CDI'S CAREER WORLD WIKIPEDIA - Recently Updated Pages

Resume Writing

d_jensen — Wed, 14 Jan 2009 12:17:22 CST

Use Your Résumé as a Career Status Report
By David Jensen, CPRW, CARW, CEIP
Ascension Writing Services
www.ascensionwriting.com

At some point in your career, you might find yourself needing to update your resume. Whether you’re motivated by a new opportunity or an economical downturn, the notion of reworking your résumé can produce anxiety. During a time when billions of résumés are circulating over the internet or stacking up on a hiring manager’s desk, you need to change your thinking about the role of your résumé in your job search. Your résumé must focus on a specific position in a specific industry. If you don’t know this information, no hiring manager is going to figure it out for you.

Hiring managers are busy. When they need to fill a position, they want to find the most qualified candidate that will give them the best return on their investment. If you are that person, you need to prove it quickly and clearly on your résumé. Show, don’t tell. One of the best ways to show your worth as a candidate is to demonstrate your abilities with qualifications and accomplishments that are measurable. In other words, make sure your job descriptions and accomplishment statements include concrete numbers and percentages. For example, you might have participated in an effort that reduced operating costs or increased sales revenue. When commenting about this endeavor on your résumé, cite the actual percentage of operating cost reduction or the dollar amount of revenue increase.

Presenting this information on your résumé can significantly improve your chances of capturing a hiring manager’s attention. However, carrying the specifics about each accomplishment in your head for several years until you need the information is impractical. Update your résumé on a regular basis to keep track of your specific quantifiable accomplishments throughout your career. The more career highlights that you have written down the better your chances are of recalling information accurately.

Regularly updating your resume makes job transitions easier. By using your résumé as a career status report you will already have an accurate record of your accomplishments in the workplace. Every time you complete a significant project, complete a training course, or win an award, make a note of the accomplishment in your résumé.

Finally, regularly tracking your progress and accomplishments on your résumé can help you determine if your career is moving in the right direction. At times, you may get discouraged and feel stagnant in your career. Regularly tracking your accomplishments and milestones can reveal that you are moving forward even though you haven’t changed jobs or responsibilities. Keeping your resume up to date, showing when you’ve learned new skills, accepted new or additional assignments, or meeting organizational goals in effective, measurable way serves as a allows it to serve as an effective status report.

Cover Letter Writing

d_jensen — Tue, 09 Dec 2008 12:23:58 CST

The Ins and Outs of Cover Letters
by David Jensen, CPRW, CEIP
Ascension Writing Services
www.ascensionwriting.com

You might wonder if a cover letter is necessary when you submit a résumé. Unless otherwise instructed, a cover letter should accompany every résumé. A cover letter compels your reader to review your résumé. Your résumé presents factual information about your qualifications, experience, and educational credentials. You use the résumé to present yourself as a good match for a position based on the content in a job posting.

It is common for job seekers to use one résumé for several employment contacts. While this is a customary practice, a cover letter lets you personalize your résumé package for a specific job opportunity. You no doubt have value-added skills that are above and beyond those listed as the fundamental job requirements. These skills can distinguish you from other candidates. A cover letter lets you present this information and add value to your marketability. In creating your résumé package, your cover letter is an informative and even fun way to demonstrate that you can communicate in a clear and concise fashion.

You do this with the words you use, the tone of the letter, and the visual presentation of the letter. Although there are no set rules to creating cover letters, the following are some guidelines for introducing yourself in a letter:

Be brief – Cover letters are not essays. Use just one page to communicate who you are, what you can do for your potential employer, and why you are the best candidate for the position.

Be professional, yet personal – Avoid using the same tone and language you use in your résumé. Address your reader as if you were speaking to him or her in person. Your cover letter should compliment your résumé, not repeat it.

Tell who you are – Open the letter with a clear statement of who you are and what you do. Don’t make your reader search for that information in the body of the letter or worse have to figure it out from the content of the letter.

Maintain consistency – Use the same heading format on all documents within your résumé package (résumé, cover letter, references, follow-up letters, thank-you letters).

Highlight your value added skills – Spotlight your skills that do not appear in your résumé such as your work ethics, teamwork ability, and skills that are not listed as requirements for the job but are useful to the organization.

Explain why you want to work for the company – Do you like their product or service, their financial standing, their position in the industry, or their direction for the future? Companies like to know what captures your attention.

Proof, Proof, Proof – Make sure that your letter is clear, concise, and error free. Make a checklist that addresses grammar, punctuation, and words that are spelled correctly but out of context (form instead of from, you instead of your, etc.).

Use this checklist for your own proof reading and have someone else read it if possible. A cover letter can make the difference between getting an interview and getting passed over. Use a cover letter to help boost your chances of getting the job offer.

Workforce Development

Sharyn0265 — Sat, 07 Jun 2008 10:30:27 CDT

Welcome! In the table below I will be listing
Terms,Definitions and Links:

Workforce Development	The Workforce Development system helps individuals discover, upgrade or refine their career goals. This includes training opportunities which are in demand to help these individuals become self sufficient and or improve upon their lives via discovering their career opportunities. The Workforce Development system is also extremely important to the employer community. It will assist the employer in accessing and retention of a workforce that will allow them to improve or maintain their ecomomic competetiveness. Some of the areas included are Business and Employer Services, Job Seeker Services, Management Services, and Youth Services.
Workforce Development Professional	The first priority of a Workforce Development Professional is to assist individuals (adults or youth) identify prepare obtain maintain employment in order to maintain self sufficiency. They assist employers and their communities access and retain a workforce so that the employer and the community can continue to stay economically competetive. Workforce Development Professionals provide services to their individual (adult, youth, employer) customers or evaluate, plan and manage organizations that do. Workforce Development professionals abide by a professional code of professional ethics, and practice.
NAWDP	National Association of Workforce Development Professionals
ONE STOP	America's Service Locator
LEARN	Dynamic Institute
Coach	Workforce Development Coach
A BIG KUDOS TO: Bronwyn Mauldin (the creator of this Venn diagram.) Please visit her web site! Workforce Developments

Job Searching

HR4Change — Fri, 14 Sep 2007 11:48:43 CDT

Job searching is the process by which job seekers identify job opportunities. The process involves selecting positions to apply to as well as building network resources for job referrals.

