Liz Handlin's Ultimate Resumes Blog

The Cubs Fan Philosophy

noreply@blogger.com (Liz) — Sat, 24 Apr 2010 22:39:00 +0000

Baseball season has arrived! I have been a Cubs fan for more than 20 years; I lived 4 blocks east of the bleachers on Waveland Avenue for nearly 15 years and to say that Cubs season was a season of joy for me is to understate the situation. Even when I wasn't at the field (I attended anywhere from 10 -40 games per season depending on the year) I could hear the 7th inning stretch being sung from my balcony. Heaven.

I love being a Cubs fan and I love other Cubs fans. Non-Cubs fans don't really understand the state of being that Cub enthusiasts embrace but I thought I would expound on it a bit because there is something wonderful to be learned from the Cubs fan lifestyle.

Cubs fans can be found the world over but if you are a Cubs fan who lives in Chicago, part of the joy of baseball season can be found in the warm weather. Chicago is bitterly cold for 6-8 months per year and true Cubs fans love shedding their parkas in favor of Cubs gear and heading over to The Friendly Confines for a bratwurst, a beer (or 10), and a taste of the happiness that infuses Wrigley Field.

Here are a few Cubs fan attributes that can be applied to your life (whether you like the Cubs or not) and will help you to become a little closer to understanding what we Cubs fans are all about.

1. Enjoy the moment.

Part of the Cubs game experience is simply to revel in the warm weather (which only lasts 3-4 months), cold drinks, and general happiness that you see on the faces of everyone around you. I have never met a stranger or an unhappy person at a Cubs game.

2. Root for the home team but if they lose who cares? You can still love your team if they don't win.

Loving the Cubs no matter how they perform is essential to being a well adjusted Cubs fan. I liken being a Cubs fan to being the parent of a child with a learning disability - you love that child, you want him/her to do well, but if the child doesn't get straight A's you aren't going to ground them or stop loving them. Cubs fans accept the Cubs for who they are, we hope for the best, but if our beloved Cubbies don't win it doesn't mean we won't come back to the ballpark! We just cross our fingers and hope that next year will be better.

3. Shit happens but don't let that affect your attitude.

The minute Cubs fans start to expect/demand wins from the team things just fall apart. Case in point. I went to game 6 of the Cubs vs. Marlins series during the National League Championship in 2003. I will never forget that game. I went with my friends Shan Bhati, Shane Tritsch, and Andy Weil - we didn't have great seats but we were seated in the section directly above Steve Bartman's seat.

When Steve Bartman supposedly interfered with Moises Alou's catch (which I saw on the monitors) the whole stadium reacted in a very non-Cubs-fan manner. Bartman was booed, called nasty names, and eventually had to be removed from the stadium for his own safety. I remember telling my friend Shan that I was embarrassed for Cubs fans at that minute. That kind of behavior is not what true Cubs fans stand for and ultimately only hurt the feelings of a die hard fan. It wasn't Bartman's fault that the Cubs gave up about 7 runs and lost the game after that mistake.

4. Don't worry, be happy.

Happiness about baseball season and finding joy in every moment of a baseball game is a great way to relieve stress and leave your cares behind. No matter how stressful my workweek, a visit to Wrigley helped me to readjust my priorities and remind myself that stressful situations pass so I shouldn't dwell on them excessively.

5. It's fun to make new friends who share your interests.

Cubs fans have so much fun together and, often, I have found that whomever was seated near me wound up being my "best friend for the day" whether I ever saw them again or not. Cubs festivities never really end when the game is over so I often went to fun parties with new friends or invited them to my post-game parties.

I think some of these "Cubs Fanisms" can be applied to a successful career and/or job search as well. Take my thoughts for what they are worth. Oh, and Go Cubs!

Top Ten Things I Have Learned As An Entrepreneur

noreply@blogger.com (Liz) — Tue, 20 Apr 2010 18:49:00 +0000

I have been writing resumes for more than 20 years but I have only been doing it as a full time job for the past 4 years. The past 4 years as a business owner have been a huge learning experience for me. I think that working for big companies gives you a completely different view of the world, particularly if the companies are powerful and prestigious like most of my previous employers have been.

Here are a few things (good and bad) that I have learned from having my own service business:

1. If you care deeply about customer satisfaction your customers will take care of you.

I am very passionate about what I do. Nothing makes me happier than hearing a client say that he/she is excited about the job search because a resume I have written or a strategy I have helped create has made my client believe that he/she can achieve anything. I think most of my clients are excited about the outcome of our work together and, as a result, at least 75% of my business comes from client referrals. I take good care of my clients and they take care of me by generating new business for me.

2. If your clients believe you care about them and are working hard for them they will often be very flexible and forgiving.

We all make mistakes, over commit our time, or screw up in some way. If you demonstrate your passion to your clients they will be much more forgiving than if they think that what you do is "just a job" to you.

3. Some people will try to cheat you out of money or behave badly.
As a business owner I have been shocked and amazed at the way some people behave. I never thought that people could be so nasty, dishonest, and insulting before I started my own business. As an entrepreneur you see this much more clearly than if you work for a big company because individuals who have a tendency to throw their weight around or bully don't try those tricks with big companies. Or if they do, their temper tantrum has a minimal impact. If a client or business contact acts like a big jerk I almost always find out that I am not the only person they have treated that way. People are pretty consistent in their behavior.

4. I am more patient with others in service industries.

Knowing how much I hate being treated badly, "nickel-and-dimed" to death, or insulted I now go out of my way to show patience and kindness to others in services industries whether it's our lawn crew, my hairdresser, flight attendants, or waiters. I also tip waiters and waitresses better than I ever have before.

5. I am very careful about accepting new clients and sometimes I say no to potential clients.

See point #3. I have a 15-20 minute conversation with all potential clients before accepting them because I want to make sure that we can work together and that I actually will be passionate about their resume and job search. If a potential client and I do not connect well then a working relationship could be difficult and counterproductive.

6. Fool me once, shame on you. Fool me twice, shame on me.

If a recruiter repeatedly refers me clients who are jerks then I don't accept referrals from that recruiter anymore. Some of my recruiter friends/partners are careful to refer me resume clients who are talented professionals. A few recruiters have used me as a "dumping ground" for any job seeker that they just didn't want to talk to anymore. I have learned to sever relations with those recruiters and not accept their referrals.

7. A deal isn't a deal until its in writing.

When I first started my business I accepted verbal agreements from clients. No more - I have gotten burned a couple of times. Now every client has to agree to terms, pricing, and timing in writing. I have found that clients actually seem to appreciate having the deal in writing rather than an informal verbal agreement so it's a win-win.

