Job Seekers Should Stop Being So Hypocritical

For 30 years this September, as both a contingent and retained recruiter, I have listened to the complaints by candidates (job seekers) about hiring managers and the complaints by hiring managers about candidates.

Even after 30 years, as I read blog comments, or sit in a chair and listen to these complaints, I’m still amazed (yes, amazed) at the hypocrisy spewing out from both candidates and hiring managers.

I read the comments to our blogs where candidates complain about the black hole when they send resumes, they complain about how long it takes to fill a position, they complain about recruiters, they complain about not getting their calls returned, they complain that their resume doesn’t get read in great detail, they hate the 10 second resume screen, they complain about cover letters, they complain about how these hiring managers are missing qualified people, they complain that the interview wasn’t fair or too short or too long, and that the person conducting the phone interview wasn’t qualified and didn’t know the job. This list could fill a book about the size of War and Peace, or for those not into War and Peace, book seven of Harry Potter.

Sound at all familiar if you are seeking a new position?

I then listen to hiring managers, HR, CEOs and key executives who are doing the hiring complain that, I get too many resumes, I get tired of interviewing average candidates, I will get to those resumes this weekend or next weekend, the resumes don’t match my job, candidates don’t know how to interview, candidates can’t put together two complex sentences, they complain that recruiters aren’t screening tight enough, they complain recruiters are screening too tight, they get angry at the recruiter for wasting their time interviewing unqualified candidates, they rule a qualified candidate out because they didn’t like the way they sat in the chair (I’m not kidding), they rule a candidate out because his tie was not straight (No, I’m not kidding), give me a job spec so tight and narrow that they themselves (this person’s boss and direct report) wouldn’t be qualified, tell me that from a 15-minute interview this person won’t fit, isn’t assertive enough, or my favorite, the candidate isn’t a  team player (so I ask, “What teams will they serve on?” Answer, “Well not right away, but probably in the next two years.”) They also don’t like the candidate’s handshake, or for this sales position the person needs to be a real go-getter, outgoing and aggressive (so then I ask if they like being approached by outgoing, aggressive sales people and they reply, “No, of course not.”) I could fill another book the size of War and Peace with these complaints.

Then I realized in both cases,  I’m talking with or listening to the exact same person.

Job seekers become hiring managers and hiring managers become job seekers.

The problem is that when they move from one side of the desk to the other, their perspective changes, their needs change, their priorities change, and it is a whole new ball game. Hiring, whether it’s a candidate or hiring authority is “all about me” and “what’s in it for me?”  That is just the way it is. Right or wrong, good or bad, like it or not, that is the fact of hiring.

So the next time, before you complain, from either side of the desk, please take a step back, look at yourself and treat the person on the other side of the desk with the same respect you complain about.

I know, I for one, would surely appreciate it.

You can download many free tools from our Web site. Our most popular free resource is the sample cover letter. CLICK HERE to get one.

If your LinkedIn profile is just fair to average download our free LinkedIn profile assessment to help you build a great profile that gets you noticed. CLICK HERE to download.

You should also join our LinkedIn Job Search Networking group. This group had 3,900 members. The articles and discussions can only help you with your job search. CLICK HERE to join, all are welcome, and of course it is free.

I welcome your thoughts and comments. Good or bad, agree or disagree, all voices are welcome. Just be respectful.

Brad Remillard

HELP, Resumes Keep Coming In. What Should We Do?

I received 347 resumes just this week. On a weekly basis this is about average. Some weeks I get more, some weeks less, but over time 300 or so is not unusual.

Many of these resumes were received for a search directly via email, about 10% via snail mail, another 15% from referrals and another 15% completely unsolicited with candidates just introducing themselves.

Of these, maybe half to two-thirds had cover letters. Of those with cover letters, about 80% were worthless and I didn’t even take the time to read them. Why, because they all were almost exactly the same. As they say in the movies, “Only the names had been changed.” The other 20% I did take the time to at least scan them looking for points that might align with a current search or that at least piqued my interest.  These 20% were different in that they were not long paragraphs that simply regurgitated the resume,  but instead most were either bullet points or the two column type we recommend using and have a free sample available for all to download. (CLICK HERE to download). They were easy to scan to pick up the highlights and decide how to properly handle the resume.

Although I really don’t care one way or the other if a resume has a cover letter or not, but if a candidate is going to include one it should add value by intriguing the reader enough to look at the resume. If not, why include it?