Career Assessment

HR4Change — Fri, 14 Sep 2007 11:37:14 CDT

About Career Assessment

Career assessments are a big industry in this country, with billions of dollars being spent annually on career change and career transition, staffing selection, talent development, team building, outplacement, leadership development, and succession planning, just to name a few. Consumers, corporations, government and non-profits alike are using assessments to make serious job and career change, hiring, promotion, and leadership decisions.

With millions of people relying on career assessments to produce meaningful results for decision-making, it is important to address common myths about career assessments. These myths perpetuate a system of assessments use that may be potentially quite harmful.

Myth 1: Career assessments are created equal; no one assessment is better than another. Assessments on the Internet that have a fast turnaround, are available 24/7, and are relatively low-cost really make the most sense to use.

Googling the terms “career assessment” or "career tests" yields millions and millions of hits. The majority of these are free or low-cost career tests that anyone can take online. These self-scoring assessments, quizzes, and tests can be fun, but may lack the research-based underpinnings to support their results.

Trustworthy career assessments, like the Myers-Briggs Type Indicator, have researched test norms and construction, validation, and reliability studies to lend credibility to their results. Validity answers the question, “Does this test measure what it sets out to measure? Is it effective in predicting future performance?” Any career test that appears to be assessing what it purports to assess, possesses a certain degree of “face validity”. That means, on the “face” of things, given the content of the questions, it may be valid.

The degree of validity is expressed as a validity coefficient, a number from 0 (no validity) to 1.00 (100% validity). A validity coefficient above 0.30 is considered very useful and can be found in the manual of a reputable, research-based assessment.

For a minority or a person with learning disorders or disabilities, what resonates with their culture or experiences may not be relevant to the questions asked in an assessment. That would have an impact on both validity and reliability, which measures the consistency of test results over a period of time. If the context of a questions or the assessment instructions was misread, for example, taking the assessment a second time would alter the results obtained.

Myth 2: There is a central core of reality about a person that a career assessment can tap into without fail. Like a Rosetta Stone, an assessment’s results hold the key to what career to pursue and need only to be “deciphered”.

Many career tests claim to be the only one needed to make a sound career decision. These often are the same career tests without any research, validity or reliability data. There are many online that have no mechanism for support or feedback from a careers industry professional, like a professional career counselor.

Career assessments come in many “flavors” – skills, abilities, aptitudes, interests, personal or behavioral style, personality type, values, passions, career attitudes and beliefs, career obstacles, and many more. This diversity of assessments reflects the multi-dimensional aspect of human beings – the richness and depth of our “beingness”.

To relegate career choice to one assessment and its results, would mean basing that crucial career decision on just one aspect of ourselves. Human beings are far too complex for such simplistic answers. A well-trained professional career counselor, career coach, or HR consultant typically gets to know their client first, establishes a trusting relationship, and then determines which combination of assessments would be most likely to jumpstart the career exploration process.

Myth 3: Assessments deliver results based on reality; therefore, the results are unambiguous and can be counted on to be clear. If we do not understand the results, it’s likely there’s something wrong with our thinking.

Assessment results may prove daunting for interpretation, even by a professional. Many career changers may want to move right into making a career choice based on the first assessment result they get. But that may not be the whole picture.

Assessment results may be wrong for any number of reasons. Re-validate each piece of assessment data subjectively by asking questions like, “Does this sound like me? What examples from past experience support this assessment result?”

Myth 4: Assessment reports, written in plain English and detailing assessment results, can be read by anyone. There is really no need for any “expert” consultation.

Trustworthy career assessments are typically administered and interpreted by pre-qualified and trained career counselors, coaches, HR professionals, and career consultants. These professionals' goals are to facilitate understanding and apply the assessment results with objectivity and sensitivity to background, culture, challenges, perceptions, and beliefs.

The authors of the Kuder Career Search assessment, a highly reliable and valid for the student/entry-level population, put it best: “Users of interest inventories over-interpret their results”, and may come to simplistic conclusions. They acknowledge “the best possible circumstance for understanding the results of one’s Kuder Career Search is with the assistance of a knowledgeable counselor. The counselor can elaborate on new concepts, correct misinterpretations, urge further exploration, and in many ways assist survey-takers in realizing the greatest benefit from their results.”

Assessments suggest, not tell. When used as a tool to open the door of possibilities, understanding that many more career possibilities lie beyond, they may spark exciting insights, discussion, and sound career decision-making.

The sheer volume of career tests may contribute to confusion and indecision. De-bunking assessment myths helps to clarify what career assessments can and cannot do, and how they can properly be used for career choice and career transition.

Gifting

HR4Change — Wed, 01 Aug 2007 17:38:27 CDT

Gifting is the process by which businesses or individuals exchange goods or services either as a courtesy for partnership, working together, or sometimes as incentive for business or personal opportunities. Within the context of work, several guidelines can be applied to the proper use of gifting. For clients and other businesses:
Consider giving a charitable donation in the recipient’s name. This allows you to show appreciation to the recipient, contribute to society, and garner some business goodwill.

