Author: James Weber

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Coping Strategies for Job Search: Develop a Plan/Keep a Journal

Let’s face it; the single most important stress factor to any job seeker is financial.  “Will I find a new job before I run out of cash?” Will I deplete my savings?  Will I lose my home?  All are very real possibilities which can be overwhelming.  To be sure, the worst case will result if one becomes paralyzed by those thoughts and fails to engage in the process.  Realistically, this is uncommon for accomplished professionals who have overcome challenges throughout their careers.  You have the personal attributes and skill sets to be successful in your job search.  Your goal is to find the best possible situation in the least amount of time, resulting in minimal disruption to your life style.

I am a planner by nature, and by training.  When I am faced with a new or challenging situation my fallback position is to execute the problem-solving/planning cycle.  Analyze your situation; evaluate options, set goals; track activity; re-assess; make adjustments; then set new goals.  Developing a plan, committing that plan to paper, and working that plan gives me a measure of comfort which helps manage my stress level.  So, while in job search I employed my organization and planning skills which never failed me.

The starting point for your plan is to assess your skills and experiences. Then, determine where your background matches opportunities requiring your profile.  The obvious starting point is to find another employer in the same industry segment, doing the same job.  But, that is just a place to start.  In all likelihood the best opportunities will be somewhat different from your last situation.  It is likely that a smaller, emerging company in a different segment will be your next employer.

Elements to factor into your plan:

  • Establish a realistic time frame to find a job which includes the worst case scenario.
  • Clearly define your compensation and geographical requirements
  • Clearly define your primary and secondary employer targets
  • Ensure that your primary strategy involves networking
  • Build an effective yet flexible weekly routine
  • Keep a diary
  • Communicate, communicate, communicate

My average search takes 90 days from start to finish.  Depending on the complexity of the assignment and the season of the year, a search can vary by 30 days, plus or minus.  I tell people in job search that the old adage of one month of search time for each $10K of salary is still appropriate.  This statistic should help the job seeker develop a realistic time frame for their search.  For most people, especially those who have neglected their networks, it may take up to 90 days just to reassemble and engage your network.  Most jobs are still filled via networking activities so, prepare to spend 80% networking.

An important element to the success of any plan is a system to track your effort and results.  Job search is no different.  Keep a record of who you have talked with, the nature of that discussion and follow up issues.  Analyze your efforts.  If your plan seems to be working, stay on it.  If it needs some adjustments, make those adjustments and establish new goals.  Write down your thoughts and feelings for successes and failures.  Plan your work and work your plan.  This is the single most important way to ensure a successful job search, and minimize your stress.

Thank you for visiting my blog.  Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

Posted on

New Search: Manager, Treasury & Accounting Services

Manager, Treasury & Accounting Services


 

The Manager, Treasury & Accounting Services position will have responsibility in leading, managing, and assisting with various core treasury activities including cash management, financial risk management, debt management, asset monetization, credit management, and treasury IT enhancement.  In this role, the individual will work with international business units and other departments to champion treasury initiatives and continuous improvement activities.  This individual will report to the Corporate Controller.

 Salary:  $80K

Expected Contributions and Responsibilities

Debt:  Review, understand and interpret debt agreements to ensure compliance with contractual requirements of the agreements and that proper debt accounting processes and controls are established and maintained .Assist Controller in the administration, accounting, and financial reporting of debt, including the following:

 

  • Administer compliance which includes debt covenant calculations and ensuring proper level of sensitivities to exposure.
  • Ensure debt reporting requirements and disclosures (10K, 10Q, Annual Report) are met in a timely, accurate manner.
  • Oversee the accurate and timely payment of debt service, fees and other financing costs on corporate debt.
  • Ensure that debt related activities (interest expense, repayments and borrowings) are properly reflected in the consolidated statement of cash flows.
  • Coordinate long range planning, budgeting and forecasting processes relating to debt, including periodic bridging to actual results.
  • Serve as a liaison and partner with various departments within Global Finance Organization to ensure accurate and timely reporting of debt transactions.