8. Get your payment upfront if possible.

I don't think that very many people have ever tried to cheat me out of payment for services rendered but I do believe in "out of sight out of mind". Once the resume is done, if a client hasn't paid, it can take some time to collect. I think there are a couple of reasons for this (a) a lot of people pay bills on a set schedule - I once had a client ask me to wait for payment for a month so he could just write a check to me when he paid his electric bill, and (b) once a client has his/her new resume in hand, the job search can become all consuming and payment for the document is something forgotten. Now I ask for payment in advance and it has worked out very well.

9. Pricing transparency can lead to haggling.

I have tried to be very straightforward about my pricing but sometimes this has backfired and led to clients haggling with me about price. Generally, the more experience you have the longer it takes me to write your resume. Also, the more senior your role in an organization the more times you will come back for edits and revisions - really, you will.

So, I charge more for senior level executives and for individuals with a lot of work experience. I spend a lot of time with each client so if you pay me $400, $500, or $650 believe me when I say you are getting your money's worth. When someone tries to haggle me down $100 or $200 I find it kind of insulting because they clearly don't understand what I do. I now tell clients that if they want to pay a lower price to find another resume writer.

My website is currently being completely redone and instead of including an exact pricing/years of experience grid like I have on my current website I am going to just list a general range and I will give each client an individualized quote.

I have had a couple of clients lie to me about their years of experience just to pay a lower fee. When I found out later I was angry because, of course, these clients wound up taking a lot more of my time than they should have at the lower price range.

10. Ask for written testimonials from satisfied clients.

Written testimonials whether on your business website, Linked In, Yelp, or some other site are a great way for entrepreneurs to develop an online presence and also a great reputation. Written confirmation that you are reputable, honest, and good at your job make it easy for potential clients to validate your expertise.

Please Join Me in Austin on Saturday April 10 at 2pm

noreply@blogger.com (Liz) — Tue, 23 Mar 2010 21:01:00 +0000

Recently I was honored to have been chosen to be a featured entrepreneur in a book called "A Cup of Cappuccino for the Entrepreneur's Spirit Volume II" by Jeretta Horn Nord and Cindy Patterson Thompson. The book features the stories of 50 entrepreneurs and is intended to inspire and energize your entrepreneurial spirit. To promote the book Cindy and Jeretta have been hosting book signings and panel discussions featuring the individual entrepreneurs whose stories were featured in the book at Barnes & Noble bookstores around the U.S. The NYC signing, in particular, was a huge success!

I will be a member of the panel discussion and book signing at the upcoming event here in Austin Texas on Saturday April 10th at 2 pm at the Barnes & Noble store in the Arboretum. There are actually going to be 2 panels that day, one at 2 pm and one at 3 pm; I will be part of the 3 pm panel but will probably arrive earlier to hear the first panel. If you are an Ultimate Resumes client, potential client, or a budding entrepreneur I would love to meet you in person that day at the event so please stop by and join us!

Liz Handlin

Resume Tips for College Students - Guest Post

noreply@blogger.com (Liz) — Tue, 02 Mar 2010 17:25:00 +0000

This guest post is contributed by Katheryn Rivas, who writes on the topics of online universities . She welcomes your comments at her email Id: katherynrivas87@gmail.com .

Resume Tips for College Students

When you're in college, it can feel like the entire world is contained within the grounds of your campus. There's so much going on in your personal and academic life that it's easy to forget that, before long, you'll be dropped into the real world and forced to find gainful employment. When I was a college student, it wasn't until the end of my senior year that I really began focusing on the job hunt, and that's a bit too late to start, especially if you're unfamiliar with some of the tools you'll need after graduation. For instance, every student knows they'll need to put together a resume, but very few know how to go about it with any real clarity. With that in mind, here are a few things for undergrads to consider when it comes to building the resume that will take them into the workforce:

Start planning now

It's never too early to examine your present experiences through the lens of the future and consider how they'll look on a resume. There are a ton of college students who hit the job market with no experience to show but a couple summers clearing tables or tearing movie tickets. And while those experiences were fine in their time, you need to think about doing things that will provide opportunities down the road. Apply for internships in your field, and look for summer jobs that can teach you skills related to your major. When it comes time to graduate and look for a real job, you'll be able to present your potential employer with a resume demonstrating relevant experience in the market. Your resume is your lifeline and the best tool at your disposal when it comes to getting the attention of an employer. Make sure it counts.

Cut the double-talk

A lot of college students, wary of appearing inexperienced, trump up their accomplishments with puffy language. This is the job-hunt equivalent of using 13-point Arial typeface on a term paper with 1.5-inch margins: It's not fooling anyone. Don't say you were a "domestic distribution engineer" if you delivered the school newspaper. Be honest about your skills and experience; otherwise, you're just wasting your time. When a hiring manager wants to talk to you, they want to know about actual results and experiences, not stuff that's been dressed up to look better. The more honest you are, the better shot you have at connecting with an employer.

Just the facts

It's also a habit of college students to list things they think are relevant to the job search on their resume in order to make it appear more substantial. But you should only list things that are specifically related to your skills and the job field you're in. Employers know that fresh college graduates are going to have less experience than older workers, and that's fine. Don't try to make up for it by mentioning your place on the swim team. If you want to list skills or accolades, make them tailored to the job. For instance, if you're looking for work in the news media, mention your familiarity with the Associated Press stylebook and any editing or news production software you may have used. If you're a business student, highlight any internships with local companies or any honors you've received in the field. List your GPA (if you're proud of it), but stay away from nebulous topics like "relevant coursework." Your employer knows you took classes; they want you to go beyond that now.

That list is by no means exhaustive, but it is a great place to start. College is a wonderful time, but don't let that joy distract you from some simple techniques and preparations that will help you after you've walked the graduation stage.

Entrepreneur's Bill of Rights

noreply@blogger.com (Liz) — Fri, 26 Feb 2010 17:57:00 +0000

The following article was written by a college classmate of mine, Lara Druyan, who is now a General Partner in the Silicon Valley Venture Capital firm, Allegis Capital. Allegis invests in early stage companies developing enabling technology and software to serve emerging markets.

Ms. Druyan earned her B.A. from the University of Chicago and her M.B.A. from Harvard. For more information on Lara Druyan visit the SVASE website to view her bio or visit her company website, Allegis Capital.

Entrepreneur's Bill of Rights
Lara Druyan, General Partner, Allegis Capital

I was recently on a panel for SVASE in which I was asked what advice I had for entrepreneurs raising money. This question arises pretty regularly. So, I thought I would take a stab at memorializing some of these thoughts.