For co-workers:
The most important thing to keep in mind here is not to hurt anyone’s feelings. When publicly giving gifts to colleagues, the best bet is to include everyone. When giving only to select individuals, do so with discretion and, preferably, outside the office.

For the boss:
Strictly speaking, it is not proper etiquette to give a gift to your supervisor if the gift is only from you. Such gifts may be misinterpreted as sycophantic. Instead, organize a group gift and include any interested co-workers. Of course, if gift-giving to supervisors is the standard at your office, you don’t want to be the lone Scrooge so it’s imperative to learn the traditions of your office.

Workplace Etiquette

HR4Change — Wed, 01 Aug 2007 17:31:54 CDT

There is no abstract available for this page revision.

Career Coaching

HR4Change — Wed, 01 Aug 2007 17:28:01 CDT

Career coaching is the practice of assisting clients in the pursuit of achieving or improving career goals. A coach will use a variety of methods, tailored to the client to move the individual through the process of setting and reaching goals. These methods can include resume review, personal assessments, career research, networking, as well providing reference guides or materials that can move a client towards a particular outcome such as changing jobs, promotion, or discovering strengths and talents. As in other coaching practices, career coaching is not the same as therapy where a specific mental illness or pathology requires treatment.

Social Networks (Web / Internet)

HR4Change — Fri, 27 Jul 2007 11:39:06 CDT

WEB 2.0 FOR JOB SEEKERS

Not since the late 1990’s have we heard as much about the growing internet community as we do today. Previously, only message boards served as the main interface between people with little more than simple postings as “chat” or underground methods of exchanging music files. With the advent of Google and similar search technologies, the way we seek out and exchange information has required a shift in the way we think about sharing information with others—and ourselves.

Web 2.0 is the latest development of internet information aggregation and is fast becoming the new skill set in the job seeker briefcase. The following sections describe key aspects of Web 2.0 technology.

Blogs
One of the most popular Web 2.0 elements is blogging. Blogging or “web logs” is a form of electronic journal where people can write (as well as post photos, videos, or other files) on virtually any subject and share it with the world. Job seekers can use a blog to showcase technical or professional expertise. Employers can review the blog as an initial method to research potential candidates and invite them to interview for opportunities—many that are never posted on job boards or company websites. Blog creation sites like WordPress or Blogger allow anyone to start blogging easily and at no cost.

Social networking
Blogging is a piece of the larger umbrella known as social networking. Social networking sites like Myspace, Facebook, and LinkedIn, allow users to go beyond static webpages and create dynamic content that can reveal anything from your favorite ice cream flavor to job interests. This unique ability for individuals to add content, links, and information with friends (and the world) opens up possibilities to share knowledge like never before. In fact, most of the hyperlinks used in this article were created thanks to Wikipedia which is a form of social networking technology called wiki.

Social bookmarking
Companies today use the power of Web 2.0 to gain access to data “tagged” by the community. Social bookmarking sites like del.icio.us, reddit, Digg allow users to provide a virtual bookmark for others to find targeted and specific information of interest. Recruiters can search through these sites for information on companies as well as passive job seekers. Its free, it’s easy, and the information generated is much more targeted than traditional searches. As search engines become fine tuned to community driven tagging, job seekers need to participate in tagging to build a social community of expertise for help with immediate career questions or job leads.

RSS
Real simple syndication or RSS allows users to create a “feed” of information from popular blogs, news services, or other websites. With a simple click of the RSS icon, you can receive email updates to any change in content you desire. This is a useful feature when following specific companies, trends, or job openings.

Job search and Web 2.0
Job boards are also joining the sourcing/aggregate features of Web 2.0. Job search engine provider Recruit.net gathers information about open jobs (rather than hosting open jobs for others like Monster.com) from various sources throughout the web. Recruit.net goes a step further by allowing users to make site improvements and provide feedback on job trends. Other sites following similar job search modeling include: Indeed.com (US), SimplyHired.com (US), Bixee.com (India), WowJobs.ca (Canada) and Eluta.ca (Canada).

Web 2.0/Social Networking References and links:
Graham, P., Web 2.0, 11/30/2005, http://paulgraham.com/web20.html.
O'Reilly, T., What Is Web 2.0 - Design Patterns and Business Models for the Next Generation of Software, 09/30/2005, http://www.oreillynet.com/lpt/a/6228.
Web 2.0 workgroup, http://www.web20workgroup.com
Web 2.0 terms, http://www.lingospace.com/web20/searchc.asp

Initial contribution by:
©2007. Tony Deblauwe, M.C.D., C.C.R.E., is a career coach and founder of HR4Change and author of the upcoming book on management, Tangling with Tyrants®, Managing the Balance of Power at Work.

Federal Resumes

BarbaraAdams — Fri, 15 Jun 2007 11:42:19 CDT

How to Navigate the Federal Hiring Process

By, Barbara Adams, CPRW, CEIP, CFRWC, CMRW
www.careerproplus.com www.militaryresumewriters.com

The federal government’s hiring processes are frequently viewed as nearly impossible to negotiate and job seekers may find themselves getting lost and frustrated among the many different agencies, procedures and requirements that eventually lead to an actual interview. While navigating the federal system is unwieldy, it is possible to make your way through it, to a job with pay and benefits well worth the struggle, particularly if you follow these guidelines:

1. Decide what type of position or which agency you want to work for

The type of position and/or the agency you want to work for are dictated, in part, by your skills and qualifications. For example, administrative and clerical skills are in demand by nearly every agency and at every level while specialties like agricultural research or background in social services are most likely required by the Department of Agriculture and the Department of Health and Human Services, respectively. However, that is not always the case so if you are not specifically tied to the idea of working for one agency or another, be sure to search by job title to view a wider range of potential job openings. The positions and agencies of interest may also be limited by the geographic region in which you live, unless you are willing to move. In the western states, for example, openings within the FBI or State Department may be very limited, while similar openings abound within and around Washington, D.C. Assess what you can do and where you want to live before you start the application process.

