While no two resumes are identical, there are some general guidelines or ‘rules’ that will increase attraction and impact of the document. I found this recent blog post, on www.Nexxt.com, that I wish to share with you. I may not agree completely with all the points, but there is much value to be gained for those considering why their resumes are not being read.
It seems that no matter what type of job posting, there are usually hundreds of people applying. I thought this was a very interesting article publish by Harvard Business School, in light of all the rhetoric regarding immigrants, multi-cultural issues and corporations striving hard to hire ethic candidates:
I’d love to hear your thoughts.
I’ve spent the past year or so collaborating on a global career handbook, teamed with a global recruiter based in Canada. Much of our content applies to local career landscapes and industry professionals as it does on a global perspective.
The biggest factor I can attest to when adjusting your skills and abilities to align with a new or foreign environment is ensure you research the differences from what you may expect are normal. Quite often what is normal to you in your current environment or industry is offensive or detrimental in another location.
I recommend Kiss, Bow or Shake Hands by Terri Morrison as a tool if you are planning to do business or attract opportunities in other countries. The essence of this book is “When in Rome …”
Stayed tuned for the announcement of my next publication due out this summer.
Here is an article I felt worth sharing. Many careers improve when risks are part of the strategy. I believe some of the ideas share by the author of this piece (Christopher Dottie) may be just what many of us need:
One of the highlights of my past year has been mentoring a second-year journalism student from Mount Royal University. There is pure joy in experiencing the thrill of a very publication, even if the writer never received payment for it. Such is the typical path of most new writers.
This article just happens to see me as the subject, but the pride for the writer surpasses my own pride at being featured for the second time in the Calgary Journal; the first time following the release of my first novel in 2007.
As Monique LaBossiere quotes my words, ” …to be really fulfilled as a writer, I’ll have to write that thriller.”
……any game, really.
I’m a huge futball fan, of most varieties: English Premiere, Scottish League, Euro, Calgary Women’s …..
No matter the game, soccer, football, hockey or corporate politics ….strategy is the underpinnings to the Big Win. I sat with a client today, who decided at a late stage in career (inside an extremely competitive timing of both job and economic market) to completely alter his entry back into the job market. He’d already convinced himself, so I was an easy sell: an engineer cum sales profiteer!
What does it take to re-enter into a space that no one in your knowing circles would attach to your past abilities, or (worse yet) align to your new ones? The answer is Strategy. And why the heck not?
We tell our kids they can be anything. Do anything. We remind them they are only limited by their inability to believe in themselves. Okay. So now what?
All I can attest to this notion of somewhat (seeming) impossibility is ….why the heck not? If you can pull from your past the proof of your ability to fly, then display the feathers and be ready to make them flap. If you claim to hold the secret to the best tasting salsa, then build on that dream and your ability to make palates dance. But before you lay the claim or show your glory, do yourself a flavour and take the care to strategize your moment:
plan your unveiling
build up the anticipation
take measures to mitigate the risks
be prepare to answer the awkward questions
surround yourself with safe catches
underscore your desire
….then jump in!
Today I am grateful for many things, my growing list of clients is one of them. I have had a tremendous year working with some of the most successful and illustrious professionals I could ever hope to meet, let alone collaborate with.
I wish every one of you a feeling of hope as you open a new calendar year. May success find its way to you as you put forth your very best skills, energy and aspirations.
Thank you for a solid 2016 and I look forward to your referrals and continuing to endorse your efforts in the year ahead.
I’ve recently begun a new project: co-authoring a career handbook on how to land your dream job anywhere in the world. Expectedly, I’ve been doing a lot of research lately, as well as talking to a lot of people at network events, my own resume clients and striving hard to inject positivity into what many westerners consider to be a gloomy job market. While the gloominess does linger where the energy industry lays, there are indeed many good things happening in other industries (technology, agriculture, tourism and sports) all around us. It is my full belief that corrections are required and from these cyclical downturns we can only ever go back up again.
Today I happened upon this video that I would like to share with you. It is a video advertisement from a career coach who would like you to buy his module. I am by no means endorsing his business, and I don’t believe you need to watch much past five (of the eight) minutes of the entire video. Much of the content he speaks about mirrors topics in my new book and some of the my views, and those of my writing partner (who is a global networker and career placement expert) are not in accordance with his. The value, nonetheless, is how he encourages job seekers to think critically about how they project themselves to their market, and he highlights many of the ways that most job applicants fail:
His platform is Interview Success Formula, and I believe he may be American. His advertorial is a bit quirky with cartoon-like drawings, which is a nice change from watching a single person stand before you and preach. If anyone does decide to purchase the product for $97 (USD, I believe), I’d be curious to learn if it is helpful.