Cash:  Assist Controller in reviewing cash transaction processing and reporting performed by staff, including the following:

  • Periodic reporting of international cash balances used in repatriation efforts of the company and distributed to key business partners, including senior management.
  • Proper reconciliation of cash balances as reported in The Company’s general ledger system, and assistance in the identification and research of unreconciled balances.
  • Oversee the company’s liquidity position, including planning and execution of short term investments and borrowing strategies.
  • Manage the company’s daily cash position.
  • Ensure compliance with internal controls, policies and procedures in day-to-day conduct and supervision of cash management activities.
     

General:  Ensure that systems and controls are maintained to ensure compliance with Corporate Policy requirements relating to debt and cash accounts.

 

  • Review and/or prepare standard, recurring, and ad hoc internal reporting packages in support of internal and external stakeholder requests (internal and external audit requests, Committee reports, and Board reports.)
  • Partner with Controller to lead continuous improvement of accounting and reporting processes and any research and special projects as assigned.
  • Assist with large cross border settlements related to transfer price adjustments, one-off derivative contracts or payments between affiliates.
  • Support Treasury team as needed on projects, including recurring and non-recurring transactions, acquisitions, divestitures, restructuring and other strategic issues.
     

 

 

 

Skill Requirements:

  • Strong analytical and problem solving skills with the ability to work independently.
  • Attention to details with the ability to manage multiple time sensitive assignments simultaneously.
  • Capable of supervising the work of staff, managing workload, and overseeing processes.
  • Capable of documenting processes, ensuring compliance with existing processes and producing quality results.
  • Able to maintain effective client relationships and promote a service orientation that delivers customer results.
  • Comfortable with complexity, ambiguity, and change.
  • Exceptional communication and interpersonal skills, promoting an environment that allows timely information flows throughout the organization.
  • Actively pursues learning and self-development to enhance personal and professional growth.

 

Candidate Profile:

  • BS/BA in Accounting, Finance, or related discipline; CPA, MBA, or advanced degree in Accounting or Finance a plus.
  • Four or more years of progressive job experience in accounting/finance field.
  • Proficient knowledge of Microsoft Office applications, with strong focus on spreadsheet applications.
  • International accounting experience is required.
  • Proven contribution within a multi-task environment.
  • High degree of initiative, personal responsibility, and integrity
     

 

This document is presented to you in confidence.  All communication, whether written, oral or electronic should be addressed to:

 

James E. Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

Tel. 770-649-7051; Fax 800-953-9729;

 e-mail:  JimWeber@NewCenturyDynamics.com

 

Posted on

You Are What You Think About: Coping Strategies for Job Search

In my last post I mentioned that managing the stress of job search is critical as your behavior is being evaluated by hiring managers during this time. Job search is a stressful time for everyone.The stress is unavoidable even for the strongest person.It affects us on many levels including our self-esteem, and our financial well-being.For most of us, unemployment is un-natural, alien territory.If you are unable to work through the stress of the company’s selection process your prospects are dim.So, now is a good time to talk about job search stress management strategies.Be advised that I am not a Psychologist.What follows are some common sense ideas that I have found useful which have been validated by others.

 

It helps if one has gone through unemployment before so you have an established set of expectations.Experience is a great stress reliever.Personal experience with unemployment and job search gives one confidence.You know that eventually you will find suitable employment.Having experienced unemployment helps you see beyond your current situation to know that eventually you will land a new job.If you have never been unemployed, there is a wealth of helpful information available on the subject.