Raising money, especially in the current environment, is hard. However, entrepreneurs have power in the process. Hopefully, you have a choice from whom you raise money. Sometimes that isn't the case, and you take money from whomever is willing to invest. If you do have a choice, or even if you don't, you should know from whom you are taking money. This sounds obvious, but many entrepreneurs don't know much about either the firm (if a venture fund is involved) or the partner at that firm (often more important than the firm itself).

Entrepreneurs, you have a right to know the person and firm to which you will be wedded in your endeavor, and make no mistake, you will be getting married. You know, for better... for worse... In other words, do as much diligence on your investors as we do on you. To help you with this, I suggest the following:

1) Ask for CEO and Founder references. Call people on the list and not on the list. LinkedIn is a great resource to enable this activity.

2) Be critical about the process the investors are going through when evaluating your company. Are they asking for customer references as a "way to get started" in diligence? Or are they offering their own customer introductions as a form of diligence? Note: asking for your customer references should come late in the process - not at the beginning.

3) Do your homework about the firm. Do they typically make seed investments? Later stage? If you're raising a seed round, think carefully about pursuing a $400M fund's money.

4) Find out how many boards your prospective investor is on. Hint: more than ten means that the investor is not going to spend much, if any, time with you.

5) Figure out what matters to you in an investor. Are you seeking leads, advice, recruiting help? Assess the fit between your needs and what your investor offers (as told by references).

Remember, even if it doesn't feel like it, you do have power in the financing process.

Lessons Learned from Valentino

noreply@blogger.com (Liz) — Thu, 18 Feb 2010 14:42:00 +0000

I just watched the documentary Valentino: The Last Emperor in which a film crew followed Italian designer Valentino around for about 2 years. It was a really fascinating look at one of the most creative and influential designers of the century. As I watched the documentary, and drooled over the amazing dresses he designed, it occurred to me that entrepreneurs can learn from his career.

In my opinion he did some things really right and a few things really wrong:

Valentino's Smart Career Moves:

1. Doing the one thing he loved and was passionate about for a living.

Apparently the only thing he ever wanted to do, from the time he was a child, was design beautiful clothes for beautiful women.

I once heard multi-millionaire Ross Perot say that if you do what you love the money will follow and I think that is very true.

2. Choosing a partner who supported his career and who had complimentary skills.

Giancarlo Giammetti and Valentino have been both business and personal partners for 50 years. Giancarlo is the business mind behind their operation. He has spent 50 years running the business so that Valentino could focus on the one thing he loves doing: making beautiful clothes.

I am convinced that no entrepreneur can be successful if his/her partner/spouse isn't supportive of the endeavor.

Valentino's Possibly Poor Choices:

1. Not taking more interest in finances.

The documentary never explicitly says that Valentino didn't manage his money well but it is implied. He has numerous palatial homes, a yacht, a plane, and all the toys that we expect the uber-rich to have. However, the documentary mentions that other fashion designers have often wondered how Valentino makes so much money because, knowing the business as they do, they feel that the margins don't support that kind of lifestyle.

In 1998 Valentino sold his company (and, in reality, his name) to an Italian conglomerate HdP for $300 million. Valentino remained with the company as creative director. From 1998 - 2002 it seems that Valentino's day-to-day life wasn't impacted by his investors - they let him design what he wanted.

In 2002, HdP sold the brand to Marzotto Apparel for $210 million and that is when investors started to make demands of Valentino that he hated. They used his name to sell handbags, fragrances, and other high margin items that Valentino didn't like or support. On September 4, 2007 Valentino tearfully announced that he would retire fully from the world stage after his last Haute-Couture show in Paris.

I was sad when I watched him retire. Yes, he was more than 70 years old but he was giving up the job he loved because he could no longer control the creative direction of his own company.

If you don't control your finances someone else will and financial control equals control over every decision you make. Every entrepreneur should remember this lesson. Bill Cosby once said that the advice he gives to all young actors is to "sign your own checks" and to always control the money. Very wise.

Valentino is a recognized genius in his field and he gave the world so much beauty. I wonder if he would have continued to design beautiful clothes if he were still financially in charge of his company?

Some Facts About Women-Owned Businesses

noreply@blogger.com (Liz) — Thu, 17 Dec 2009 17:37:00 +0000

Across the nation women are starting ventures, faster than any other segment of business owners. Currently, 50% of all U.S. businesses are owned by women.

For the past two decades, women-owned firms have grown at nearly two times the rate of all firms. Women owned businesses contribute nearly $3 trillion to our national economy and create or maintain 23 million jobs according to new research.

Women-owned firms have contributed significantly to economic development, policy making as well as private investment directed towards other women-owned businesses. Studies have also shown that approximately 8% of the total work force stems from women-owned firms.

If women owned businesses were a country, they would have the 5th largest GDP in the world. They would be ranked ahead of the United Kingdom, France and Italy. They would also have a higher GDP than India, Canada, and Vietnam combined.

Job Seekers Beware: Companies Frequently Break Reference Policies

noreply@blogger.com (Liz) — Tue, 24 Nov 2009 23:06:00 +0000

With the national unemployment rate holding steady near 10 percent, it should come as no surprise there is a lot of competition for jobs across the country. What is perplexing, however, is how many people have bad professional references that can derail even the most qualified candidate, according to Heidi Allison, president of Allison & Taylor, the nation’s leading reference checking and employment verification firm.

“People spend a lot of time working on their resume, brushing up their interview skills and networking during job searches, but many fail to select their professional references carefully,” Allison said. “We check references for clients and approximately half of our calls to former employers produce an unexpected bad reference. The bottom line is that people need to select their references more carefully.”

Allison says there is a common misperception that, when contacted for a reference, former employers will only verify if a person previously worked for them and provide his or her job title.

“The fact is most people have no problem talking and, with a little prodding, one can learn quite a bit from a professional reference – some good, some bad,” Allison explained. “You’d be shocked at what some people selected to provide professional references have said about candidates.”

The following are excerpts of real professional reference checking interviews conducted by Allison & Taylor staff on behalf of clients during the past year:

Comments regarding a candidate’s skills, ranking them on a scale of 1-5:

Oral Communications: “Can I give a negative number?”

Interpersonal Relations: “He had a problem with a few of the people. I should have ended the relationship just after he started.”

Productivity: “Is there a rating less than inadequate?”

Decision Making: “He couldn’t make a decision if his life depended on it.”

Managerial Skills: “He couldn’t manage a group of children.”

Financial Skills: “That’s why our company had a major layoff – we left her in charge of the finances!”

Comments regarding a candidate’s strengths and weaknesses:

“I cannot think of any strengths, only weaknesses.”

“I’m sure there are some strengths, but nothing jumps out at me.”

“I’d rather not comment – you can take that however you want.”

Comments regarding the reason for the candidate leaving the company:

“I fired him! He and his buddy had some illegal things going.”