I believe this is why most cover letters are ignored. They all look alike and do nothing to make the reader want to take a look at your resume, so the recruiter, HR, or hiring manager completely skips over them.

Of the 347 resumes, most were a complete waste of time to even review. Sorry, I know candidates don’t want to hear this, but sometimes the truth hurts.  Sending me a resume when I don’t have an active search is not going to help you. As a retained recruiter, I work the searches I have and that is my focus.  If your resume doesn’t match my clients needs then I rarely save it. Not because you aren’t a qualified person, not because you don’t have great experience, but because after 30 years of this I know the profile of candidates that I place.  If you don’t meet that profile, I don’t need your resume regardless of your experiences and abilities.

This is true of most recruiters.

I recently heard from a candidate complaining that he had sent out over 200 resumes and had heard back from only 5. Actually that isn’t bad. Mass mailing resumes is a waste of time and money. It is a complete crap shoot that anything will stick. I advise all candidates to never do this.

The best way to get your cover letter and resume noticed is to be very targeted and focused, especially with recruiters. We want to fill the position as badly as you want the position.  From my perspective, if your background is consistent with my client’s needs and you meet the basic criteria I outlined in the article, How Recruiters Read Resumes In 10 Seconds (CLICK HERE to read), you will get a call from me usually within an hour.

Those 10% that were referred to me I responded to. I always respond when a person is referred to me, even if I can’t help them. I appreciate referrals and want to respect the person that made the referral. In my opinion this is the best way to get a recruiter that you don’t know to engage you.

The unsolicited resumes were put into a file that when time permits I will review. If they meet the profile of the type of candidate that I have a high probability of placing in the future, I will add them to our database.

My partner Barry and I have written extensively on what we believe is the best way to get your resume noticed by recruiters, HR, and hiring managers.  These recommendations come from over 30 years of experience as recruiters, from asking hundreds in HR what they use as screening criteria, and from thousands of hiring managers, CEOs and key executives telling us how they review resumes. Barry and I try to pass this information along to all so it will be helpful and reduce your level of frustration by knowing what to expect when you send out a resume.

One more way we can help you is to speak directly with you utilizing our webinars.  Our time and knowledge is valuable so YES, we do charge a nominal fee for the webinar. To balance that, we also offer a lot more tools and resources for FREE than what we charge for.

We’ve DEEPLY DISCOUNTED THE WEBINAR FOR THOSE JOB SEEKERS WITHIN OUR JOB SEARCH COMMUNITY – loyal followers on Twitter, readers of our blog, and members of our LinkedIn Job Search Discussion Group.

In a lively one-hour presentation, I’ll show you the inside secrets (from a retained executive recruiter’s perspective) of how to get your resume reviewed every single time and boost your resume acceptance rate (the number of times you get called for an interview from submitting your resume) from a dismal level of less than 10% to well into the 50% PLUS RANGE. If you’re reading this blog, when you sign up for the Webinar use the coupon code of IMPROVEMYRESUME.

If the small, inconsequential, almost non-existent fee for the webinar is too much to bear to boost your resume acceptance rate and cut your job search time dramatically, please feel free to download our many FREE resources for job seekers, including our radio show broadcasts, cover letter sample, and other tools.

I welcome your thought and comments.

Brad Remillard

How to Get the Interview and Not Get “Deleted”

This is about your “digital first impression” and six ways to screw it up. Every recruiter has his pet peeves about resumes and I’m no exception. Like it or not, in this digital, email, on-line world, your first impression as a candidate is often the resume and cover letter you send. (OK, I admit, I don’t read cover letters much. I cut to the resume first. Sometimes I come back and read them, but the resume is what I’m interested in.)

I’m not going to write about all the strategies and methods of creating a resume and cover letter, I’m just going to tell you the things that will irk most recruiters (or at least this one) so you should avoid them. In no particular order:

• Size matters: Look at the whole first page of your resume. Would you want to read it or does it look like the fine print on your credit card statement? Don’t cram so much information into it or make the type font so small that people will strain their eyes to read it. I know, we can enlarge it, but it just shows you aren’t thinking about your reader.

