Tag: On-line presence

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

 

We all know the adage.  “You only get one chance to make a good first impression.”  Whereas this might not be completely accurate, where your resume is concerned it most certainly is true.  Your resume is likely your first opportunity to make an impact with a hiring manager.  In too many cases a strong candidate with a weak resume loses out on a great opportunity.   It does not have to be that way.  Understanding how a resume is reviewed and used will give you the fundamental information to craft a product that will stand out.  The following five issues are likely working against you.

 

It is Not Easy to Read.

• Use header and footer function to retain continuity.
• Use Table function to hold formatting for employers, job titles and dates.
• PDF is the best format for integrity in transmission.
• 12 pt type face size for the body of the resume, larger for headers, 14 to 16 pt.
• Use spacing to break up jobs held and to transition from different formats. 
• White space is important!  Use it liberally.
• Use underlining to separate employers.

 

It is Not Fun and Interesting Reading;

• Provide a short Executive Summary at the beginning to set the stage.

• Use paragraph format for Career Summary, and Job Responsibilities.
• Italics for job responsibilities will make the resume more interesting to read.
• Use bullet-point format for Accomplishments and Skill Sets.
• Use bold and underline functions to make headers stand out.
• Give a brief description of each employer and the purpose of each position.

 

It Does Not Reveal You to be a Savvy Professional:

• Leave off Personal interests and “references available upon request.”
• Use industry specific terminology.
• 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.
• Your resume file name should put your last name first, then first name and date.
• 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.

 

It Does Not Focus Enough On Your Accomplishments:

• Your Career Summary should position you based on your general contributions.
• Your Skill Sets should provide more definition to your strengths
• Your Employment Summary should bullet-point your most significant accomplishments.

 

It Is Not Easy to Contact You:

• Cell phone and email addresses are key.
• Home mailing address is unnecessary.

 

The most important point to understand is that your resume is not read as much as it is scanned.  In many of my search assignments up to 50% of the resumes I receive do not fit the desired profile, but I still must review each and every one to make that determination.  Hiring managers and their support staff must use their time wisely when sifting through a mountain of resumes.  These folks sort your resume into two piles; “possible” and “forget-about-it” by quickly scanning to see if the resume reflects the ideal profile for the position in question.  Even if their scan picks up some of the key attributes in question, a poorly formatted resume can end up in the “forget-about-it” pile.

To further drive home the point one would do well by reviewing point of sale marketing messages used by retailers.  They use very short messages, sometimes as few as two or three words, that make a strong emotional connection with the shopper.  You would be wise to think like a retailer when crafting your resume. 

 

To Summarize, if you are to be considered a viable job candidate, your resume must be interesting, easy to read, and user-friendly for digital (i.e. email) transmission and retrieval.  To be viewed as a savvy professional, pay attention to the details.  Put your recipient’s needs first.  The previous bullet points will set you apart from the rest of the pack.

 

 

 

 

 

 

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