“It was a rather delicate and awkward situation. You should call her other past employers. I made the mistake of not doing that.”

“She was terminated in an investigation.”

Comments regarding a candidate selecting a person to be a professional reference:

“Are you certain he gave you my name?”

“I let him go and that’s all I care to say.”

“I’m surprised she even listed us on her work history.”

There are some professional references that make one simply wonder how a candidate would ever consider this person for a reference:

“No comment, he could not do anything correctly in the position he held with us.”

“Let’s save everyone some time. Basically, you could rank him inadequate in all areas.”

“Inadequate would be a positive word for him!”

“If a person is struggling to find a job, there’s a good chance a reference influenced them negatively and, once that’s happened, it’s often too late to resolve the situation,” Allison said. “We tell clients, don’t let this happen to you. We encourage them to work with us to check their references in advance and see if they’re positive. If not, there are several steps – some legal – that can be taken to rectify the situation.”

Pay Me With A Chicken - A New Bartering Website

noreply@blogger.com (Liz) — Mon, 16 Nov 2009 18:43:00 +0000

Pay Me With a Chicken has just launched. Its a 100% free website for people who “love to barter.” It allows traders the option to upload a video (like YouTube), or just a description and still photos of their items or services. And there’s a category for everything you can think of:

Here’s a member who wants to swap his condo> http://paymewithachicken.com/TradeDetails.aspx?trade=165

Here’s a band that will perform for barter> http://paymewithachicken.com/TradeDetails.aspx?trade=193

Here’s an artist who’ll swap her paintings> http://paymewithachicken.com/TradeDetails.aspx?trade=210

The site has just been activated and the founders have started spreading the word through social networking. But very soon – once they have enough postings to demonstrate its functionality – they’ll roll out a full blown media blitz online, in print and in news stories on select cable networks and TV affiliate stations nationwide. So if you join now, your listing will be seen by tens of thousands of visitors when www.paymewithachicken.com goes viral … which they predict that it will.

Since the economy isn't as strong as we would like it to be right now bartering could be a great option for getting what you want without paying a lot of cash. I think this site is a great idea...it will be interesting to see how it fares.

3 Reasons Your Resume Fails to Impress

noreply@blogger.com (Liz) — Thu, 12 Nov 2009 17:37:00 +0000

Today's post is a guest post from Donna Mitchell. Thanks Donna!

3 Reasons Your Resume Fails to Impress

A resume is much more than a simple piece of paper; in fact, it is the pivot on which your entire career revolves. In a world that is filled with cutthroat competition, it is your weapon that helps you find your place in the industry of your choice, which is why you must hone it to perfection. It is a missive that employers see even before they set eyes on you, so you must ensure that it hits your target accurately. If employers fail to call you for an interview after reading your resume, you can assume that it has failed to impress them and failed you in the process. A few reasons why this could have happened are:

· Lack of experience: I don’t mean your lack of experience in writing a resume, but your lack of anything substantial to put down in the space marked for experience. Employers are not too keen on taking on greenhorns who have to be trained for the job – this costs them time and money. So experience matters. So what do you do if you’re a college graduate who’s on the lookout for a job? You’re going to claim that it’s practically impossible for you to have gained any experience. Au contraire, if you know what you want to do with your life early on in college, you could gain experience through internships and volunteer programs in the industry of your choice. You may not get paid, but at least you gain in experience and enhance your prospects of landing a good job.

· Lack of organization: A resume that’s all over the place is going to find its way straight to the trash can. If you haven’t bothered to put some time and effort into creating your resume and making sure that prospective employers are able to gain a glimpse of your abilities by just looking at it, then your resume is not worth the paper it is written on. You must organize your information in the right order and in the right sequence so that it is easy for people reading it to grasp who you are and what your abilities are in the least possible time. Employers do not have time to waste on complicated resumes that are all frills and no substance.

· Too much information: You may have an achievement list that is a mile long, but that does not mean they should all find their way into your resume. Put down only what is relevant to the job you are applying for and don’t exaggerate your skills, talents, abilities or accomplishments. List what you have actually done rather than the positions you’ve held. And focus on the requirements and qualifications that are needed for the job you’re applying for.

When you know why your resume fails to impress and take the necessary action to correct your errors, you can rest assured that you will have better luck at finding a job that you love.

By-line:

This guest post was contributed by Donna Mitchell , who regularly writes on the topic of paralegal schools online . She welcomes your comments and questions at her email address: donna.mitchell@rediffmail.com

Your Clients Will Lift You Up

noreply@blogger.com (Liz) — Thu, 05 Nov 2009 20:49:00 +0000

I have been writing resumes for a long time now (20 years in fact) and for the past 3 years I have been making my living doing this. One thing I have learned over the past 20 years is that if you treat each client like he/she is gold and if you invest in their success you won't have to spend a penny on marketing because business will come to you. That is right, your clients will do the marketing for you if you provide a great service. Presumably this principle holds mostly true for most small businesses.

I have been thinking about this lately because I am about to redo my website again and because I just put my Ultimate Book of Thank You and Sympathy Notes on Amazon.com as a Kindle download. I was thinking that I probably should have done these things long ago because a great website and book sales help to promote and support my business. But those things haven't been a priority because I have been so busy writing resumes for clients who were referred to me by former clients.

Don't get me wrong, I make some mistakes and there have been a handful of clients over the years who have gotten annoyed with me for one reason or another. For the most part, however, I believe I have been providing great service to my clients and they reward me with referrals. I am so grateful for their kindness that it makes me want to pay it forward to all the new clients who are referred to me. I feel like the luckiest woman in the world that I have such amazing clients (I am not blowing smoke) who continue to lift me up and ensure my success. Thank you to all of you.

Ten Rules of LinkedIn Etiquette for Business Professionals

noreply@blogger.com (Liz) — Mon, 26 Oct 2009 23:00:00 +0000

Following is a guest post from Adrienne Carlson who writes for ExecutiveMBAPrograms.org If you want to read the post on that site click here.

Unlike Facebook and the like, LinkedIn is strictly a social network for professionals with over 48 million members in over 200 countries. Working like a sophisticated online business card, members from those new to the workforce all they way to CEO’s of Fortune 500 companies utilize the free service. However, there is a right and wrong way to do it, and below are the top ten rules of LinkedIn Etiquette for Business professionals.