• I won’t believe you can walk on water: A summary of your experience in terms of function, industry and accomplishments is fine, but skip the flowery descriptions. I see “hands-on”, “profit driven”, “strong leader”, “dynamic”, “visionary” in summaries all the time. I don’t read them because I know the candidate wrote them. I’ll decide how “dynamic” someone is when I interview them, not when I read their resume. Save the space for more accomplishments.

• Attendance doesn’t count: Companies don’t pay you just to do things; they pay you to accomplish things. Resumes that are long on responsibilities and short on accomplishments indicate someone who just ‘showed up’ and are not the top quartile talent that companies are looking for.

• Osmosis is not my strong suit: Probably the best way to get your resume tossed is to list the name of a company with no description of what it does. This is especially true of middle market companies. (Even if a company is a household name, include what your division, group, etc does!) The reader has no context from which to assess your accomplishments until they know what the company does and its relative size. I automatically toss these resumes. How can you present an executive to a client if they don’t demonstrate this simple piece of common sense?

• Chronological or functional? No contest here in my book, make it chronological. I want to know what you accomplished and where. If you just list a bunch of accomplishments and a list of jobs, I can’t tell where you did what. You may have the exact accomplishment I’m looking for, but if you’ve worked in different industries or different sized companies, I can’t tell how relevant the experience is.

• Goldilocks syndrome: Resumes can be too short or too long, and there is a “just right” length. In general, I find one page resumes to be too short to be meaningful, and they don’t “peak my interest”. I don’t want to ask you for more information. Give me what I need to assess your background against my requirements. Three page resumes or more are usually too long. There’s either too much detail or you’ve gone back beyond 10-15 years in your career. Put those older jobs under Prior Experience. The last 10 to 15 years of experience is usually the most relevant to what we’re looking for.

OK, I got that off my chest. These tips aren’t going to guarantee you get the job, but they should help keep you from being eliminated before the game starts.

When you land that next job, and start to build your team, check your hiring process first.

For more, join our LinkedIn Job Search Networking Group. CLICK HERE to join.

View our 5 minute video, Vital Information Missing From Many Resumes. CLICK HERE to view.

Download a FREE sample cover letter to go with a great resume. CLICK HERE to download.

For information on how to arrange for Hagerthy & Co’s complimentary Hiring Process Assessment go to www.hagnco.com/page13.html#HiringProcess.  Mike Hagerthy is the founder of Hagerthy & Co, an executive search, training and consulting firm.

How Recruiters Read Resumes In 10 Seconds or Less

The 10 or 20 seconds it takes to read a resume seems to always generate a lot of controversy. Candidates comment on how disrespectful it is, how one can’t possibly read a resume in that time and some get angry at recruiters when we talk about this. I hope this article will help everyone understand how we do this. I realize that some still may not like it and will still be angry, but at least you can understand how it works.

First, let me say I’ve been a recruiter for 30 years.  I’m sure I have reviewed over 500,000 resumes. I can’t prove this but I’m reasonably confident that this is the case, as this is only an average of about 46 a day. I know many days I have reviewed hundreds of resumes and most in less than 20 seconds. I would say the average is probably around 5 to 7 seconds.

So for the record when you hear or read about, “reading a resume in 20 seconds,” that isn’t completely true. It is more than likely, “reviewed the resume in 20 seconds.”

Here is my process for getting through 100’s of resumes in a short period of time. Others may have different ways and I welcome your comments.

I set up a hierarchy of certain “must haves” or you’re out, so at first I’m really just box checking. Generally, 80% of the time these are my knock out blows. There are exceptions to each of these, but I’m dealing with the 80/20 rule. These are not cumulative times.  This is box checking, if I see any one of these as I scan your resume you will be excluded.

1. Location. If the client is in Los Angeles, CA and you aren’t – goodbye. Few if any clients want to relocate anyone in this economy, and I believe most shouldn’t have to. Especially in a huge metropolitan area like Los Angeles. If they do have to consider relocation the position has to require some very unique experience that few jobs do. I can do this in about 1 second.

2. Industry. If my client is in banking and your background is primarily manufacturing – goodbye.  These two often are so different that the client isn’t open to considering such different industries. This works both ways, if you have a manufacturing background I’m not going to consider someone with banking. 2-3  seconds to determine this.

3. Function. If I’m doing a sales search and your background isn’t sales – goodbye. Generally companies are paying recruiters to find them a perfect fit. We never do find a perfect fit, but we have to be very close. They don’t need a recruiter to find them someone in a completely different function. 2 seconds to figure this one out.