 

If you are unemployed, job-search is your job.Like any job, you must plan your work and work your plan.Developing a plan and keeping it current gives one a sense of control which helps mitigate stress.For those of you who have experienced unemployment it will be useful to write down your recollections from that past experience as a preamble for your current job search plan. Although job search is your full time job, it should not consume all of your time.Your plan must factor in strategies to cope with the ups and downs of unemployment.35 to 40 hours a week devoted to job search should suffice.That will give you time to reconnect with friends and family; to work in some physical exercise; and to engage in other extra-curricular activities.These activities are important to keep you balanced during your job search which will relieve your stress.Exercise can be a very effective stress management strategy.It burns off nervous energy and is as a great way to sharpen your image.Make sure to factor these activities into your plan.

Components of a Job Search Plan to mitigate stress.

  • Have a realistic time frame to find the next situation.
  • Assemble a support group of positive people and keep them in the loop.
  • Keep a journal of the experience.
  • Stay focused on positive thoughts, and issues within your control.
  • Look for the lesson in each negative situation; reflect; then move on.
  • Take care of your physical self
  • Volunteer or take on short term jobs.

 

Managing stress is largely about your ability to control your emotional reaction to events.You can choose to be angry or despondent, or not.When a negative thought pops into your mind, recognize the emotion and then refocus your thoughts on something positive, like accepting a job offer, or the excitement of the first day on your new job.I believe that your thoughts direct your actions, consciously and subconsciously.If you dwell on negative, worst-case failure situations you will surely generate that outcome.Stay positive, directing your thoughts toward success in the goals you have set for yourself.

 

Thank you for visiting my blog.  Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

Posted on

The search process is never on your timetable. How Often Should You Follow Up

The job search timetable can be a very frustrating for people actively seeking employment.   The need to know if one is still in consideration for a job, and the next step in the process can be overwhelming.   Lean management teams have employees working to the max, so scheduling interviews and meetings can be problematic.  You want updated information, but you don’t want to be seen as a pest.  So how does one manage the emotional roller coaster while continuing to demonstrate interest in the position.   How often should the candidate contact the hiring manager or recruiter?   What is the line between demonstrating one’s interested in the position, and becoming a stalker?  Last week I encountered both extremes.

 

Jane was a candidate for an IT search I am working.  She had the habit of emailing me for updates, almost hourly.  It was a real burden to my productivity responding to each inquiry. Based on her spotty work history over the last five years she was already a questionable candidate. Her impatience and constant follow-up led me to believe that there might be more to that story.  Needless to say, I did not recommend her to my client.

 

Sue, on the other hand, is a prime candidate for an excellent job.   Although she's not a candidate for one of my searches she is someone I've known for quite a while.   Her strategy is to check in weekly via email.   She sends pertinent articles on her industry which the hiring manager should find interesting. That strategy seems optimal to me as it isn't obtrusive; it demonstrates that she is current in her field; and that she is a team player willing to share information.  So instead of pestering the hiring manager about next steps, she subtly reminds them of her interest and qualifications while providing a value-added service.

 

The fact of the matter is that the employer’s selection process is beyond the candidate’s control or that of any third-party recruiter.   The hiring process is certainly very important to employers, but is not their only responsibility. You can be sure that hiring managers have a number of equally important activities occupying their time. So, the candidate’s ability to influence the timing of the selection process is largely beyond their control.  Although stressful, and possibly difficult to deal with, the candidate needs to develop coping strategies to manage their stress.  This is vitally important as the hiring manager is watching your behavior during this period, factoring it into their selection process. In other words it's a bad sign if you are perceived as impatient with their selection process. It will be assumed that you have difficulty handling stress making you unsuitable for the job.

 

If the job opportunity is real, and you are a viable candidate for the position, then you can be sure that the client has every interest in moving you forward in the process.  It is important to remember that no news is “no news.”  In other words, if there is nothing new to report, there will be no update.  You must have other tasks to occupy your time so as not to obsess over any one opportunity.  More to follow on that point.

