with less frustration and stress, while getting multiple offers. Presented by Greg David of Laka & Company. Greg.David@Laka.com / 312-528-9107. www.linkedin.com/in/gregdavid
You've Landed! The critical importance of NOT starting a new job like you hav...Greg David
It is NOT just the job search world that has changed---it is the ENTIRE career management world that has changed, and it continues to change at an ongoing rapid pace. Learn how to ‘onboard’ and begin a new employment relationship in a unique and very different way than you have before. Increase your long term job stability, success, and growth. Created and shard by Greg David Laka of Laka & Company. Greg.David@Laka.com 312-528-9107.
Ongoing learning & becoming a findable subject matter expert & how to foster ...Greg David
An introduction on the "new model" of job search & career management. If you learn it, & are doing it right, you'll never have to do a job search again. If you are replying to job board posts, your doing it wrong. Learn what to do to gain control of your process and outcome. Be well.
Career management and job search TROUBLESHOOTING 301/401---The interview, adv...Greg David
Part 2 in a 2 part series. Learn the painful mistakes nearly all job seekers make that prevent them from being selected for interviews, advancing in the interview cycle, or being selected for hire. If you struggle with interview activity or keep coming in number 2 or 222, this program will help. Information shared will help you improve your job search interview success, learn all the seemingly little things that prevent you from being hired quickly, and allow you to radically shorten the length of your overall job search.
The Importance of Planning, Metrics, Improvement, Accountability in a Job Sea...Greg David
The critical importance of planning, metrics, improvement, and accountability in a job search. How to set yourself for superior performance and consistent improvement tremendously shortening your job search while successfully driving up job search activity on a daily and weekly basis.
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
An information presentation and advisory relevant to all organizations on the reality of unemployment high demand talent demographics. An overview as to the data behind the coming wave of employee turnover in corporate America, and what to do to counter it. A sharp focus on the critical importance of managing the candidate experience, something that most organizations do very poorly in the eyes of the candidate population, and how to correct this widespread dysfunction.
Professional Coaching in a Job Search by Greg David of Gregory Laka and CompanyGreg David
The importance of using a job search coach to significantly reduce the time it takes to land a new job while reducing the number of costly mistakes navigating today's job market and job search process. By Greg David of Gregory Laka and Company.
The top do's and don'ts in a job search. Times have changed in a job search....Greg David
The Top Things to Do and Not Do in a Job Search by Greg David of Laka & Company. How to achieve the best results, while avoiding the typical mistakes in a job search. Times have changed in a job search. Are your job search skills still relevant and current? More than 95% of professionals fail to be relevant and current. They may not have directly caused their unemployment, yet they virtually create it’s lengthy and painful timeline due to poor and outdated mindset, philosophy, strategy, activities, and lack of clarity as to what essential things to do, and stop doing that create job search failure in this new labor market models and cycles.
Hitting The Bullseye in a Job Search: How to land more quickly and with less ...Greg David
Hitting the bulls-eye in an interview is about eliminating common interview mistakes, and performing interview best practices. Even in a down job market, people are being hired all the time. Why shouldn't it be you?
Campaign Based Employment Search by Greg David of Laka and CompanyGreg David
The most powerful job search activity you can perform is doing a campaign based job search. More people land through this type of process but most never use this methodology. Use it and see different results today! By Greg David of Laka and Company.
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Resumes, handbills, and interviewing (Greg David) (Laka & Company) (Laka and Company)
1. RESUMES, HANDBILLS,
AND INTERVIEWING
HOW TO DEVELOP RESUMES THAT
GET ATTENTION, AND HOW TO
ADEQUATELY PREPARE FOR THE
INTERVIEW PROCESS.
Laka & CompanyGreg David
Greg.David@Laka.com
312-528-9107
2. The past does not equal the
future…
What has worked in the past in a job search will not
necessarily work today. In fact, most previous job
search activities that you have performed will likely
yield poor results, and when they do, the activity is
likely to be highly competitive with little chance of
a positive outcome in a short period of time.
However the good news is that you can achieve
positive results if you know how to adapt to this
new marketplace.
3. Resumes, Handbills, and
Interviews
Perhaps the three areas of a job search that have
changed more than any other are writing and
submitting resumes, developing ‘handbills’ for use
in networking events, and interviewing in the most
competitive marketplace of your lifetime.