4. Level. If I’m doing a VP level search and your title is “manager” and you have never been a VP – goodbye. There are exceptions to this, but again it is the 80/20 rule. Again, clients pay me to find them the perfect fit. It is generally way too big of a jump from manager level to VP level, all other things being equal. It works the other way too. If  I’m looking for a manager and you are a VP – goodbye. I know you are qualified to do a manager level role, but it is clear you have grown past. Most clients and recruiters aren’t willing to take the chance that when a VP level position comes along that you won’t be gone. Less than 5 seconds to figure out.

5. Recent Experience. There is some overlap on this one. If I’m searching for someone with international sales experience in the aerospace industry and the last time you held an international sales position in this industry was 20 years ago and since then you have been in retail – goodbye.  I can find people with more relevant experience and that is what my client expects me to do. 5 seconds to do this.

6. Education Like it or not, I will only work with people that have a college education and most of the time a master’s degree. This is mainly because, as I indicated before, I need to find the very best for my clients. I realize an education doesn’t mean by itself that the candidate is the best, but it is one qualifier of many. Also all of my clients require at least a BA.

7. Turnover. If you have had 6 jobs in the last 4 years, or have a track record of high turnover – goodbye. I realize there are good reasons for turnover and that falls into the 20% of the 80/20 rule. I can’t define high turnover, but I know it when I see it. 3 – 5 seconds.

8. Functional resume. I don’t read them. It is obvious when one has a functional resume they are trying to hide something and I’m rarely going to take the time to attempt to figure it out. 1 second.

9. Obvious things such as, spelling errors, poor format, errors in grammar, too long, verbose and rambling. If after reading it I still can’t figure out what you do, goodbye. 5 – 10 seconds

After all this, 80 – 100% have been eliminated. If there are any left, then I will take the time to actually read  them in detail.

Here are some FREE downloads to help you get your resume past the 10 second screen.

Download our free Job Search Scorecard. Use this scorecard to assess the strengths and weaknesses of your job search. Then work on the weaknesses. CLICK HERE to download.

Download our free LinkedIn Profile Scorecard. Is your LinkedIn profile compelling? Use this tool to help you build a great profile so people contact you. CLICK HERE to download.

Join our LinkedIn Job Search Networking Group for a lot more discussions, information and articles on your job search. CLICK HERE to join.

Download a sample cover letter proven to work with recruiters and get your resume noticed. CLICK HERE to download yours. Over 2,000 people have done this.

If this was helpful to you, please pass it along to help others in  your network. Consider adding it to your status on LinkedIn, posting on Twitter, or emailing the link to your network. Please help others if this helped you.

I welcome your thought and comments.

Brad Remillard

Vital Information Is Missing From So Many Resumes

I receive hundreds of resumes daily from candidates in relationship to the searches we have underway. So many of these candidates actually believe they are qualified for the position. Many may in fact be qualified, however, many of these candidates will never get a call from me because basic vital information is missing from their resume.

I’m not talking about the content of their specific jobs, the accomplishments, or the activities they performed, I’m talking about the basic information the recruiter needs to decide if this candidate meets the minimum requirements for the position.

For example, I recently tested this theory. I sent out an email to my database regarding a search I was conducting. The total email was maybe 6 sentences. I kept it short so that the things I was looking for would stand out in the email. In the email I mentioned 6 times the words “outsourcing manufacturing,” 7 times I mentioned, “contract manufacturing,”  and 4 times I said, “must have industrial manufacturing.” Given all that in just 6 sentences, what do you think I’m looking for on your resume?

Not in your cover letter, not in a follow up email, not on the phone interview, but on your resume, so I will pick up the phone and call you.

For those with an immediate grasp of the obvious you answered, contract manufacturing, outsourcing, and industrial manufacturing experience. Right answer.

How many of the 188 responses I received do you think took the time to include this vital information on their resume? Note that the vast majority, either in their cover letter or reply via email to me, mentioned how perfect they were for this position. If you answered 2 you scored 100% again. Go to the head of the class.

This is so important that I put together a short 5 minute video for you to watch that gives you the details on what basic vital information you need to include on your resume. CLICK HERE to watch this video.

I hope this short video will  help you as you put your resume together. Making sure this information is on your resume will help ensure recruiters and hiring managers don’t put your resume in the trash because it is missing important information.