2. Search for jobs on the Internet

The beauty of conducting a federal job search lies in the fact that all of the publicly available openings are listed on the Internet – most of them in one centralized location. Simply go to www.usajobs.opm.gov, to enter the world of federal employment. At present, there are over 20,000 jobs of various skill levels and specialty areas listed on the site. You can search by job title, agency, general job category and other criteria, and you can filter the search by geographic area, salary range, pay grade, etc. Try the system out by entering the job title “administrative assistant” into the “search jobs” box at the top of the page, and then enter. A long list of jobs, sorted by closing date, will come up on the next screen. Each listing specifies job title, agency, location, and salary. Clicking on the job title takes the searcher to the specific job announcement where all pertinent details, including the application method, are available. The USA Jobs site is undoubtedly the most valuable tool available for seeking federal employment.

3. The Federal Resume - One resume does not fit all jobs

In addition to the ability to search federal job on-line, today’s job seeker is also afforded the convenience of the on-line job application. Gone are the days of the Standard Form 171 as the single federal application mechanism, but here are the days of multiple resume formats, supplemental essay questions, and each agency demanding specific information presented in a specific format. The job seeker who sends in the standard two-page professional resume geared for a wide variety of job applications will find, to his or her dismay, that interviews will not follow. The resume submitted either in hard copy or electronic form, must follow formatting specifications to the letter, must be keyword rich to pass electronic screening, and must contain all elements requested in the job announcement. It’s at this step in the process where the federal job search becomes complicated and it’s also the place where professional federal resume writing services like those offered by Career Pro Plus become absolutely invaluable.

4. Identify the proper format in which to develop your resume

In most cases, when applying for a federal job, format counts. You can identify the required format by visiting the actual job announcement posted on USA Jobs and then clicking on the “how to apply” button, which may be located either at the top or the bottom of the announcement’s front page. The “how to apply” sections are clear, detailed, all inclusive and must be strictly followed. They also vary substantially from job to job and agency to agency. For example, an administrative assistant position with the Department of Transportation requires an on-line resume, completed on the USA Jobs website including supplemental questions (KSAs) that have to be answered. On the other hand, a National Park Service administrative assistant position may specify no particular format (either a resume or a form OF612 may be used) as long as the requisite information is all present. This is another complicating factor for the average job seeker who may not feel that he/she has all of the time and energy required to repeatedly jump through a long line of hoops in order to gain federal employment.

5. Keywords and Accomplishments are Important

Federal screening systems are designed to focus on a couple of primary aspects – key words and individual accomplishments. Key words that pertain to each job can be gleaned from the “duties” and “qualifications” sections of the federal job announcement and should be reflected in the wording of the resume. Failure to mimic the key words contained in the announcement will result in failure to trigger scanning devices used to prescreen federal resumes, which means that the resume will not be passed on to the next level. It is also important to include any work related accomplishments in a federal resume. Otherwise, job descriptions being much alike, there is nothing by which a screener can differentiate potential candidates when the resume reaches the next level. As much as possible, remember to quantify accomplishments in terms of actual achievement, i.e. “achieved 110% of projected sales goals for FY 2002.”

6. Veteran’s Preference

Veterans of the military services may receive hiring preference in the federal application system. The way it works is that each element of the resume receives a numerical rating based on how closely it fits the job description’s qualifications. Veterans receive extra points, based on the extent and timing of their military service, any disabilities incurred while serving their government, etc. Under new federal guidelines established in 2006, only disabled veterans or those who served in active duty in a Congressionally declared war, such as World War II, are eligible to receive 10 preference points. Five preference points are granted to those who served on active duty in “a campaign or expedition for which a campaign medal has been authorized.” The preference points are applied to an already passing examination score, but cannot be used to boost the applicant from a non-passing score to a passing score. Before declaring veteran’s preference, applicants should visit http://www.opm.gov/veterans/html/vetguide.asp, where all of the various requirements are outlined in detail.

7. Verify Information or ask Questions about a Vacancy Announcement

The federal government listings on USA Jobs provide a mechanism for clarifying or verifying information about a particular job announcement and application requirements. At the very bottom of the job listing, there is a “Questions” button. Clicking on it reveals, at minimum, a telephone number to call for questions. In most cases, the information includes a phone number, email address, fax number and, in many cases, even the name of a specific contact person designated for that job.

8. What if you receive a rating of “qualified”, but not “best qualified?” Once your resume has been processed through the federal system, you will receive a total numerical score based on how well your qualifications matched the job announcement requirements and how well you answered all of the relevant questions. The number of points you receive dictates whether or not you will be deemed qualified or not. However, a rating of “qualified” is not enough to have your resume forwarded to a review committee for the final cut. Only those who receive a “best qualified” rating will have their resumes forwarded for review. The difference between a “qualified” and a “best qualified” rating is often not a matter of qualifications at all, but is dependent on the wording you have used to express your qualifications. If you are able to determine key words and phrases from the job announcement and rework your resume to contain those key words and phrases, you are more likely to end up in the “best qualified” category.