Bad Profile Picture
Professionals who choose to post a picture of themselves on LinkedIn should keep the same frame of mind. Although everyone loves to see pictures of children, it can send the wrong image when looking for a professional online. Other mistakes, such as bad lighting, posing, misleading shots, and others can be fairly obvious, but still manage to happen. It may even be worth hiring a professional photographer to make sure it is done right.
Honesty
It may be tempting to embellish that resume or bio on LinkedIn, but it is important to remember that anyone can see it. This includes both current and former colleagues and bosses, who can shine a light on any inconsistencies. It is much easier to erase a little white lie before you post, rather than after it has been exposed.
Catch Them With a Headline
Ever passed on an article because the headline didn’t grab you? The same rules apply to LinkedIn etiquette. Taking the time to craft a catchy and memorable summary can make all the difference. This site can help with headline guides, formulas, and more.
Status Updates
Walking a fine line between too many and too few status updates on any social networking sites can be difficult, and LinkedIn is no different. A good rule to have in mind is to keep updates professional. Whether discussing a project, event, etc. these can actually be helpful and show your network that you are engaged. However, updating several times a day can be annoying and have connections dropping you in no time. If confused, try looking at a profile you like and emulating how many times they update their status.
Utilize Links
Although LinkedIn allows you to post a link to up to three websites, many users simply title them My Company or My Blog. Because neither is tantalizing, get creative when naming the sites you link back to and entice the viewer to click on them. There are also widgets such as The Profile Widget or Company Insider to help even more.
Get Recommendations
Whether from a supervisor, colleague, subordinate, or even client, positive recommendations can make a big difference. As with most things, having too much can turn off possible connections and make you seem too needy. When asking for them, be sure to include a personal note as to why and what you would like to avoid the standard, boring recommendations.
Introductions Are In Order
As a LinkedIn member, you may receive or send requests for introductions to other members. When receiving them, be sure you trust whoever is sending them or ask a follow up question before accepting to avoid spam and scams. If sending a request for an introduction, be sure you ask your connection prior so that they know why and be more inclined to accept your request.
App It Up
LinkedIn has added nine different applications, similar to those on other social networking sites, to help your profile stand out some more. When used correctly and in the right doses, they can help you with travel, blogging, workspaces, and more. There is even a Google and SlideShare presentation app to help you share your work straight from your profile.
SEO
SEO, or search engine optimization, can help others find a profile such as “sales” or “real estate.” By repeating these words, you can increase the chances that a search engine such as Google will retrieve your profile. However, using the same words over and over can be confusing once you do get the traffic you desire. Try and keep a balance when utilizing SEO.
URL
This is a little harder if your name is John Smith, but those with unique and unusual names can grab an easy and memorable URL on LinkedIn. It is very useful if the contact you are speaking with doesn’t have anything to write with or if someone wants to see your LinkedIn profile without having to paste in a long link. If your name is John Smith, try a URL such as JohnAtBlankCompany.

Useful for both a job search or building a network with a broad reach, LinkedIn can be a massively useful tool when used correctly and utilizing these top ten rules of LinkedIn etiquette for business professionals.

How to Develop Yourself as a Nonprofit Leader

noreply@blogger.com (Liz) — Tue, 13 Oct 2009 19:19:00 +0000

Bridgestar.org, one of the best websites that focuses on not for profit jobs and related issues, posted a great article about developing yourself as a not for profit leader. I cut and pasted it below but if you want to read it from the Bridgestar site just click here.

Many people who are working within the ranks of nonprofit organizations could become great senior nonprofit leaders. However, in part because of budget constraints, few organizations in the sector have formal professional development programs to prepare mid-level managers for senior roles. As a result, most mid-level nonprofit professionals must take responsibility for their own career development.

One way to begin the process is to tap the experience of senior leaders who already have worked their way up within the sector. To that end, we spoke with six senior nonprofit leaders—all of whom have spent much if not all of their careers working in the nonprofit sector—about their career paths and the lessons they learned along the way. We also asked what advice they would give to mid-level managers looking to move into senior nonprofit leadership roles.

Their reactions are synthesized in this article. These professionals’ varied paths cannot serve as precise blueprints for others to follow. Rather, their insights are meant to help others begin to craft their own individual roadmaps to the senior leadership ranks.

Volunteer, inside or outside of your organization

Helen Davis Picher, director of evaluation and research at the William Penn Foundation, which is dedicated to improving the quality of life in the Greater Philadelphia region, said one of the factors that helped her advance, after coming on board in 1983 as a program associate, was her willingness to pitch in wherever needed. “We’re pretty small, so you can get organization-wide experience just by being involved,” she said. “I was happy to be part of keeping things moving.”

Other leaders we spoke with agreed, noting that volunteering to help with an event or a special project—particularly those that cut across functional boundaries—can help provide the sort of well-rounded experience that leadership roles require.

“There’s a great opportunity in this [sector] to take on more responsibility if you want to… If someone comes to me and says, ‘I have an interest in X,’ I try to accommodate that,” said Maureen Curley, president of Campus Compact, a Boston-based national coalition dedicated to promoting community service by college students. For example, when one of her administrative assistants asked to get involved with public policy work, Curley had the assistant do research, visit legislators, and help draft legislation. Another employee, a program associate, volunteered to coordinate the organization’s 2008 move from Providence, RI, to Boston to gain administrative experience with an eye towards becoming a chief operating officer (COO). “Step forward with what you want to do,” Curley said. “[But know] that you will have to do that on top of whatever you’re supposed to do for your regular job.”

Maureen Salkin, a director on the Bridgespan Group’s executive search team in Boston suggests that people in program roles seek out volunteer opportunities that touch the entire organization, such as human resources or firm-wide-event planning committees. “Senior operations people have to have a broad knowledge of the organization,” said Salkin. Her own experience volunteering while an administrative assistant to the theater department at the State University of New York, Albany, helped Salkin take on new roles in her organization. Volunteering to help students publicize theater productions helped her land her next role as the department’s business manager and publicity director, where she oversaw staffing, booking, and scheduling operations for six buildings (including a theater). She then became performing arts director. “You’ve got to watch for opportunities and raise your hand,” Salkin said. “Don’t wait to be tapped on the shoulder.”

Gaining fundraising experience also can help mid-level executives with their career advancement. Richard Tagle, chief executive officer (CEO) of Higher Achievement, a Washington, DC-based nonprofit that provides enrichment programs for underserved middle school students, got his first experience with fundraising when he worked as a program manager at Public Education Network (PEN). The organization had no centralized development function, so in addition to running their projects, all the program managers were responsible for lining up the necessary funding. “The network I created helped me open doors,” he said.

If fundraising is not part of your job description, Stephen Pratt, CEO of MY TURN, Inc., a Brockton, MA-based youth development agency, recommended joining an organization’s fundraising committee, volunteering for a black-tie gala committee or a strategic planning committee, or working on a political campaign. Such volunteer work can expose you to the mechanics of fundraising while allowing you to take on a wider range of operational duties. It may even raise your profile with the senior management team. “I’m impressed when people in my organization get involved in political campaigns—even if I don’t agree with the cause,” Pratt said. “Getting some exposure to fundraising is the biggest feather [junior executives] can put in their cap.”