For more information on resumes, interviewing, and job search help join our LindedIn Job Search Networking Group. Over 3,500 people participate with great articles and discussions. CLICK HERE to join.

To help with your resume, download a free sample cover letter specifically designed to align your resume with the company needs. CLICK HERE to download.

If this was helpful to you, please forward it to your network, mention it on LinkedIn or Facebook so that others can also benefit. Everybody needs to help out in these tough times. Please help others.

I welcome your thoughts, questions and comments.

Brad

Job Hunting Three “P’s” Will Change Your Results

In my recent article, Job Stalled? Do What the Pro’s Do, I discussed how when things aren’t going well or when results have changed, it may be time to get back to the basics. Take a look at what has changed from the past, reevaluate what was working and what wasn’t. Most processes have certain basics that must be followed. If we get away from these basics things go sideways.

One of those basics is following the three “P’s.” You can’t get much more basic than these. Take an objective look at  your search and see if you are effectively implementing these in your search.

1) Presentation. I harp on this all the time. Candidates so often down play this or take it for granted. For some reason candidates just don’t focus enough energy here.  This is the most basic of basics. Remember the most qualified person doesn’t always get the job, but the person with the best presentation and some minimum level of qualification will often get the job. PRESENTATION, PRESENTATION, PRESENTATION is the place to start.

Start with  your resume. How does it present you and your accomplishments, experiences and skills? One big presentation error we regularly find, and also one of the biggest complaints by other recruiters, HR and hiring managers is  that resumes leave off very important and vital information for the reader. Is yours doing this?

Video your interviewing presentation. If your body language, hand motion, voice inflection and eye contact is weak work on getting help to fix these. Again, very basic but one of the most overlooked problems by most candidates.

2) Preparation. If the presentation is working, now it is time to start preparing. This is a big job and again so often taken for granted by candidates.

Prepare your marketing plan. Are you in the right networking groups? Maybe it is time to change the groups you are attending. Are you meeting the right people? Look back over the people you met with in the last 3 months and evaluate who and what types of people have been helpful and those that didn’t provide any assistance. Identify companies and people you want to meet. Set up a plan to meet them. If you contacted a company 6 – 8 months ago things may have changed, so consider reconnecting or finding another way into the company.

If you haven’t video recorded yourself in a mock interview,  I promise you it is time to do this. Before you do, prepare yourself for what you are about to see. Most don’t like what they see. Have someone else with you when you view the recording. This person needs to be someone who will be objective and honest. Listen to the constructive criticism.

3) Practice. This is probably the most important of the three “P’s.” Everyone has heard, “Practice makes perfect.” Well that also applies in a job search. Practice your body language. DON’T JUST THINK, “I now know that so I won’t do it in an interview.” Of course you will, it is your nature, and with all of the other distractions in the interview you don’t need one more.

Practice exactly how you are going to answer the standard questions asked in just about every interview. If you don’t know them, our book, This Is NOT The Position I Accepted, has a list of the most commonly asked questions in an interview. You can get the book now to review for just the cost of shipping $5. Might be worth it. (CLICK HERE for details).

These should be so well rehearsed that they come off as if it is the first time you answered the question.

Underestimating these three “P’s” is a fatal job search mistake most candidates make. They either take them for granted or will read this and say, “I already know this,” then go back and do the same things they have always been doing. For this group I highly recommend looking up the definition of insanity.

Join our Linkedin Job Search Networking Group. Over 3300 members and lots of articles, discussion and resources for you. CLICK HERE to join.

For help with your job search take a look at our University. All the support you need is available to jump start your job search. CLICK HERE for details.

Get a free chapter from our job search workbook, This Is NOT The Position I Accepted on the phone interview. CLICK HERE to download.

Cover Letter + Great Resume = Interview

This is the winning formula for getting interviews. There are exceptions for personal referrals and networking contacts, but often even with these they will first ask for a resume.

It has been my experience recently that many candidates “know” this formula intellectually but few convert from the knowing to “doing.” And that after all is the key.

I’m currently conducting a search and as one might expect the number of resumes received is almost overwhelming. I spend my weekends and nights just trying to empty my inbox.  Not an easy task. About 65% of the resumes I receive have cover letters. Most to some varying degree give me the standard, BLAH, BLAH, BLAH. Once in a while one will stand out so I take the time to read it. I particularly like the two column format as it quickly aligns their experiences with what I’m seeking for my client. (If you want to get an example, a free sample is available, just CLICK HERE).