9. Seek Professional Federal Resume Help

If you have been deemed “qualified,” but not “best qualified,” it is time to upgrade and perfect your resume for better scoring within the federal system. It may be time to seek professional resume help. There are professional federal resume services available that have a long history of converting average federal resume ratings into superior ones. Professional writers compare your job history, skills and qualifications with the jobs you are seeking, search out the key words and phrases that can make the difference between success and failure on your federal job application, and make certain that your resume represents you in ways that pass the electronic scanning equipment and best position you for superior ratings.

10. Persistence

For most people, obtaining a federal job is not easy and it is not quick. It requires persistence and the willingness to keep refining the resume and keep submitting it until the results are positive. Professional resume writers increase your chances exponentially and, if you succeed in gaining federal employment, the job security, pay and benefits are well worth the effort expended in the process.

Why Hire a Certified Military Resume Writer?

BarbaraAdams — Fri, 15 Jun 2007 11:18:28 CDT

By, Barbara Adams, CPRW, CEIP, CFRWC, CMRW
www.careerproplus.com www.militaryresumewriters.com

Military personnel can offer a great deal of experience and dedication to the private sector employers. You undoubtedly realize as a highly-respected person serving in the military, "you have worn many hats," and yet the summation of your capabilities and talents is often inadequately regarded if it is described using military jargon. Most civilian employers do not understand military protocol, and quite frankly, they are not required to because they are not interviewing you for a position in the ranks of uniformed service. Professional resume writers are experienced in organizing, assimilating and interpreting your military career and marketing you effectively. Accomplished and experienced military to civilian resume writers can strategize your qualifications and experience and demilitarize your career, projecting your experiences into a highly effective resume presentation.

Even well-qualified, dedicated, and capable candidates such as yourself has to plan strategies and care enough about the first impression you make with a potential civilian employer to show the hiring authorities your "best side." It's a known fact if your resume is going to get the attention it deserves, "make your first impression your best impression."

Sometimes hiring managers may not completely understand military acronyms or even the basic hierarchy of the military. Recognized as "Home of the Military Resume," and the first "Certified Military Resume Writers," our highly trained and skilled team at www.militaryresumewriters.com and www.careerproplus.com has been writing military to civilian transition resumes since 1986, from Desert Shield/Storm to Operation Iraqi Freedom, and all the brave missions in between and moving forward. We have a deep sense of pride and honor to be able to offer you, who have served our country so selflessly, the very best in writing talent, available to encapsulate your military years for civilian review.

In today's military, you have traveled across many miles and continents, handled personnel issues, logistics, training; managed materiel, equipment and inventory just to name a few, and many have fought bravely in life-threatening war. How do you explain this to a civilian? How could they ever imagine some of the assignments you have participated in and successfully accomplished? They cannot. But experienced and trustworthy professional military resume writers have the ability to interpret and integrate your military background into a comprehensive, easily understood resume. We can transcribe your experiences, accomplishments, challenges, actions and results into the smoothly-reading qualifications and skills employers can relate to - and are looking for.

The first step for the transitioning applicant is to understand his or her talents, skills, and abilities and how those attributes relate to business and industry. Military personnel develop traits beneficial to private enterprises because they are held to the highest standards of performance and operations. Recruiting professionals statistically have agreed military personnel make excellent leaders, once given a specific task: they are decisive, resourceful, disciplined and devoted team players; performing exceptionally well under pressure.

Why do recruiters or hiring managers ever overlook well-qualified military applicants? First, they may not be able to establish (or understand) matched skills from the military resume, perhaps because the language and "buzz words" do not equate to their customary civilian terminology. If the recruiter is forced to decipher too much technical information or military jargon, he or she may be unable to see the value of the candidate.

As a former member of the military, no matter the length of time served, you have much to offer and are the most loyal, well-trained, disciplined, and goal-oriented individuals any employer could hope to recruit. One of the most important decisions you can make to aid in your transition from the military is to hire an expert who can market and emphasize your value expertly in this competitive employment economy we face today.

Susan Guarneri

susan_guarneri — Thu, 14 Jun 2007 19:29:37 CDT

Susan Guarneri, the "Career Assessment Goddess" and "Resume-Magic Expert", holds multiple careers credentials in career counseling, career coaching, personal branding, resume writing, and interview and salary negotiations coaching. WIth a Lifetime Achievement Award as a Master Resume Writer, Susan has assisted thousands of professionals and executives with winning career and job transitions. She holds a Master's Degree in Counseling from The Johns Hopkins University.

Published in more than 40 books, such as Expert Resumes for Baby Boomers and 2500 Keywords to Get You Hired, Susan's articles and interviews have also been featured in careerjournal.com, careerbuilder.com, monster.com, The Princeton Business Journal, The Career Planning and Adult Development Journal, and New Jersey News. She has appeared as a guest speaker - twice - on Richard Bolles' RadioShow JobTalk.

Susan writes about careers, personal branding, and job-search issues and trends in her Career Goddess Blog, as well as guest blog postings for CareerHub.com, CollegeRecruiter.com, Experience.com, and more.

In addition, she authored the acclaimed New Jersey SUCCESS Program for women re-entering the workforce, as well as the New York City Summer Youth Employment Training Program. Her "Master the Maze of Career Assessments" program is an intensive assessments training "boot camp". Leadership roles include: 360Reach Certification Leadership Team, Career Assessment Expert for Career Directors International (CDI) and the Career Masters Institute (CMI), and Director of the Innovation Advisory Committee for CDI.

Gillian (Jill) Kelly

JillKelly — Wed, 18 Apr 2007 21:47:36 CDT

Jill Kelly, is the Principal Career Consultant for Career Edge and an international award winning resume writer. With tertiary qualifications and industry accreditations in resume writing, marketing, and vocational education, she affords extensive expertise in career marketing and support, and over 15 years working and consulting for government and the private sector in career development and business writing.