Today you will learn the common mistakes that
significantly lengthen a job search, and the
successful strategies to shorten your job search
timeline while yielding more positive results.
4. Most job seekers shoot themselves in the foot by committing job search “sins”
that eliminate their candidacy right off the bat.
RESUMES: THROW OUT THE “OLD RULES”
One rule
is still
true:
Your
resume is
the first
impression
that you
make on
others. It
must be
accurate,
and
flawless.
5. Resume MISTAKES: Typos.
Typos: More than 85%
of the resumes we
receive have typos.
Typos include
intermittent use of
periods, and
Overcapitalization.
Most firms will rule you
out for a single typo.
Have your resume proof
read by a professional.
Do NOT rely on spell-
check.
Watch out for
fragments, run-on
sentences, and other
common grammatical
errors.
6. Resumes: Tell the truth
Do not lie or even stretch the truth.
You will be found out, and it may be after you are
already working for the organization.
People are regularly terminated weeks, months, and
even years after being hired for lying.
7. Don’t join the job search madness!
In an article, entitled “Confessions of IT Job
Seekers”, Baseline Briefing shared the following:
23% of IT workers say it's fine to participate in underhanded or otherwise
"out of the ordinary" tactics to get a job.
15% say such tactics are necessary because the job market is so tough.
Over 20% say they're fine with claiming someone else's work as their own.
32% of workers would create a problem so they could fix it and earn
brownie points.
8. Resume MISTAKES: Simple is
critical
Avoid ALL pictures, borders, images, shading, etc. These reduce
the number of times your resume is put into a database for
consideration. This makes your resume non-ATS compliant.
NEVER put your contact information into the header or footer.
NEVER. This often makes your resume non-ATS compliant.
ALWAYS have your COMPLETE contact information on each page
of the resume. This includes COMPLETE residential address AND
social media URL’s. This makes your resume ATS compliant.
Make sure you are not mixing up present and past tense in current
and prior scopes of responsibility.
9. RESUME SUICIDE
ONLY use a business format email address such as
firstname.lastname@gmail.com or an acceptable
variation.
NEVER use AOL, YAHOO, SBCGLOBAL, or
EARTHLINK. ONLY use GMAIL for email.
NEVER use a different email address for job search or
on your resume. NEVER. NEVER. NEVER.
NEVER.
10. RESUME SUICIDE
Avoid use of cliché’s, jargon, slang, vague or general
statements, and negative words.
DO NOT send your resume repeatedly to the same
firm, or apply online to multiple jobs at the same
organization. You will get blackballed.
DO NOT use links/URL’s share your resume. It must
always be attached and copy and pasted into the body
of the email.
11. RESUME SUICIDE
NEVER capitalize or bold your name in resume.
NEVER use a modern or unique format.
ONLY use a traditional structure to a resume with your
full name, full residential address, full contact
information including social media addresses at the top
of the resume, centered in an old school format.
NEVER embed social media URL’s into icons.
12. RESUME SUICIDE
Resumes should be 3-5 pages long. Anything contrary
shows unconscious incompetence at understanding
modern hiring process, technology, strategy, and
performance.
You also need to understand that in reality a resume is
0 pages long. Once integrated within an ATS, they
become nothing more than a data file. Only printed
resumes that are taken to an interview have actual
pages. Those should have contact data and page
number on each page.
13. RESUME DEPTH & CLARITY
Resumes need to educate an audience so
completely that there is no doubt as to your skill,
scope, strength, value, and benefit.
This makes it easy to rule you out which is the goal
when you cannot make it to offer.
This makes it easy to fast-track you to the point of
offer which is the ultimate goal.
If they have to speak to you to determine fit, you are
doing it wrong.
14. Competitive Edge
Get a smart phone (Android, iPhone). Be reachable 24
x7 via phone and email. THIS IS CRITICAL. Be able
to send your resume from your device.
When doing any kind of follow up, always have your
resume attached to the email. Always.
NEVER upload your resume to LinkedIn but do have it
attached to your profile. Put it on Slideshare.com and
copy/paste the URL into your LinkedIn profile while in
edit mode so it is downloadable.
15. Competitive Edge
Have multiple versions of your resume attached to your
LinkedIn profile as well as in all the resume banks.
Monster, CareerBuilder, Indeed, ZipRecruiter, Slideshare,
etc.