Pratt said that staff roles are becoming more specialized at many nonprofits, which can make it nearly impossible for mid-level program professionals to gain organization-wide experience as part of their day jobs. In addition, it can sometimes be difficult within their own organizations for managers to be considered for volunteer roles that fall outside of their specialties. “I think moving from a programmatic role to an administrative role is getting more difficult as time goes on and roles become more specialized,” Pratt said. “There’s a view sometimes that a great teacher or a great social worker will not be a great administrator.”

However, if you are a mid-level manager who is having difficulty finding the right kinds of volunteer experiences within your own organization, Pratt said that there are still plenty of opportunities available if you cast a wider net. He recommended looking for volunteer roles at other nonprofits whose missions closely match your values, and considering opportunities as diverse as direct service, event planning, committee work, or even a position on a board of directors.

Seek out both formal and informal professional development opportunities

Mid-level professionals can utilize many diverse avenues of learning to gain the skills they need to become senior managers. For example, advanced degrees or certification programs, informal peer networking, professional networking groups, and professional associations all provide vital professional development opportunities.

On informal connections, Curley said: “Join any group that can put you in touch with people you can network with or learn from. If I were in a junior role, I’d seek out people like me at other organizations.” She noted that professionals can often gain valuable insights by talking with peers about the ways they have tackled particular challenges at their organizations and how they are building their own managerial skills. The key is to make genuine connections with people where there is real give-and-take in the relationship, rather than only contacting them when you have an ulterior motive. And once synergy is established with a set of peers, nurture it.

Doing so can be as simple as sending along news articles or reports that have helpful information or forwarding a job listing that you think might interest the person. As Tagle noted, the key is to make sure that you are bringing something valuable to the relationship. “You never know who’s going to open the next door for you,” he said.

Salkin suggested that one way to expand your network beyond your peers is through informational interviews. Sitting down with a person who is doing what you would like to do in your next job can teach you about that job’s specific responsibilities and reveal skills you may yet need to develop to earn that type of role. However, Salkin noted, it is important to prepare for an informational interview as thoroughly as you would a job interview, by deciding ahead of time exactly what you want to get out of the conversation. Before setting up any informational interviews, Salkin said, it can also be helpful to look at the resumes and biographies of a few people who hold positions that interest you to see what experiences led up to those jobs.

Several of the leaders we spoke with noted the importance of continuing education—including everything from certification classes to full degree programs. For example, when the William Penn Foundation adjusted its strategic plan to put greater emphasis on measuring the results of its programs, Picher enrolled in courses about evaluation. The additional training helped her broaden her range of skills and expand her responsibilities in the organization. And Tagle said that early in his career, he continuously took classes and workshops to hone his finance and forecasting skills. “An aspect of growing in any organization is to keep sharpening the saw,” he said. “Just keep informing yourself and maintaining avenues for growing your skills.”

Increasingly, most of the people we spoke with agreed, formal degrees provide a distinct advantage for those aspiring to leadership roles.

Pratt said he continues to use the skills he gained while earning his 1988 Master’s in Education at Harvard University. “You need to have a full quiver of arrows to run a nonprofit,” Pratt said. “I can think of several great nonprofit leaders who don’t have advanced degrees, but it’s an increasingly indispensable attribute.” He noted that there are increasing numbers of Master of Business Administration (MBA) programs that focus specifically on the nonprofit sector, which had not existed when he earned his degree. Frequently, these programs offer nonprofit leaders a chance to step back from the daily pressures of their jobs and look at the big picture, to learn new skills, and to build their professional networks.

Sandra Gutierrez, COO at Latin American Youth Center, a Washington, DC-based nonprofit that serves youth and their families, said the rigor and discipline required to complete a master’s degree program give nonprofit professionals a big edge. For example, at her organization, the people responsible for launching any pilot program must develop and oversee every aspect of it, including the content, the philosophy, the budget, the duration, and the expected outcome. She said program managers who have completed—or who are enrolled in—an advanced degree program often bring to the table a deeper understanding of business management techniques and tools, the ability to juggle numerous responsibilities, plus an expanded network of peers they can tap for advice. This combination of assets often can mean better results for the pilot program and, ultimately, more growth opportunities for the manager. “You see a really big difference in people who come into a program manager role with a master’s degree compared to an undergraduate degree,” said Gutierrez, who also noted that most of the people she hires complete their master’s while working.

Curley, who earned her Master’s in Human Service Administration at Antioch College, said that the program’s experiential learning approach exposed her to peers who were also working in the sector. “That experience for me was so important,” she said. “All the students were still working while taking classes. I could pick their brains about specific issues that came up and I could learn from them.”

Think “big”

A big-picture view of one’s career is another boon to people who aspire to become nonprofit leaders. As Tagle put it, “A big part of career growth is looking at a broader landscape of where your skills can be applied… and being able to see the dotted lines that connect different fields.”

Tagle’s own career is a perfect example of someone leveraging skills learned in one field to succeed in another. In his position as a program officer at the Conference of Mayors, Tagle focused primarily on financial analysis and forecasting for HIV prevention health programs. But in 1994, he authored a report on children’s health, which concluded that health is a big factor in children’s success in school. The report came to the attention of some people at PEN, who asked Tagle to coordinate the organization’s new school reform program. He took the job, and eventually became PEN’s chief of staff. When he saw the job description for the CEO position at Higher Achievement, Tagle said he saw an opportunity to take his public education policy skills to a national stage.

“In every position I’ve taken, I didn’t limit myself to what I was bringing to the position,” Tagle said. “I said I’m interested in this position because I’m going to learn a lot. There’s this notion of not being afraid to bring the skills you have to the position, but also being very clear about what you want to learn from it.”

Gutierrez also leveraged learning to expand her leadership role. She said that when she first started out as a youth worker she had no long-term career goal other than working with children. But her first job in the field entailed extensive training in facilitation, followed by a requirement that the workers practice what they had learned. Her ability to facilitate sessions with the children in the program caught her boss’s attention. “I really enjoyed running these sessions, and he saw my potential as a leader,” Gutierrez said.

Gutierrez continued to take training classes and to conduct training sessions for other staff members while working as a senior program manager (and in other program roles) at various child-serving nonprofits. She said the nature of training, which includes constant outcomes measurement, gave her a unique perspective on her organizations and their programs. As a result, Gutierrez often led meetings with funders. “I knew how things fell together at the organization, and I knew in the greatest level of detail what was going on with a particular program,” she said.