Thank you for visiting my blog.  Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

Posted on

A Thank You Note to Separate You From the Field

“Wow, that was a great letter!  I just had to call you back.”  That was the beginning of a phone conversation in 1994. The caller was a CEO I had recently met about a job.  My thank you note had really made an impact!  The CEO called to say that he wanted to move me forward in the process.    I must say, the job opportunity was a long-shot for me as the job was in a segment where I had less experience, and on the wrong coast.  My letter made an impact because of my enthusiasm for the opportunity;  my recap of the CEO’s goals for the position; and that my key selling proposition dovetailed with his needs.  I also personalized the letter in a way that strengthened our connection.  The result was that I earned a second look and was invited to meet with the Headhunter working the search.  I did not get the job, but I had expanded my network and learned a valuable lesson.

In my work I see a lot of thank you letters and coach a lot of people through the process.  It is important to remember that thank you letters are not just good manners or proper business etiquette.  Done well, they can make a difference in the hiring manager’s selection process.  A thank you letter will not help the unqualified candidate, but it can tip the scales in a close situation.  At the very least it will help you stand apart from the crowd.  A good thank you letter presents your case for the job and demonstrates your communication skills.   One page or less is ideal.  It is another opportunity to sell yourself for the job in question.  As a result, you must take this task seriously.

A proper thank you letter shows your appreciation to be considered for the job; recaps the key objectives for the position; and presents your unique selling proposition.  The latter had better support the objectives for the position.  The last point is to personalize the letter to include something you learned about the interviewer’s personal interests or background.  This will help solidify a connection with the interviewer.  By recapping the key objectives for the job you tell the interviewer that you understand exactly what is required of the position.   By understanding the requirements of the job you ensure that you are on the same page with management which will make them more comfortable with your candidacy.   Recapping your unique selling proposition as it supports the objectives of the job reinforces your potential for success in the job.

The role of correspondence between professionals seeking to do business together cannot be underestimated.  Even as snail mail has given way to email, there is still a high value for well written correspondence that gets to the point.  Your mastery of business letters, especially the thank you note, helps the hiring manager gauge your professional skills.  Sending a timely thank you note demonstrates you appreciation for business protocol.  Crafting an effective letter demonstrates your ability to communicate, an executive skill paramount to one’s success.   So, make a serious effort to write a thank you note that positions you as a viable candidate.  Let the interviewer know that you understand the job, that you can do the job, and that you want the job. 

Thank you for visiting my blog.  Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

 

Posted on

ItB Partners Consulting Group formed by Service/Franchising Executives.

ItB Partners Press Release

ATLANTA, GA – September 2, 2014 – Restaurant, hospitality, and service industry veterans launch ItB Partners (www.ItBPartners.com), a Consulting Company focused on helping their clients 1) Achieve a Competitive Advantage, and 2) Improve Performance and Results.

The Principals behind ItB Partners (which stands for “In the Black”) are Jeannie Rasar, Stan Stout, Jim Weber, and other highly accomplished executives.  Each of the Principals has over 25 years of strategic experience with major brands in Restaurants, Hospitality, and the Service Sectors.  They bring together a portfolio of skills and experience that span public and private ownership; franchised and non-franchised business models; and a global reach.  

“We are a diverse team of experienced leaders, project managers, thought leaders and discipline experts with an established history of accomplishment, business relationships and networks. We have direct experience successfully working with public companies, equity partnerships, start-ups acquisitions and turnarounds across a number of industries – specifically restaurant, hospitality, services and retail segments.”

ItB Partners share a common belief that the client's success is paramount. “This belief runs strong in everything we do. Everything we do is geared to enabling the success of our clients. Our client-focused approach is simple:”

  • Listen & Understand the Client's Needs
  • Analyze & Provide Insight
  • Foster Trust and Forge a True Business Partnership
  • Plan, Implement & Follow-through
  • Be Accountable

 

The Principals:

Jeannie Rasar has served in corporate franchise-based industries for over twenty-five years. Her career has spanned the hotel and restaurant service industries where she had the opportunity to work in the development and delivery of management and line level training curriculum for employees from the United States, Europe, Asia and Africa. This experience base led to the establishment of a consulting business in 2007 where she continues to work with domestic and international organizations with a special emphasis in assisting franchise-based companies in the development of strategies and tactics to support operational systems. 