Perform resume SEO daily, d-a-i-l-y, DAILY!!!!!
To miss a day or two here and there is INEXCUSABLE.
This shows a fundamental lack of understanding of the
sourcing, recruiting, and hiring process.
16. Competitive Edge
You should automate resume distribution. Not doing
this will prevent most firms who have roles you fit
from being able to contact you.
You MUST be in the proprietary databases of all the
hiring organizations, resume databases, and recruitment
firms BEFORE they have a job you fit. BEFORE!
Email me at Greg.David@Laka.com and I will share
an automated resume distribution tool for you to use.
17. Don’t Use This Competitive Edge
TRUE: Most searches of resumes occur through keyword or
buzzword searches.
TRUE: The challenge is to get your resume to come up more
often, higher in the search returns, with a more favorable
statistical ranking.
STEP ONE: Type a list of keywords that others would use to
search for someone like you. Also write down as many of the
keywords or buzzwords that firms use in their job description
requirements when they look for someone like you.
18. Don’t Use This Competitive Edge
STEP TWO: Change the font to 1 and turn font color to
white. Copy the block of data. This is OUTDATED.
STEP THREE: In the margins of your resume
(wherever there is currently blank space, but NOT at
the end of your resume) proceed to paste the data.
Repetition is your friend! This is OUTDATED.
This ‘trick’ will substantially improve your ‘resume
ranking’ when firms do resume searches and increase
the number of times you are considered. This is
OUTDATED.
19. Updated Competitive Edge
Most searches of resumes occur through keyword or buzzword
searches. The challenge is to get your resume to come up
more often, higher in the search returns, with a more favorable
statistical ranking.
But some modern ATS’s know this trick.
STEP ONE: Type a list of keywords that others would use to
search for someone like you. Also write down as many of the
keywords or buzzwords that firms use in their job description
requirements when they look for someone like you.
20. Updated Competitive Edge
STEP TWO: Create a section at the end of your
resume called ‘Summary of Skills”.
STEP THREE: Copy and Paste the list of keywords
you designed and developed, under that category.
This ‘trick’ will substantially improve your ‘resume
ranking’ when firms do resume searches and
increase the number of times you are considered.
21. Old school VS New school
The old way of
resume writing is to
simply tell the reader
what your scope of
responsibility was.
Often written
“Responsible for….”
This is boring and will
not get results.
The better way to
write a resume is to
put ACTION and
ATTENTION getting
words (be careful to
avoid FLUFF).
Sentences often begin
with an action oriented
verb: “Lowered,
Increased, Improved,
etc”.
The rule of thumb is to begin each bullet or sentence with an action verb.
22. RESUME Do’s and Don’ts
Do NOT use an objective or summary. Screeners focus
on this to rule people out as quickly as possible.
You may use an objective if it is surgically strategic,
but you still run the risk of hurting yourself with the
‘confidential or unwritten requirements’.
DO use a reverse chronological method. Avoid
accomplishment or functional focused resumes.
23. RESUME Do’s and Don’ts
You are supposed to have at least 2 resumes at all
times (many more if you are really astute).
We take attractive resumes with formatting to the
interview.
We NEVER use attractive resumes with formatting
electronically.
The resume we use most and always electronically
has NO FORMATTING. None. Nada. Zilch!
24. RESUME Do’s and Don’ts
NEVER write your resume in the 1st or 3rd person.
NEVER have a 1 or 2 page resume. Anyone who says you
should is outdated and doesn’t know it.
ALWAYS have your contact info on every page, but
NEVER have it in the header or footer of the resume.
ALWAYS provide your resume as a txt and MS Word doc
ONLY when sending to someone electronically. Always
send a resume as a Word 2010 version. NO PDF’s.
25. RESUME Do’s and Don’ts
NEVER use personal pronouns in a resume (I, my, me, etc).
NEVER use the words ‘work with’ or ‘familiar with’.
If you were not born in the US have someone who is well educated
in the English language proof read your resume. Use of words like
‘til date’ and ‘to date’ show poor proper command of the English
language.
ALWAYS quantify where possible (i.e. dates, figures, percentages,
numbers of quantity, increases, decreases, etc).
NEVER bold or underline for emphasis.
26. RESUME Do’s and Don’ts
NEVER include personal information, hobbies, salary
information, reasons for leaving, references, or the
phrase ‘references available upon request’.