Jill is an accredited advanced resume writer and has been recognised as an international award winning writer within the Career Directors International's "Toast of the Resume Industry" Award. She also holds multiple business awards including designation in the RCC Hall of Fame.

The ABC's of applying for an Australian Federal Job

JillKelly — Wed, 18 Apr 2007 21:17:18 CDT

Just like other parts of the world, Australian public service positions have unique application processes that commonly require applicants to develop responses to specified selection criterion. These government application processes are often very daunting to people who are unfamiliar with them. But relax, for most people with a little structure and direction, suddenly this overwhelming process can become just a matter of following some simple steps.

Selection criteria have been used for many years now by the Australian government. With increasing litigation and toughening employment laws, government and employers were looking for a selection tool that would allow them to demonstrate transparency in their employment processes, and selection criteria became the “best practice” selection tool.

WHAT ARE SELECTION CRITERIA?

Selection criteria are based on the principle that “past behaviour is the biggest predictor of future behaviour”. Applicants are asked to evidence their skills and experience for potential positions and are scored accordingly.

In selection criteria, each position is broken down into dimensions across the skills, abilities, knowledge and qualities that the HR department has identified the person will need to perform the role effectively. The selection team will score or rate applicants against these criteria in order to identify the applicants with the closlest experience, skills and knowledge matched to the specifications of the role and then interview a pre-selected number of the best matched applicants.

Some selection criteria separate these criteria into essential (or mandatory) and desirable criteria. If there are mandatory or essential criteria you must meet all of these to be seriously considered for the role. Although departments vary in their length specifications for criteria, a general rule of thumb for applications that don’t specify a word length is between 3/4 and 1 page for lower level positions and 1 to 2 pages for higher positions, but make sure to read carefully the application guidelines as some departments will have character or word limits that must be abided by!

HOW TO TACKLE THE CRITERIA STEP BY STEP

Preparation: Know the Position. Take the time to read the position description and application pack thoroughly first. Review their website so that you have an understanding of the organisation’s purpose, values and the issues affecting their operations. Breakdown the Question - make sure you understand each criteria. Review the level of skill they are asking for and if there are sub-points, underline or highlight each key part so that you don’t miss anything.

Step 1: Respond To the Selection Criteria. Start your application as if each criteria was a question and respond accordingly with 2-3 lines that show categorically that you have the skills/knowledge they are looking for and where you gained this. Use positive language and remember to ensure in your statements that you indicate that you have met or exceeded the level of skill or knowledge that is required.

Step 2: Use a STAR To Prove Your Past Successes. The biggest downfall of most applicants in selection criteria is that they fail to prove their past successes. Using a properly structured STAR example will ensure you are evidencing your skills. A STAR example is a format used when giving examples that is broken down into the following areas:

Situation/Task: Describe a recent or relevant situation or setting in which you were required to use the skill/knowledge etc. Within this situation show what you were tasked to do, outlining clearly the challenges of the situation.

Approach or Action: Now show the readers of your application how you went about doing this. Outline the actions you took to ensure the business outcomes were positive. This allows you to demonstrate your knowledge and understanding of the processes that are relevant and how you use your skills and knowledge to be effective.

Result : Describe the outcomes or your success. What did your efforts mean to the company? Cost savings? Productivity improvements? Management of busy deadlines? Better client relationships? If you can’t prove (quantify) your results with numbers use feedback from managers, performance appraisals or referees to confirm your successes.

STEP 3: Summarise and relate your past success to the new role. Finish each application by showing the potential benefit your past successes offer the future role.

LAYOUT CONSIDERATIONS.

Write each selection criteria on a separate page with the selection criterion written in full at the top of each page as a heading
Use a header and footer showing the position, vacancy reference number, your name and page number
Always proof read your application. Grammar and spelling are the most obvious reasons for disregarding a candidate!

GOOD LUCK!

Avoiding becoming a premium product in home-brand packaging - Using Resume Templates

JillKelly — Wed, 18 Apr 2007 19:29:08 CDT

No marketer would ever use home-brand packaging to sell a premium product. The cost of the potential losses in sales revenue alone would be obvious, and yet daily highly qualified professionals sacrifice potential income through poor resume packaging.

It's not the design or resume template that is at fault, but peoples tendency when using templates to lose sight of the fact that the resume is actually a marketing document. To sell a product, marketers realise they must know their customer. They invest time and effort in developing branding and copy content that will appeal and inspire action by the customer to buy. This is just as true for applicants. Just as every product has its unique selling points, so do individuals, and time must be invested in designing a resume that will truly reflect your relevant selling points and will operate as a catalyst to mobilize employers to make contact.

Fancy templates on their own won't do this. Pretty may catch the employers eye but what then? A good resume will do that and a lot more. It will capture their interest, immediately showcasing the amazing skills and benefits you can offer their company. It will funnel them down through your resume on a journey packed with achievement and genuine contributions to your past employers. It will paint the picture of a consummate professional, who has faced commercial challenges and soared..and yes they will be caught, hook, line and sinker.. motivated and intrigued to talk with you to see if you would be able to offer the same contributions to their company.

So before you pick a template and just start to type. Stop. Pause. Take time to really consider:

Who will be reading your resume. Put yourself in their shoes. What do they want? What skills and experience do you offer? Why would they want to ring you?

Evaluate the template design. Does it reflect the image you want to put forward? Will you stand out from the pile of resumes, professional and distinctive or just blend in?

Assess your writing and personal marketing skills. Do you have the skills to really showcase your achievements? Would you be better investing in your future through the skills of a professional resume writer?