Stan Stout has twenty-six years of leadership positions within the restaurant, service and technology business segments in public, private and equity enterprises. His expertise in the areas of human resources, risk/safety, mergers & acquisitions as well as day-to-day coaching/guidance to his fellow leadership team has helped organizations achieve their desired goals. For the last three years Stan's expertise has been devoted to consulting a wide array of businesses with their organizational needs.

Prior to forming New Century Dynamics Executive Search in 1999, Jim Weber spent 25 years with Fortune 500 companies in the Food Retailing Industry where he developed a broad-based portfolio of "hands-on" line and staff experience in growth and turnaround situations. A proven executive with exceptional leadership skills, Jim has a strong financial background and heavy operations experience in specialty retail stores, quick service restaurants, manufacturing and distribution.

We invite you to learn what we can do to help your business!

For more information please contact Jim Weber at Jim.Weber@ItBPartners.com  or by phone at 770-649-7051.

Posted on

On Cover Letters: Are You Trying to Get My Attention?

“Are you kidding me? Are you trying to get my attention? Well you did, but not the way you had hoped!” That was my reaction to the most recent cover letter I received with resume attached. The only positive thing I can say was that the sender’s timing was perfect as I was beginning to draft this series of blog posts on job-search correspondence. I did read the letter and then scanned his resume, which I would not have done save for this article. This cover letter, with a subject line reading “Senior Executive: Consumer Packaged Goods Industry” was 367 words long, yet never spoke to the candidate’s career goals or parameters for his ideal job. So much for helping me help you.

From the opening paragraph of his email introduction, I would have never guessed that he was accomplished CEO with experience in mid-cap and small cap food and beverage focused consumer packaged goods. Following his intro paragraph he offered five bullet points, actually sentences with bullet points, demonstrating his value proposition. Only two of those points spoke to objective performance metrics. This whole section came across as very tactical. Was I being introduced to a CEO or a Manager. The third paragraph said that he was doing consulting/project work for small to medium sized companies, followed by an attempt to reinforce his value proposition. This section was heavily laden with buzz-words and trite cliché’s that stepped on his message. To close, he told me that he had received a BS in Accounting and would welcome an opportunity to meet for further discussion. I never learned what he was looking to do now. I would have expected far better from a viable CEO candidate.

His email introduction was clearly a mass mail effort, probably sent to a large number of Executive Recruiters. The football analogy would be a “Hail Mary” pass. For all I know, he may have sent this same intro letter to a large number of potential employers and Private Equity Groups. If so, he really tarnished his personal brand. When writing a cover letter, remember, you are making an introduction seeking help in your job-search efforts. You may be interested in a networking relationship; applying for a specific job; seeking to be placed in a recruiter’s data-base; or looking for a referral to one of the preceding. Viewed in this way, would you send the same letter to all of these people? Of course not! Mass mailing is not the issue as you can personalize mail merge to a large degree. The point is to customize your intro letter to fit the audience. Mass mailing is not appropriate for one-off introductions for networking assistance, or when asking for a referral. Those introductions must be highly targeted and personalized.

When sending a resume to an executive recruiter, a short three to five sentence paragraph will suffice. We are looking to know the parameters around the position you seek, the industry segment, your compensation requirements, and any limitations you may have to relocation. Your resume should provide the details I need to initiate further conversation.


In following blog posts I will offer advice on the various types of job-search correspondence. In the meantime remember to stay focused on the needs of your audience, and keep your correspondence short and to the point.

Thank you for visiting my blog.
Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

Posted on

Your Resume is Not Getting Traction: It Is Not Easy to Contact You!