Do not copy and paste responsibilities from one job to
another even if it is the same scope of responsibility.
Do not repeat the same words over and over. Use a
thesaurus.
Do not leave off dates, stretch dates to cover gaps.
27. RESUME Do’s and Don’ts
NEVER think you are a ‘good fit’. It is impossible for any job
seeker to know they are a good fit when they don’t know:
Unposted requirements.
The ‘profile’ associated with the role.
The positive or negative characteristics associated with the role or the
incumbent or previous people in the role.
Unique experience not disclosed.
Unique skill desire but not disclosed.
Issues the hired employee has to deal with.
What the puzzle fit is with the rest of the team.
Diversity hiring requirements if they exist.
The reason the role is really open.
28. RESUME Do’s and Don’ts
NEVER, NEVER, NEVER, NEVER, NEVER,
NEVER, NEVER, NEVER, NEVER, NEVER,
NEVER, NEVER, NEVER, NEVER, NEVER, apply
online and then try to network your way.
That is like putting your underwear on over your pants.
It doesn’t just make you look funny, it also makes you
look completely uneducated.
It really angers people, departments, and entire
organizations. This is a great way to get blackballed.
29. ACTION WORDS ARE A MUST!
Action words create interest in your skills and draw attention to
your accomplishments. Most resumes fail to use them, and are
boring to read.
Action verbs by category:
http://www.stetson.edu/administration/career-and-professional-
development/media/pdfs/action_verbs_and_transferable_skills.pdf
Action words alphabetically:
http://www.elancolibrary.org/elanco/lib/elanco/images/employment/
resume_cover_letters/action_verbs.pdf
Avoid assisted, contributed, supported, successfully. Too vague.
Also avoid ‘responsible for’. Use verbs.
30. RESUME Do’s and Don’ts
NEVER tell people you are successful, dynamic, a
self-starter, etc. This is arrogant and alienates the
reader. Use ‘award winning’ and lose.
If you will mail your resume, never fold it. Send it
in a 9x12 labeled envelope.
Education should be included after your work
experience unless you are just entering the work
force.
31. RESUME Do’s and Don’ts
Identify the ‘profile’ they are hiring to. It is right in
front of you.
Be findable: Populate the “right” sites with your
content. Have multiple versions of resumes on each.
Know how to do resume SEO (Search Engine
Optimization). This is #1 daily! DAILY!
32. RESUME GOLD
Develop ‘mini clips’ for YouTube or MySpace or
other sites where you have video clips that speak of
your Subject Matter Expertise (SME).
Develop articles and whitepapers that you have
made available to the public on the Internet.
Provide hyperlinks to these in your resume so a
reader can literally click and go to your RESUME
GOLD.
33. Cover Letters or Email Content
NEVER claim to be a perfect fit for the job. It makes you
look foolish and demonstrates assumption without knowing
facts. There usually are confidential or unpublished
requirements. Smart firms want to avoid hiring this
behavior.
NEVER demand that they call you at their earliest
convenience. This makes you look arrogant and dated.
NEVER indicate that you will follow up with a personal
phone call. You will alienate yourself from most recipients
before you even speak to them. It also makes you dated and
signals you are high maintenance.
34. Cover Letters or Email Content
Never request time ‘to learn more’ about the opportunity, role,
company, etc. This practice became extinct a decade ago.
Your cover letter or email content is an opportunity to
highlight what you perceive to be strengths, but it is critical
that you narrow your strengths to the job description or
information provided. Don’t sell what they may not be
interested in.
Often, it is the very information that most job seekers
highlight that tends to cause the reader to lose interest.
35. Cover Letters or Email Content
Have ALL of your contact information in each
email you send out in the event the recipient cannot
open an attached file or to make it easier/faster for
them to contact you.
Have your email configured so all replies include
all of your contact data too.
This also makes it easier/faster for someone to get
to you. Do the same with your phone (this means
you Apple users)!
36. Resumes, Cover letters, and
Emails
ALWAYS tailor them for each role you apply for,
resume you send, and always include the resume as an
attachment when doing future correspondence.
Use www.JobScan.com for each role you apply for.
Keep a diary or log of each time you send a resume,
and make sure you do not send and resend to people or
firms over and over. Use www.JibberJobber.com
NEVER use templates from others for anything.