These types of cover letters can get me very excited to actually read (not scan) your resume. The problem is too often the rug is pulled right out from under my high level of excitement.  Simply put the resume sucks. There are many reasons for this, but regardless, this person had me and other recruiters,  hiring managers and HR professionals right where they want them. They overcame one of the biggest issues with resumes, getting the resume read not just a 10 second scan. Only to disappoint the reader. What a tragedy.

In this example the formula was: great cover letter + average or below average resume = trashed resume.

Anyone who has been following Barry and I know we have written extensively that in this economy it is greatness that counts. Good only works in good times. Greatness works all the time, but is positively, absolutely, a  must in bad times.

A great cover letter with an average or below average resume, is like a bad book with a great dust cover. It is still a bad book.  How many times have you sat in a movie theater watching an upcoming movie trailer, then gone to the movie and it was really bad? Remember the excitement about waiting for the movie to come out, the excitement as you sat waiting for the movie to start, and then the disappointment when the movie was so bad you walked out.  A great movie trailer doesn’t make a bad movie better.

A great resume starts with understanding how a resume is scanned. Start with the basics:

1. Your contact information including a phone number. Sounds pretty basic to me. For some reason many candidates are starting to have only an email address on the resume.
2. Basic information about the companies you worked for (unless they are household names), such as sales, number of employees, and what the company does or the industry.
3. Basic information regarding the scope of your positions. Number of people supervised, basic duties and responsibilities, if multi-location, international, functional area managed, etc.
4. Education. When appropriate additional certifications or courses that enhance your marketability.
5. Company ownership. Is it a public company, owner operated, private equity owned or something else?
6. Some bullet points that directly align as closely as possible to the two column cover letter you included.
7. Bullet points that include results in dollars or percentages as to the impact on the department or company.

These are basics. There are more that will get your resume from good to great. At least review your resume to verify you have met the minimum.

Join our Linkedin Job Search Networking Group. Over 3200 members. CLICK HERE to join.

Download a free sample cover letter – that is the first step. You still need a great resume. CLICK HERE to get the FREE cover letter.

Resume Do’s and Don’ts

Every person that has put together a resume knows the basics, no spelling errors, limit to two pages, chronological format, use keywords and so on, but there are other basic issues that candidates do and don’t do that  have a big impact on getting their resume noticed. By getting noticed I mean read and ultimately you get a phone call or email.

Lets all agree there is only one reason for a resume, and that is to get an interview. That is it — PERIOD. A resume isn’t to get you a job, it isn’t a networking tool, it isn’t a bio and most important of all a resume  isn’t ABOUT YOU.

A resume is about the person reading the resume. If the only purpose is to get you an interview, then the resume better stand out so they take the time to read the resume. Standing out doesn’t mean gimmicks, highlighting or other tricks that only make you look desperate. Standing out means they see what they are looking for and want to read on and ultimately engage  you.

I believe candidates need to realize how people review resumes or take a step back, be very objective, and think about how they reviewed resumes when they had a stack of 100+ resumes sitting on their desk.

I know for me it starts with the 10 second review.  I’m looking for a few box checking items or points and if they are missing, or aren’t a fit, I move on. For example:

• If my client isn’t going to relocate, and you are from out of the area, you are gone.
• If I’m searching for a VP of X and you are a VP of Y you are gone.
• If for whatever reason you have to have experience in a specific industry and you don’t, or haven’t at least worked in an industry that is a close fit, you are gone.
• If my client is a small entrepreneurial company and you have only worked in very large companies you go into the “B” pile.
• If you have had 8 jobs in the last 8 years chances are you are either gone or in the “B” pile.
• If the scope of your positions don’t align with my client’s you are gone. For example,  if I’m searching for an International X and all your resume discusses is domestic, I think you know what is going to happen.

A recruiter, HR person or hiring manager can determine these in 10 seconds or less. Once all of these fundamentals are box checked then I’m going to take the time to read the resume in more detail. It is here that the rubber meets the road. This is where the resume needs to be about my client, NOT YOU. It is here that I’m making the decision of whether to pick up the phone and call you or not.