When you know this, then you can start the resume process because I guarantee you if your resume is plonked into a template with no though given to the content - it will be just you reading it! On the other hand, take the time to consider the employer in your resume, your branding and resume image and you are one step closer to that ringing phone and job offer!

Resume Little White Lies - The Cost of Lying on Your Resume!

JillKelly — Wed, 18 Apr 2007 18:05:46 CDT

Almost everyone admits to it - adding that little white lie to your resume to make your case for that job just that little bit stronger. Maybe you changed your title to be called Administration Manager even though you had no staff to supervise. Perhaps you omitted to tell them that you didn’t finish that degree. Or it could be that you took claim for a workplace project that really wasn’t entirely yours. We tell ourselves it’s not lying – just embellishing. No-one will ever know. Think again!

In today’s market, technology affords employers greater access to your career information than ever before, and the threat and costs associated with bad hiring decisions are pushing employers to scrutinize candidates more closely than ever.

Employers Can Access Your Information

As a Resume Writer, I work to coach my clients that resume honesty is critical. Whilst a good resume will portray you in your best light, it’s never a good idea under any circumstances to lie. Not ever.

A lie on a resume may get you to interview. But at what price? Today’s interviews are based on sophisticated behavioural interviewing techniques that demand a depth of detail not easily fudged. Nothing is more telling of a resume lie than a blank look as someone stumbles to put together feasible responses to what they wrote.

Even if you manage to get through the interview – what then? Many employers now use professional pre-screening companies that are experts in hounding out resume lies and inaccuracies. As the Internet has grown with sites offering access to a wealth of opportunities to buy mock degrees and fraudulent documentation, now we are seeing the backlash to this, as legal history is being made with individuals seeing the consequences both legally and financially for these actions.

After the Interview

And of course, what if you do get the job? You’ve painted yourself as an expert in your field and now you are expected to deliver. Of course you’ll most likely fail and instead of having a great role, you have a failure leaving you with poor morale and a terrible hole in your resume that you now need to lie again about to cover what happened. It’s a vicious circle and a place you don’t want to be.

Instead consider the alternatives:

Build yourself a resume that really sells you on your merits. A good resume writer will be able to structure your background to show achievements on any level. Typically when I write my client’s resume their response is twofold. One they are astounded to see on paper how much they actually achieved and how much they had previously overlooked in their resumes because “its just what I do on a daily basis”. Secondly their confidence soars as they see quantifiably how much they offer employers.

Use your cover letter to address any gaps in experience you may have for the job through highlighting your transferable skills, and your capacity to adapt these skills to differing environments. Build passion into your resume for why you want the role, as employers will often be swayed by individual’s energy and determination. More often than not, employers recognise that its harder to find a person with the right qualities, than it is to teach job skills.

Finally build a career based on integrity. Let your achievements speak for themselves and have confidence in yourself.

Cover Letters: It's all about good manners!

topmargin — Thu, 12 Apr 2007 23:58:09 CDT

Not receiving an interview despite a killer resume and a unique and powerful career background is always a cause for concern, prompting a need to reassess every aspect of a job search campaign. I participated in just such a process today, partnering with "John" in brainstorming reasons why he was simply receiving a perfunctory thank-you email after distributing dozens of applications for executive positions.

Half way through our checklist "John" confessed; he'd breached job-search etiquette (although without understanding the impact of such an oversight) by failing to include a cover letter with his resume. Whether it was a lack of courtesy, or whether he simply didn't have the experience these jobs needed, I guess neither of us will ever really know, but one thing is for sure--not sending a cover letter is akin to shooting yourself in the foot in job seeking terms.

What does a cover letter do?

a cover letter begins a relationship; a hand-shake leading to a fruitful encounter
a cover letter reinforces your interest in a particular position and notes the position reference number so that all information for that job is kept together.
a cover letter refers to the key elements that the employer is requesting and then aligns that wish list with a real world set of skills that shows the employer you are the right person for the job.
a cover letter summarises a few key points in the resume that reinforces something the reader may miss when scanning.

and finally

a cover letter asks for a call to action. I want an interview, I will call you, you can contact me here. A critical point:you have the potential to do something for them, but they must do something for you first.

By neglecting to send a cover letter, you are ignoring a critical aspect of the job hunt. You are failing to personalise your application; failing to start a relationship with the recruiter or HR person in charge of the search. You are forwarding an email or clicking on a submit button and not even acknowledging that a human exists behind it negating their value in the process.

Who would want to be treated as a conduit of information and nothing more? I know I wouldn't!As Aretha Franklin said it's all about R.E.S.P.E.C.T.:

Thank you for reviewing my experience.

Thank you for taking the time to get to know me better, and most of all, thank youfor considering me as a viable candidate to interview.

Have you been guilty of this breach of job-search etiquette? Think again. While the speed of distribution and transmission may be quicker these days, basic rules apply.

Employing people is a human business, relying on relationship-building, trust, and respect. Don't neglect this crucial part of human interaction in moving your career forward.

Use an Employer Mindset

topmargin — Thu, 12 Apr 2007 23:51:40 CDT

Use an "employer first" mindset when writing your resume

During my 17 years in the resume writing trade, I've noticed a persistent theme in my client's do-it-yourself resumes--and that is, they fail to put themselves in the shoes of the person reading the resume.

Remember, if you're writing a resume don't say: "What do I want to tell this employer?" ask yourself "If I was the employer, what would I like to see?"

There's an enormous gap between the two.

For instance you may want the employer to be vitally interested in clubs you are associated with, hobbies you may have, and you may draw some link between these and your employment. Eg, I'm keen on climbing mountains and this "says" something about me.