37. Use a PULL APPROACH instead
of a PUSH APPROACH
PUSH techniques alienate and make you appear
irrelevant, outdated, and unskilled.
Anything seen as ‘pushy’ is a PUSH technique.
Those who PUSH play checkers.
Smart, savvy, successful people PULL and play
chess.
38. Use a PULL APPROACH instead
of a PUSH APPROACH
Using a PULL approach is where you provide DATA that
triggers their hot buttons or search criteria.
You want to PULL them towards you based on how their hot
buttons jump off your resume.
Cast a net that is wide and deep when you disperse your
resume. You must also make each resume submittal
surgically strategic. Lastly, you must LURE them to you
by your use of RESUME GOLD, and by being reachable
24x7.
39. Google defines a handbill as a circular or flyer or
leaflet or promotional literature or advertisement. It
is all of these things, it is wonderful, and it is
critical for use in networking.
Handbills—What are they?
40. Handbills
What they are: 1 page POWER documents.
Resumes focus on where you have been. Handbills tell
others where you want to go.
They are marketing focused---they promote you as one
would promote a product or service.
41. Handbills
Where to use a handbill? An overlooked form of networking
are ‘roundtable’ or ‘round robin’ type networking events.
Often, people shy away from these because they are
uncomfortable or unfamiliar with them. The key is to get
out of your comfort zone, and get good at this activity.
People who become very good at these types of networking
events meet a large number of people in a short period of
time. You can build armies of supporters quickly and
efficiently at a low cost.
People who are skilled at this perform better in interviews.
42. Handbill Example
NAME AND CONTACT INFORMATION (AS IF IN A RESUME):
SEARCH OBJECTIVE:
PROFESSIONAL QUALIFICATIONS:
INDUSTRY EXPERTISE:
POSITIONS HELD / COMPANY:
ATTRIBUTES OF TARGET BUSINESSES:
TARGET COMPANIES:
EDUCATION:
43. Business Cards/Micro Handbills
Micro Handbills are a creative way to use business
cards more effectively.
Have a normal business card on the front. On the
back, you have essentially a micro handbill, where
you assemble bullets of information on your skills.
44. Handbills and Micro Handbills
Whenever distributing your handbills and micro
handbills, stand out by:
Being energetic, radiate positive enthusiasm, and smile
continuously. You will be a stark contrast to your
‘competition’.
Speak clearly, and have a ‘BRAND’ and Subject Matter
Expertise (SME) prepared, and well practiced.
NOT an ‘elevator speech’. Those are extinct and useless.
45. Knowing YOUR Brand and SME
Only 5-10% of candidates have an effective ‘brand’ and can
communicate their SME.
Proper brand and SME is unique compared to others who
do what you do and it focuses on the VALUE you create
and benefit employers can receive. It DOES NOT focus on
FUNCTION or TITLE.
Of the last 50+ ‘stories’ I have observed, not a single one
had a brand nor SME. All they did was verbalize what they
wanted, or what the functional job they previously had was.
Fixing this is CRITICAL to getting to offer!
46. Brand and SME
It consists of no more than 130 words and lasts no longer than
30 seconds.
It is simple and memorized. It tells someone what you do
from a VALUE perspective.
I project manage computer programming is NOT a value statement.
I am an accountant is NOT a value statement.
47. Brand and SME
It isn’t just memorized. It is rehearsed and
delivered in an Academy Award winning fashion.
Body language enhances the verbalized content.
Content is filled with clear, real, desirable value
that pulls the audience in with their desire to hear
more.
Positive energy and passion reinforce the value
message.
48. Most candidates today are ill prepared to interview.
They are unskilled as to how to interview, do little
research or preparation, and are commonly ruled out due
to their performance, not their job skill.
As a result, most are out of work much longer than
necessary.
Preparing For The Interview
49. Scheduling the Interview
It should be as close to NOW as possible, whether it is
convenient or not.
Most people over analyze the best day, time, etc. to
have the interview.
Most people think of what is currently on their plate
when scheduling an interview.
These are common competitive blunders. People who
do this do not win as many job offers.
50. Scheduling the Interview
Make the RIGHT choices!
Candidate delayed vacation to interview.
Candidate came back early from honeymoon to interview.
Candidate came back in middle of trip to Disney World to
interview then flew back---at own expense.
Candidate went on an out of state interview even though it
conflicted with her wedding anniversary.