Move up by moving on

It is possible to stay at one organization for the bulk of one’s career and rise to the top. Picher, for example, has worked in every program area at the William Penn Foundation, and that experience uniquely qualified her for the oversight role she now holds. But the leaders we spoke with said that it is also important to be willing to change organizations, or even locations, in pursuit of greater responsibility.

Curley won her first executive director position at age 26 when she moved to Vermont to join a six-month-old daycare business for adults. “Small pond, big fish—I think that’s a really good strategy,” she said. “At larger organizations, you may have more opportunities to move up, but you may be more siloed. At small organizations, it’s all hands on deck… If people show they’re enthusiastic and they’re going to go beyond their regular jobs, they’re going to go a lot farther.”

Pratt agreed, noting that his work experiences at various nonprofits have helped him in his current job. “I think I’m a stronger leader at MY TURN for having served at a number of different nonprofits,” he said. “I have all these case studies I can draw from.” However, he cautioned that switching jobs too often can be a red flag to potential employers, who may worry that their organization will be just another career stepping stone. “One does need to be careful about moving around too much—that has certainly been a danger in my own career!” said Pratt, who by age 46 had been a nonprofit CEO five times and had founded six different nonprofits. “You need to balance out the opportunities that present themselves elsewhere with a need to stick it out where you are and create a legacy that the organization is better off for your having been there.”

Ultimate Resumes Receives 2009 Best of Chicago Award

noreply@blogger.com (Liz) — Thu, 01 Oct 2009 14:06:00 +0000

Press Release

FOR IMMEDIATE RELEASE

Ultimate Resumes Receives 2009 Best of Chicago Award

U.S. Commerce Association’s Award Plaque Honors the Achievement

WASHINGTON D.C., June 8, 2009 -- Ultimate Resumes has been selected for the 2009 Best of Chicago Award in the Business Consulting category by the U.S. Commerce Association (USCA).

The USCA "Best of Local Business" Award Program recognizes outstanding local businesses throughout the country. Each year, the USCA identifies companies that they believe have achieved exceptional marketing success in their local community and business category. These are local companies that enhance the positive image of small business through service to their customers and community.

Various sources of information were gathered and analyzed to choose the winners in each category. The 2009 USCA Award Program focused on quality, not quantity. Winners are determined based on the information gathered both internally by the USCA and data provided by third parties.

About U.S. Commerce Association (USCA)

U.S. Commerce Association (USCA) is a Washington D.C. based organization funded by local businesses operating in towns, large and small, across America. The purpose of USCA is to promote local business through public relations, marketing and advertising.

The USCA was established to recognize the best of local businesses in their community. Our organization works exclusively with local business owners, trade groups, professional associations, chambers of commerce and other business advertising and marketing groups. Our mission is to be an advocate for small and medium size businesses and business entrepreneurs across America.

SOURCE: U.S. Commerce Association

CONTACT:
U.S. Commerce Association
Email: PublicRelations@us-ca.org
URL: http://www.us-ca.org

###

Artistic and Creative Resumes

noreply@blogger.com (Liz) — Thu, 24 Sep 2009 21:40:00 +0000

I just found a cool website with some very cool and visually pleasing resumes which are appropriate for professionals in gaming, graphics, or other creative or artistic jobs.

30 Artistic and Creative Resumes

Resume Formatting and Content - Liz Handlin's Perspective

noreply@blogger.com (Liz) — Thu, 10 Sep 2009 12:38:00 +0000

I have worked with a lot of clients over the years and most of them tend to land jobs pretty quickly after they have a completed resume. But times are tough and it tends to take longer for almost anyone to find a job and when people don't find jobs as quickly as they would like they tend to second guess nearly every aspect of their job search.

Am I wearing the right kind of interview suit? Did I offend the interviewer? Why won't the recruiter call me back? How do I make sure my resume is reviewed by a hiring manager? Does my resume need to be redone? These are just a few of the questions that job seekers have asked me. Many times a job seeker can make some changes which rapidly alter the course of their job search. Other times, however, they are over thinking the search process particularly when it comes to their resume.

There is more than one way to write a good resume. There, I said it. I would like to believe that my way of doing this is the only way or the best way but I know that there is more than one way to get the job done. The key is to format simply, include relevant content, and emphasize accomplished backed by metrics. The resume should be easy to read and should not exceed 3 pages. Beyond that there are several different ways you can create a great resume.

Following are a few questions that clients often ask me about and my rationale for doing things my way.

1. Should I include a list of core competencies at the top of my resume?

Liz's Answer: Generally no. The term "core competencies" became popular in 1990s corporate America (I think I remember when we started using the term frequently) to refer to the core skills required in any job. The problem with creating a list of "core competencies" is that you are taking a series of words out of context and expecting someone else to figure out your level of expertise.

Many clients have said to me, "but Liz, I want to list core competencies so that my resume will be selected by search engines looking for marketing people". My answer is that if you are truly a marketing expert you should be able to list enough metrics based accomplishments that include the word marketing that you don't need to include a list of words at the top of your resume.

Having said all of that, I have seen good resumes with lists of core competencies at the top and as long as it doesn't take up a lot of space that you could use for high impact accomplishments it probably won't do you any harm unless you are a senior executive. Senior executives who list core competencies or lists of skills at the top of a resume make themselves look tactical and junior level so I always advise senior clients to skip the core competencies.

2. Do I need a summary section that lists the best of my accomplishments?

Liz's Answer: No. I polled some of the top retained recruiters in the U.S. on this very topic. The top of the first page of your resume is valuable real estate so make wise use of it. Reiterating information that can be found in the body of the resume is not a good use of that space. If you include a short statement of some kind it is very likely that a recruiter will read it but if it's more than a few sentences they will probably skip it and move on to the meat of your resume. I think of that section as your "30 Second Elevator" pitch. You should list the statement you would give to the CEO of your dream employer if you were alone in an elevator with him/her for 30 seconds. If you don't have a 30 second elevator pitch and you are a job seeker you need to create one.

See the post from last year about my conversation with Austin based recruiter Marc Davis on this topic.

3. Should I include a skills section on my resume?

Liz's Answer: It depends on whether or not the skills section is relevant to your job. I can't tell you how many accountants I have met who list "proficient with Quicken, Excel, Quickbooks, and Microsoft Word" on their resumes. If you are a junior level accountant it is OK to include this but if you are a senior accounting professional or a CFO it should go without saying that you know how to use the basic tools of your trade. Especially if you are a CPA or have worked in a large public accounting firm.

If you are a technical professional, say for example, a software engineer, it can be helpful for recruiters to be able to see, at a glance, what technologies or coding languages you have expert knowledge of. I usually recommend you include that section at the end of the resume but there are cases where including it on the front page make sense. Your unique situation and job search tactics are factors in deciding how and where to list this information.