Isn’t cell phone technology fabulous!  And what about those apps!  Awesome!  My little iPhone has dramatically improved my efficiency, allowing me to spend more time out of the office, building relationships.  The GolfLogix app has been especially helpful with club selection and tracking my golf stats.  I will likely develop that thought further if I ever set up a Blog about golf.  The point is that I probably spend more time using my iPhone on the job than I do at my computer.  It is great to be able to respond promptly to an email message from a client or a text message from a candidate via my iPhone.  I never miss a call to my desk as I instantly receive a message from my Voip Service. This feature provides the caller’s phone number and a text version of their message.  The ability to touch a phone number or email address to respond is vital.  It would be an understatement to say that my iPhone is fast becoming my preferred business tool.  In fact, it is very fair to say that the apps I have on my iPhone create a virtual office wherever I happen to be, so long as I have my iPhone with me.  I am certainly not unique in this regard.  

I become irritated when my candidates or prospective candidates fail to appreciate the importance of my iPhone in my work.  I am certain this will come as no surprise to anyone reading this post.  The first thing I tell my candidates is “help me help you.”  The first rule is to make it easy to find you.  Make it easy to find your resume and make it easy to contact you.  By contact, I mean via text, email, or voice.  My correspondence includes my complete contact information including my website, blog, and LinkedIn profile.  All of my correspondence!  A savvy candidate will add that information into their electronic address book across all of their devices.  Likewise they should provide a complete signature section to make it easy to respond to them;  wherever I am and on my schedule.

Help me help you.

  • Label your resume file as follows:  last name_first name_year
  • Provide complete contact information in all of your correspondence.
  • If using MS WORD for your resume complete the ‘file properties’ menu.
  • Put my complete contact information in all of your address books.
  • Become very familiar with my website content and blog posts.

If a candidate can follow these rules it is a signal to me that I am dealing with a savvy professional.  Savvy, at least as it concerns the effective use of technology.  But that is a good start!  Reviewing their resume and talking with them on an introductory call will confirm that opinion.  I am confident that any hiring manager or internal recruiter will think the same.  So, put yourself in the place of your audience; a recruiter or a hiring manager.  Let them help you, by helping them.  Embrace the technology!

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

Posted on

Your Resume is Not Getting Traction: Not Enough Focus on Accomplishments

“Just the facts, ma’am.”  For those of us old enough to remember the television series “Dragnet,” that phrase was made famous by Detective Joe Friday.   Detective Friday stayed at peak productivity by focusing his interviews on the facts.  The facts speak for themselves, or at least they should.  Irrelevant, or superfluous information is a waste of precious time.   Detective Friday maximized his productivity and effectiveness by sticking to the facts.

 

During my corporate career, I learned many principles of effective communications.  Two of those points stand out above the rest, at least to me.  The first principle is:  Tell them what you are going to tell them; tell them, and then tell them what you told them.  Every presentation has a beginning, a middle, and an ending.  The beginning states the objective of the presentation;  “tell them what you are going to tell them.”  The middle presents your case; “tell them.”  The ending, or summary, “tells them what you told them.”  Your resume format follows the same principle to a point.  Your Career  Summary sets the stage.  It reveals what you plan to tell them in the body of your resume.  Your job history is the meat of your resume.  It speaks to the relevant details of your career, which are the key accomplishments.  Your Career Summary is your personal positioning statement.  Your job history is supporting evidence.  One must support the other.

 

Focus On Your Accomplishments:

 

  • Career Summary positions your general contributions.
  • Skill Sets provide definition to your strengths
  • Employment Summary: bullet-point significant accomplishments, “the facts.”

 

 

The second principle is to know your audience.  Who are they?  What is their background?  What are they looking for?  What do they want to hear?  What code words are they looking to hear?  How much time do you have to make your point?  Knowing your audience is fundamental to delivering a successful speech.  This principle is equally important to crafting an effective resume.  When you consider the audience for your resume, understand that they are looking to maximize their productivity as well.  “Just the facts, ma’am.”