51. Preparing for the Interview
Do research! More than 75% of candidates are ruled
out due to lack of information they are able to provide
on the organization.
Be prepared! Have well written questions to ask on the
organization, industry, role, etc.
Be prepared! When is the last time you read books on
how to interview, or better yet, interviewing from a
hiring manager’s perspective (i.e. behavioral
interviewing).
52. Understanding the Interview
Get fewer offers.
Get lower offers.
Firms invest less in these people.
Career progression slows in time.
In demand only when job market is
strong.
Network is smaller.
Network is less powerful.
Periods of little control over career.
Job searches stressful at times.
Get more job offers.
Get higher job offers.
Hit career fast track.
Career progression strong and
consistent.
In demand regardless of health
of job market.
Network is large.
Network is powerful.
More control over life of career.
Job searches rarely stressful.
The purpose of interviews is for
them to sell me.
The purpose of interviews is for
me to sell them on my value.
53. Interview Wisdom
Interview any place, any time, for any job (within
reason) placing no limitations.
Focus on making people fall in love with you.
Say ‘no’ only when you get a job offer.
Make everyone you meet a hero of yours.
Your network will be large and powerful.
Should you ever ‘hit the street’, you will be picked up
quickly.
You will end up with job options your peers never get.
54. Interview Wisdom
DO NOT try and control the interview, interview cycle, or
interview timeline.
You do not have control nor leverage until the time of an offer.
In a competitive job market, even then there is little control or
leverage.
Listen, listen, listen! Nearly ¼ of qualified candidates are
ruled out because they failed to answer the questions.
Don’t tell stories nor tell them what YOU want them to
know. Just answer the question briefly, ask if they want
more detail, and then ask if you answered their question.
55. Interview Wisdom
Assume the follower role in an interview and let
the person or people interviewing you assume the
lead role.
Do NOT hijack the interview or try to take the reins.
They do NOT belong to you.
Let them have the control and focus on providing the
answers to the questions posed.
56. Interview Wisdom
Always send thank you emails (NOT hand written notes) after an
interview.
Proof read them thoroughly.
Send them each time regardless of the number of interviews in the cycle.
Send them to each person.
Do NOT send the same thank you to each person.
Include examples of work, or articles or whitepapers that may be helpful to
the recipient.
57. Nearly 70% of phone interviews result in failure.
More than 90% of the time, the person could have
succeeded and it was within their control.
The Phone Interview
58. The Phone Interview
NEVER use a cell phone to conduct a phone
interview.
Eliminate all background noise and disruption.
Have a copy of your resume in front of you.
Sit, don’t stand.
59. The Phone Interview
Understand that phone interviews are usually one way
interviews with little to no opportunity to ask
questions.
Demonstrate your ability to be flexible and “play well with
others”.
This is also of benefit to you since it eliminates the
investment of your time, effort, and resources normally
invested in a face to face interview.
Listen for checklist questions!!!
60. The Phone Interview
Have a mirror in front of you so can view and adjust your body
language. Smile continuously.
Have research data in front of you on the firm, industry, etc. If
possible, have a copy of the job description. Really know this
information well.
Have an abundance of intelligent questions written and prepared
(nearly ¼ of all candidates are ruled out for not asking good
questions).
Demonstrate interest, energy, and passion for the role (nearly ¼ of
all candidates are ruled out for showing lack of interest).
61. Long gone are the old days of winging it on
interviews. Today’s applicants will find
themselves competing with better, smarter, more
savvy candidates who are better prepared, better
networked, and less expensive.
Success can be yours if you know the critical
factors of success and are well prepared.
Face to Face Interview
Preparation
62. Face to Face Interviews
Dress for success: Unless told not to, always dress
conservatively and in a suit with tie for the men, and
dress or women’s pant suit for the ladies.
Do NOT dress in business casual or casual attire unless you
are told to.
Someone sharing that you can come to the next round in
more casual attire might be a test.
LISTEN FOR CHECKLIST QUESTIONS!!!!!!!
63. Face to Face Interviews
Leave your cell phone, pager, etc. in the car.
Do NOT wear any cologne or perfume.
If you are a smoker, do NOT smoke for 2 hours before
the interview----wear the patch.
If you are late, it is the kiss of death.
Arrive no earlier than 15 minutes.