Well think again.

All you're really doing is using up value paper "real estate" by providing people with things they don't need to know. An employer or recruiter will be a lot more interested in the results you have achieved, the challenges you've conquered and the difference you made to your workplace, than any hobby you may have!

Stamp your mark on the workplace and indicate that in your resume. Show what sort of a problem solver you are. Give examples of how your "outside the square" thinking has made things work better, smarter, faster, harder, or more productively.

This will speak volumes -- much more than hiking, boating, and walking along the beach references ever will -- and these are things an employer really wants to know!

"Responsible for" The Phrase that HAS to go!

topmargin — Thu, 12 Apr 2007 23:47:48 CDT

"Responsible for" that phrase has to go!

If you can do anything to improve your resume today, then this is it.

Remove, eliminate, wipe out, replace (get my drift?) the horrendous cliche "responsible for".

This little phrase is the most over-used phase in resume writing and despite its popularity, means absolutely nothing.

What does "responsible for" mean exactly? That you managed people? That you were required to get a report out on time? Something else? Nebulous and cloudy phrases do not belong on a resume and do not sell your skills!

For example:

"Responsible for the restaurant". Does that mean the person manages the restaurant? Does it means they are accountable for the profitability of the restaurant, or does it mean they manage the shift? Does that mean that they recruit and train staff? Perhaps it means they oversee the leases and deal with the building owner. Who knows?

By using the phrase "responsible for" jobseekers sabotage their presentations by making the information ambiguous.

Think about what the employer is looking for in relation to what it is you do. Don't take the lazy way out by resorting to cliches everyone uses! Tell the reader what you do!

Instead of "responsible for the restaurant" consider:

* Delivered profits exceeding targets via an integrated strategy with marketing and the head chef that matched a cultural theme with the daily menu specials.

* Reversed declining staff morale--transforming staff into a dynamic, customer-focused team through one-on-one training and skills reinforcement.

* Drove renewed effort to improve restaurant operations to reflect new management.

* Devised new processes, created policies for OH&S and eliminated duplicated tasks.

Doesn't that tell your next employer just a little more than "responsible for"?

Be cliche free. You can do it!

It's not all about you!

topmargin — Thu, 12 Apr 2007 23:13:25 CDT

It's not ALL about "YOU!"

Redefining your career focus for greater success

"I'd like an office with a view.I'd like a bonus scheme; maybe some company shares, and of course, medical insurance would be a must

Did I mention I wouldn't even get out of my chair unless they offered me an increase of at least $10K?"

If you think this checklist of job searching has a familiar ring to it, then you're right. No doubt you have either said it yourself or heard a friend espouse much the same. Getting your personal preferences straight in your mind, and planning your short-, medium-, and long-term career needs are perfectly valid exercises; just as legitimate as determining the type of role that suits your brand of talents, where in the hierarchy you want to sit, and where geographically you would be most comfortable working.

Introspective planning and career strategizing are important, but remember the criticality of balancing this with a wider view. Maturity, flexibility and above all a willingness to make the partnership between you and your employer a winning one, will all come into play.

Once your big picture needs are settled internally, you will need to give some serious thought to the following:

1. What are you going to give in return for the office with a view, bonus scheme, medical insurance and extra money? Are you worth it?

2. What are you going to do to prove it?

Only when you have analyzed those crucial questions carefully, will you be ready to begin your job search in earnest. By determining your value before you start searching, you will be infinitely more persuasive in communicating it in your résumé, and at interview. Your realistic acknowledgement of your true professional and personal worth will instill in the prospective employer the confidence that you can, and will deliver a solid return on their investment in your services.

So the focus will switch from "what I want" to "what I can offer" and in doing so, will provide greater clarity for you and for your next employer.

We have all heard those disastrous interview stories where the candidate, when asked if he or she has any questions, responds with "How many days sick leave do I get?" While most of us would prefer to see these faux pas as isolated cases, the reality is that most people tend to say something similarly inappropriate. And why?

Because they are unprepared. Unprepared to articulate their talents; unprepared in terms of their research into the company they are talking with and in terms of job search growth; unprepared to attend that interview as they have not progressed past their own career strategizing phase, nor investigated in detail what value they offer.

Redefining your sense of self and redirecting it towards your next employer's expectations can bring significant rewards and can be applied using the job seeking strategy of S.E.A.R.C.H.

Seek information from your centre of influence; your trusted network of friends, and current supervisors. Revisit recent performance evaluations and job descriptions and look at your role critically.

Evaluate your talents in detail. Where do you excel, and what can you take from your experiences that will help your next employer achieve their goals? Know yourself backwards, learn to articulate your strengths in terms of the employer's philosophy.

Ask not what your company can do for you, but what you can do for the company. (Borrowed and slightly massaged text, but just as valid for the job-seeker!)

Research. Research companies. How will your talents fit with the company philosophy, and long-term goals? Articulating and matching your talents in your résumé, networking communications, or during interview will indicate your level of maturity, and your willingness to contribute to that team philosophy.

Confidence. Not everyone is a salesman and you don't have to be brash and aggressive. Confidence means you believe in yourself, believe in your talents, and have the ability to speak honestly of them without boasting.

Honesty. Honesty with yourself and with the people who are willing to invest their time, money and considerable emotional and professional resources in your services. To be dishonest about your strengths and abilities, your background, experience or education speaks volumes about your integrity, and threatens exposure - one day, if not immediately.

S.E.A.R.C.H. provides the strategy; now it is up to you to confront the value of your professional strengths, and communicate them to match your next employer's needs. Are you worth that increase? That end-of-year bonus?

You know you are! And YOU can prove it!