 

 

As with any communications vehicle your resume must make an impact on the reader.  When the reader puts your resume down, she should be able to recall your top three attributes; your unique selling proposition. Yeah, I get it!   So, your resume must be highly focused and to some extent repetitive.  Repetitive in the sense that key themes are reinforced throughout the document.  All too often I see resumes where facts have been obscured by superfluous adjectives which render the message trite and meaningless.  “Just the facts, ma’am.”

 

Think back to successful networking events you have attended.  Who did you meet that stood out from the pack, someone you remembered?  You can probably still tick off two or three key points about that person.  He must have impressed you enough to remember him.  His message was likely to have been clear, concise, and to the point.  Your resume should be no different, except that it lacks the full dimension of a face-to-face meeting.  A resume is consumed by only one of the reader’s senses, her vision.  Coupled with the fact that resumes are briefly scanned for content, the burden is on you to get your message across, understood, and remembered.  The content must necessarily leap off the page to be absorbed by the reader.  The best way to make an impact to be remembered is to present key information in short bursts.  To be remembered, focus on the facts of your accomplishments and reinforce your theme throughout your resume.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

 

 

 

Posted on

Your Resume is Not Getting Traction: It Does not Present you as a Savvy Professional

I have long been fascinated by Corporate Cultures, especially those of successful organizations.  What is it that sets those cultures apart?   All companies have a culture.  In fact, all groups have a culture even though it may not be recognized.  Formal groups have a shared history, code of conduct, set of values, and language which defines the group.  Some cultures are more obvious as with the uniformed services.  Or, as with Fraternities and Sororities, who have a secret handshake.  Many religions are identifiable by their manner of dress.  Other cultures may be more difficult to discern, but, insiders will recognize other members.  Small details taken together can be very revealing.

Cultures even have sub-cultures.  Elite military units have a culture that is different from the Army as a whole.  C-level corporate executives can be distinguished from middle management.  Marketing, Finance, and Operational personnel have their own sub-cultures with their own nuanced code.

Your resume presents your cultural affiliation.   You must actively manage your resume to ensure that you are sending the right signals.  Are you the real deal, or a poser.  If you are the real deal, but, using the wrong code words, you may not be recognized as a part of the group.

A Resume for a Savvy Professional:

  • Leave off Personal interests and “references available upon request.”
  • Use industry/position specific terminology.
  • Significant accomplishments should be predominant
  • Executive/Career summary must address your functional discipline, level of accomplishment; and industry/segment expertise.
  • Give a short, one line explanation for employer changes.
  • Label your resume file: “last name _ first name_ position_ date.”
  • Your email address should incorporate your last name to be professional
  • Use File/Properties menu option to list key words and other data.
  • Use appropriate key words in the body of the resume.
  • Avoid trite phrases and meaningless buzz-words.

 

 

You will be judged from the moment your email arrives in the recruiter’s mailbox.  Your email address and your resume file name speak volumes.   Your executive summary will reveal your cultural orientation by the language you use, or don’t use.  Do you use concise plain-speak, or buzzword-riddled gobbledygook?    Is your language familiar to other professionals at your level and from your professional discipline?  If not, you will not be taken seriously.

All too often I see resume attachments with “resume” as the file name.  A very common mistake for a rookie, and a cost to my productivity as it requires extra time to catalogue and file.  Even worse is a highly personal, even ironic email address.  Not a professional introduction by any standard.  The ideal email address will consist of your last name and first name or initial.  Better still is to have a personalized email with your surname as the domain name.   Likewise, your resume attachment file name should be formatted as:  lastname_first name_position_year; or something very similar.   Violating these two syntax basics will cast doubt as to your authenticity.

The ability to present your credentials and capabilities in a clear and concise manner is crucial.  The greater your rank the greater the expectation of your ability to communicate.  Avoid run-on sentences ripe with meaningless buzz words and phrases that would only impress a junior level manager.  Don’t waste my time, get to the point.  Pay attention to these details and the economic value of your verbiage to be viewed as a savvy professional.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com