64. Face to Face Interviews
Fill out the application completely (do NOT write ‘see
resume’). Where it asks for expected salary, put ‘open’ or
‘negotiable’.
Treat every person you meet well. Every person.
Act as if someone is always watching. In the parking lot.
The elevator. The lobby. Always. Never let your guard
down.
Do not ask about salary or benefits until HR broaches the
topic.
65. Face to Face Interviews
Extend your research on the organization beyond
just a quick visit to their website.
Be confident with a good handshake and ‘look
them in the eye’ confidence.
This is a chance to expand your network and make
new friends. The long term value is enormous.
66. Face to Face Interviews
NEVER say anything negative about anyone, anything,
especially previous employers, projects, co-workers,
etc.
NEVER discuss anything that is sensitive to the
general population such as politics, religion, sex,
natural disasters, catastrophic events, foreign affairs,
etc. NEVER, NEVER, NEVER!!!!
NEVER take your interview game face off even if you
begin to become “old friends”. NEVER, NEVER,
NEVER!!!
67. Face to Face Interviews
Bring 5 copies of your resume to the interview (unless
you know you need more).
Get a business card from each person you meet with
(write down their name and title and email address if
they do not have a card with them).
Bring intelligent prepared questions to the interview
broken into several categories (i.e. industry,
organization, role, why do you work here, etc). You
need 5 prepared questions for each person you meet
with. 5 people=25 questions.
68. Face to Face Interviews
Don’t brag or name drop----this is the sure way to
ensure a loss.
Don’t needlessly disclose that you are actively
interviewing with other firms unless asked. Share
the information humbly.
Focus on humbly getting everyone you meet to fall
in love with you.
69. Face to Face Interviews
Focus on being a beacon of enthusiasm, positive
energy, and someone who is solutions focused.
If you do not know the answer to a question,
simply tell the interviewer. Do not lie, and do not
guess.
A great way to respond when probed about a skill
you do not have is: “I have always wanted to
_______. Would I get to do that in this role?”
70. Face to Face Interviews
Listen to the QUESTION. LISTEN, LISTEN, LISTEN! If you are
unsure, ask them to rephrase it.
Do NOT go off on tangents. You are virtually guaranteeing
yourself a loss.
If you know that there may be a ‘long’ answer, ask the interviewer
if they want the short or long answer. Then proceed carefully.
The clock is ticking. Do NOT monopolize the interview or talk too
much because you will prevent the interviewer from completing
their prepared interview questions. If they fail to get through them,
you are likely to be ruled out.
71. Face to Face Interviews
After answering each question, ask them:
Does that answer your question?
Would you like more detail?
Was my answer too long?
72. INTERVIEW GOLD QUESTIONS
How do I compare to others performing this role now?
How do I compare to other candidates you have
interviewed?
How do I compare to your ideal or dream candidate?
How do I compare to the person that was in this role
previously?
73. INTERVIEW GOLD QUESTIONS
What concerns do you have about my experience?
What concerns do you have about my interview?
What can I do to improve my interview
performance?
How may I improve my candidacy?
How can I alleviate concerns that you may have?
What gaps do you see in my experience?
What strengths do you feel I have for this role?
74. Interview Maturity: Do you have it?
Don’t choke the baby! Most people choke their candidacy out of poor
emotional or interview maturity or desperation.
It is impossible to get them to hire you by following up over and over.
It is possible to follow up too much and ‘turn them off’.
When in doubt, channel your nervous energy and anxiety into things
you can control.
Whatever timelines they establish and share, rarely will those timelines
be accurate. When in doubt, LEAVE THEM ALONE!
75. Use the Internet
Use known resources like www.crains.com and
www.wsj.com and www.cnn.com and
www.hoovers.com to do research on firms.
Target industry magazines and journals and get
your hands on annual reports to perform due
diligence.
76. INTERVIEW GOLD
If you are interested in the role and company, tell them.
Do NOT play poker and do NOT play hard to get.
Be prepared to explain WHY.
The number of firms passing on qualified candidates
who commit this ‘interview sin’ is at an all time high.
If you like them, tell them and be sincere, genuine, and
be able to articulate when asked, WHY IT APPEALS
TO YOU.
Make sure your response is NOT fluff and NOT vague.
77. INTERVIEW GOLD
Organizations today do NOT hire the best candidates. They never
do.
They hire the candidates who interview the best.