In the meantime, stay focused on what it is you need to advance through your current roadblocks, whether they are at the interview stage, the search itself, career coaching or the resume. It is my wish that you will find the ways to source the very best of tools that will in return surface the best in you from which will result your most exciting career stage imaginable!
Best in career successes,
(Source of video: http://www.interviewsuccessformula.com/job-interview/job-interview-answers-wp/)
I speak mostly about how to prepare or empower a candidate for his next career opportunity. As a resume specialist, I obviously impart a strong recommendation for creating and maintaining an ideal resume to capture the attention of a prospective opportunity. What I don’t speak about often is the binary positioning about what an ideal candidate looks like from the one doing the hiring or contracting.
I found this article in the sidebar of the Beyond.com job board, written by John Krautzel (whom I believe is a great source of career advice, and he’s been around for some time now). In his piece he offers some solid counsel for the candidate seeker. In equal measures, this article will serve as a valuable preparation tool for the candidate as well:
“No matter what position you’re filling, the standout job candidates should always have three things in common: knowledge, interest and openness. While you can’t gain a definitive picture of an applicant’s personality and work ethic from an interview, you can spot red flags that a potential hire isn’t pursuing the job for the right reasons. If you want to avoid costly hiring mistakes, stay alert to these signs of an unsuitable job candidate.
1. No Facts or Examples
Professionals who are confident about their skills aren’t reluctant to back up their claims with facts. Be suspicious of applicants who are vague about their past roles and accomplishments, especially if they don’t provide examples when asked. Fitting the most relevant and impressive information into a resume is a constant struggle, and job candidates who want an advantage use the interview to highlight past experiences when they excelled and developed valuable skills.
2. Unfamiliar With the Company
Failure to research the company is a red flag that a job candidate doesn’t care where he works or only sees the position as a temporary stepping stone. Job seekers can easily research most reputable companies before applying, and professionals who are serious about making good career choices want to find an environment, duties and benefits that are compatible with their goals.
3. No Questions or Inappropriate Questions
Asking questions isn’t just a formality. Probing for information shows that a job candidate has thought about how the position functions in the company and wants to understand how the employer’s daily operations compare to those of other businesses. Be wary of job seekers who are only concerned about salary and benefits. Some may be excellent performers, but they might not stick around if they get better offers.
4. Unexplained Career Path
Whether or not a job candidate’s career path is linear, he should be able to explain how and why he progressed from one stage to the next. A cohesive narrative is a sign that a professional is self-aware, capable of clarifying past career choices and articulating goals for the future. While many candidates find it difficult to talk about themselves, they should be able to clear up any information in their resumes when prompted.
5. Hostile Attitude
Both job seekers and employers have a right to learn more about one another, making it unreasonable for job candidates to behave aggressively when asked questions. As long as interviewers don’t venture into illegal territory, applicants should feel comfortable being open about their work history, interests and previous employers. If hostile applicants also speak negatively about past jobs or bosses, assume they have a history of blaming others, and move on.
Few recruiters have a perfect, no-fail method for hunting down the best job candidates, so strong applicants are bound to be overlooked from time to time. However, you can reduce your employer’s chances of making a bad hire by ruling out job candidates who show a lack of effort and engagement in the early stages of the hiring process.”
Best in your search,
I know the majority of people do not truly love what they do as a career. Sometimes, it’s just a case of having mastered our craft and lacking daily challenge. Or it might be a cause of limitations inside the organization’s politics or structure.
Here are a few thoughts to ponder that I found on the TimeJobs website:
Do your goals align with the company’s?
Do your future plans match with that of your company’s? This is pertinent because you may be working hard to be an ace in your domain but the company may be looking for a merger or may be big on hiring lateral talent from outside.
Are your skills required?
Some companies prefer quick fix ideas as compared to laborious ground work. What is your company’s preference? Does your work style fall in that line? If no, then it’s time to rethink about your existence in that place.
Do you believe in your boss?
You may or may not agree with your boss all the time but do you have faith in his caliber? If you doubt the intention of his ideas then you are clearly in the wrong place.
Do you gel with coworkers?
Believe it or not, what your coworkers think of you decides your future in some sense. It creates a professional reputation for you. Also, in this age of 360 degree feedback, good feedback from your coworkers is as important as your boss.
Are there new things to learn?
Do you want to step up and learn new things at workplace? Do you still find new things to learn and master in your office? If no, then sooner or later the boredom will get on and you will feel like a misfit at work.