So it is critical under the “do” column of “Resume Do’s and Don’ts,” that you meet these basic screening issues or at least in one fashion or another address them.  For example, if you are open to relocation and willing to pay your own relocation expenses that should be in the cover letter. This could help level the playing field with local candidates,  if other points on your resume are compelling. You may go to the “A” or  “B” pile instead of being eliminated.

Under the “don’t” column of  “Resume Do’s  and Don’ts,” you need to make sure that when the person gets to the reading stage of your resume that you don’t discuss  irrelevant issues or accomplishments. This is the time to stand out, differentiate yourself and hit a home run.

The biggest “don’t” is don’t try to get by with a one-size-fits-all resume. These resumes are so generic it is impossible to know exactly what the candidate actually did. The bullet points don’t include results and are so vague the reader could change the name at the top and the resume would be like all the rest.

Don’t regurgitate the duties, tasks and responsibilities of the job in bullet point format.  Most companies will not consider you a great hire if all you do are the very basic duties of the job. Your bullet points should demonstrate the exceptional work you have performed. The resume bullet points should sing out loud and clear, “Here are the benefits to you if you hire me.”

Change  your perspective on the resume. Stop thinking of it as a resume about you. Start thinking of it as a marketing document or advertisement. These are generally about the targeted audience and designed to get their attention.

Join our Linkedin Job Search Networking Group along with over 3100 others. Exceptional articles and discussions are all free. CLICK HERE to join.

To help  you build a great resume, we have a put together our “Complete Resume Writing System.” Everything  you need to make sure  your resume is compelling and about the reader is included. Candidates spend hundreds of dollars on resume writing  services when they don’t have to. Our Complete Resume Writing System is available for just $39.95. CLICK HERE to at least see if it can help you. It will save you hundreds.

Resume Do’s and Don’ts – Radio Show

Knowing how your resume is screened will help you understand why you do or don’t hear back from recruiters, HR or hiring managers. These are not the basic do’s and don’ts such as spelling, grammar, or formatting.  You already know those things. We are discussing the practical application of the most common mistakes candidates make that result in their resume getting screened out. Most of these mistakes are so easy to fix, so common sense and so obvious one wouldn’t think it would take a whole show to discuss. We give you insight into what our clients tell us, their actual screening methodology and what you can do to get past the 10 seconds resume screening 90% of the time.

Join our LinkedIn Job Search Networking Group along with 3100 other LinkedIn members. To join CLICK HERE.

You can download for FREE a Job Search Self-Assessment Scorecard. This will help evaluate the strengths and weaknesses in your job search so you can identify what  you need to tweak. This will help you conduct the most effective job search possible. CLICK HERE to get your free assessment.

To download this and past radio shows in our audio library –  CLICK HERE

How NOT to Differentiate Yourself From Everyone Else

As candidates become more and more desperate in their job search they often turn to desperate measures that more often than not hurt the candidate. One example of this is with the resume.

Lately we have been noticing an increase in resumes that contain some sort of gimmick or strange presentation to get noticed. This is not necessary. If your resume is focused, well presented, and easy to read, it will get noticed – at least by us.

If your resume has a lot of highlighting, gimmicks, smells like perfume, or is on bright colored paper, all that is saying to the reader is, “I’m desperate.” Companies today don’t want to hire desperate people. They still want to hire the best and the brightest.

The best ways to get  your resume noticed and read is:

• Have a good cover letter. Download a free sample from our Web site. CLICK HERE.
• Have an easy to read resume. Use bullet points instead of long paragraphs, make sure it is not over crowded, has white space, 12 point fonts, two pages,  and does not have a lot of abbreviations, functional or industry jargon.
• Make sure vital information used for screening stands out such as,company description and industry, title, dates, organization, number of people managed, scope of responsibility, etc.
• Pleasing to the eye.
• Well organized and laid out.
• Highly recommend chronicle not functional.
• It should be as targeted to the position as possible and that bullet points address what the hiring manager is looking for. NOT a generic one size fits all.

There are probably more and feel free to comment and add  your ideas. Just don’t try and stand out by using desperate gimmicks and tricks.

Join our Linkedin Job Search Networking Group along with the other 3000 members. The group contains extensive articles and discussions on conducting a job search. CLICK HERE to join it FREE.

Please download our free sample cover letter to make sure your background aligns with the job needs and stands out. CLICK HERE to get your copy.

I welcome your thoughts and comments.

Brad Remillard