That is great news for you as you have complete control over how
well you interview.
Take ownership and be accountable for your interviewing success.
Become the best interviewer and you will be the one that wins the
offer more often, with greater success.
78. Recommended Reading
Who Moved My Cheese by Dr. Spencer Johnson
and Ken Blanchard.
Winning Job Interviews by Dr. Paul Powers
Acing the Interview by Tony Beshara
Interviewing Skills by Tim Hindle
Competency-Based Interviews by Robin Kessler
You’re Hired! by Lorne Epstein
Instant Interviews by Jeffrey G. Allen
79. Read what they are reading!
High-Impact Interview Questions by Victoria A.
Hoevemeyer
Hire With Your Head by Lou Adler
Crisp Behavioral-Based Interviewing by Terry L.
Fitzwater
96 Great Interview Questions to Ask Before You Hire
by Paul Falcone
80.
81.
82.
83.
84.
85. REMINDER: It’s all about the
TECH!
Applicant Tracking Systems (ATS).
Resume PARSING tools.
The most common errors in job search involve using
documents, files, content that fails when it comes into
contact with the ATS or with PARSING tools.
Chances are, yours fails too. And if it cannot be retained
correctly in the ATS, or PARSED correctly, you DO NOT
EXIST. Think ‘automatic deletion’. UGH!
87. THEN REMEMBER!!!
Use an UGLY resume (txt version) to apply. Bring
the attractive resume to the interview. When
emailing, send both. NO PDF’s!!!
Stop CAPITALIZING your name at the top of your
resume.
Stop using formatting of ANY KIND including
bold, italics, underlines, etc.
Eliminate all pictures, graphics, lines---anything to
make the resume “look” good.
88. THEN PAY ATTENTION!!!
NEVER include certs or other info with your name
(i.e. CPA, MBA, PMP, etc.). This is true in your
resume and on sites like LinkedIn.
NEVER alter the traditional structure or workflow
of a resume.
ALWAYS include FULL residential address and
FULL contact information.
Unless you are Gandhi or Madonna, use your
FULL name.
89. REMEMBER!!!
A traditional resume begins like this:
Full name
Residential street address
City, State Zip code
Phone
Email address
LinkedIn address
Twitter address
90. THEN PAY ATTENTION!!!
Deviate from that and become a ‘statistic’ as the
technology used to add you to the ATS and include
you in the process will likely either not be able to
complete the automation process, or you may be
subject to the system default of ‘automatic
application deletion’.
91. THEN PAY ATTENTION!!!
SUMMARIES, OBJECTIVES, etc. get in the way
of ATS and PARSING tools.
In order to be ‘friendly’ to the ATS and PARSING
automation, have your academic experience at the
end of the resume, unless you are a recent grad.
In order to be ‘friendly’ to the ATS and PARSING
automation, have your current SCOPE and
EMPLOYMENT information as close to the
beginning of the resume as possible.
92. THEN PAY ATTENTION!!!
NEVER have your CONTACT data on each page
of the ATS/PARSING resume.
NEVER have page numbers on each page of the
ATS/PARSING resume.
Savvy and educated job-seekers know in the world of
resume automation, there are NO page numbers---
anywhere.
93. THEN PAY ATTENTION!!!
If you use a resume writing service, demand that they
produce a document that is compliant with ATS and parsing
automation.
Fully expect them to NOT understand the issues, or why
you need an UGLY and an ATTRACTIVE resume.
Even when they kind of, sort of ‘get it’, don’t get hung up
on teaching them. It is likely to turn into a tug of war, or
you’ll find them in “Quadrant 1” of Maslow’s Competency
Model.
94. THEN PAY ATTENTION!!!
Always fill out all QUESTIONS during an on-line
application or electronic interview process.
ALWAYS.
ALWAYS.
ALWAYS.
ALWAYS.
ALWAYS.
ALWAYS.
ALWAYS.
Even if you are the BEST applicant for the role, you’ll be
ruled out as a risk, and for failing to be compliant with the
process.
95. THEN PAY ATTENTION!!!
DON’T use the social media (i.e. LinkedIn) profile
versions of a resume when given that option by job
search sites or tools.
Most firms will not accept such a limiting
document with little to no contact information.
You will lose competitively to other applicants.
It frustrates most hiring workflows, processes, and
people.
Such profiles are generally NOT ATS compliant.