I could go on and on about why I write resumes the way I do but instead of making this the longest blog post in the world I think I will add links to other posts I have written in the past that are relevant to this topic so I am going to link to them here.

Don't Try to Be Clever On Your Resume

Leave Subjective Statements Off Your Resume

You Might Get A Rejection Letter If...

Seven Things You Need to Know About Recruiters

Prepare Your References to Give You A Glowing Recommendation

Potentially Very Cool Tool for Job Seekers

noreply@blogger.com (Liz) — Wed, 19 Aug 2009 21:13:00 +0000

I just found a new website today that is still in it's "Beta" phase called JobSpeaker. It is a site that lets job seekers rate recruiters and find out more information about recruiters, career coaches, and others in the industry. It also appears that both employers and recruiters will be able to post information for job seekers. It's still a new site but if it really takes off I think it could be really helpful to job seekers. It kind of reminds me of Yelp but limited only to the job search/recruiting universe.

Should You Distribute Your Resume At A Trade Show?

noreply@blogger.com (Liz) — Tue, 18 Aug 2009 21:44:00 +0000

A client of mine told me that he is planning to attend a big trade show in a major city in a few weeks and that he is planning to take his resume and pass it around to his contacts there. I can't help but feel that approaching a job search in that manner seems a little bit desperate. This particular client is not, in fact, desperate for a job but handing out a resume in a non-hiring environment like a trade show doesn't seem "right" to me.

I don't know if there is a right or wrong answer to the question but my advice to job seekers would be to use the trade show to make contacts but wait until after the show to follow up and send resumes. Most vendors at trade shows are very busy promoting their products or services and even if you know them well your resume probably won't get the attention you want it to at the show. And its possible the document could be lost or misplaced on the way back to the office.

Use trade shows and events as great opportunities to meet new contacts and to express an interest in their companies, products or services. Exchange business cards with your new contacts and wait until a few days after the show to follow up. Give your new contacts a chance to get settled back in the office before you approach them about what you want: a job. In fact, I would probably recommend that you exchange a couple of emails before you send your resume along unless your conversation at the trade show specifically addressed job openings at your new contact's employer. You can sell yourself without being inappropriately pushy and handing out a resume too quickly can seem pushy, desperate, or just obnoxious.

The exception to this is, obviously, if you meet a contact at a trade show and if he/she says, "Hey you are in luck, my company is looking for someone just like you right now. Do you have a resume I can show my boss? If he likes what he sees maybe we can meet for breakfast tomorrow." It wouldn't hurt to have a few copies of your resume with you at a trade show (or an electronic version) with you but don't hand it to anyone who hasn't asked for it first.

Just The Facts Please

noreply@blogger.com (Liz) — Sat, 01 Aug 2009 15:33:00 +0000

Do you want to drive a recruiter or resume writer crazy? Then be sure and give long rambling monologues as answers to simple questions. Just like in the movie, "Dragnet", resume writers and recruiters are looking for. "Just the facts, ma'am".

If you hire a resume writer you should be prepared for an interview (some use questionnaires instead of personal interviews) in which you will be asked questions like "what kind of budget did you manage", "how many employees did you manage", "what was the scope of your job", and "what did you accomplish in the job". And of course, we need metrics to demonstrate that you achieve what you say you did. Those are the facts and that is the information that we need to help you create a great resume and to prepare for job interviews.

What we don't need are diatribes about how unfairly the company treated you. We don't need to hear the entire company history and how some minor aspect of that relates to how you were hired 20 years ago. We don't need to hear excuses for why you didn't keep any records of your sales numbers or sales quotas 10 years ago.

If you hire a resume writer think about the relationship as preparation for a job interview. A great resume anticipates the questions an interviewer will ask and answers them in advance. If you work with a resume writer, like me for example, you can expect to be asked to "prove" that you are as good as you say you are at every turn. If tell me that you were the number 1 salesman at your company I will ask what metrics you have to prove that. Some clients don't like questions like that. Some of them get very frustrated and angry that I don't take it at face value that they were the best salesperson in the history of their employer.

But guess what? I don't care if you were or if you weren't the best - I just need information from you can that I can use to craft a resume that makes you look like a star. If you can't give me enough information that I can do my job then I guarantee that no recruiter worth his or her salt is going to give you the time of day. Recruiters won't waste time with people who can't answer their questions - they will just put your resume in the "round file" and move on to a candidate who is polished, professional, and who can prove their value by utilizing metrics and specific examples.

Rambling and unfocused answers to any question asked in an interview or resume writing situation are a symptom of a larger problem: disorganized thinking. Sometimes the rambling answers are also a sign that the interviewee is not a good listener - if you listen carefully to the questions you are asked you should be able to craft concise and specific answers. If you want to ace an interview with either a recruiter or hiring manager you need to present yourself as someone who is an intelligent high achiever with clearly organized thought processes.

Tips for preparing to work with a resume writer:

1. Gather facts, numbers, and information on projects related to each job you have held.
2. Think about how you plan to approach your job search once the resume is complete and discuss this with the resume writer.
3. Think about what kind of jobs you want to apply for and communicate that upfront.
4. Talk to the resume writer about how information on your resume can be used to enhance your social networking profiles since recruiters often use Facebook, LinkedIn, and other online tools to target talent.

If you hire someone who can create a great resume for you the interview process for jobs should be a breeze because you should have already been asked almost every question a good recruiter will ask. The resume writing process can be great preparation for your job search - just make sure you use the resume writer's time wisely. If too much time is spent on long rambling stories you won't get the resume you want and you won't be as prepared for interviews as you should be.

A job search is about the wise use of resources - those who remember that have much shorter searches and find great jobs quickly.

I Don't Owe You Anything.

noreply@blogger.com (Liz) — Mon, 20 Jul 2009 18:47:00 +0000

Normally I tend to write blog posts that attempt to be positive and informative. This is not one of those posts so if that is what you are looking for you should probably skip this one because it's a bit of a rant.

Do you remember that line in the movie, Pretty Woman, when Richard Gere, driving his friend's Lotus, gets lost in Hollywood and asks a prostitute, played by Julia Roberts, for directions? She told him it would cost $20 for directions. He was shocked and outraged by the high price for directions and asked Julia Roberts how she could charge him just to point him in the right direction. Her response was, "Well, I ain't the one who is lost now am I?" Sometimes that is what I feel like saying to potential clients who try to negotiate a lower resume writing fee, question what I charge to write a resume, or just plain lie about the amount of experience they have. I feel like many people just don't understand the skill and time it takes to create a great resume and, therefore, undervalue the price of a really good writer.

I have had it with clients and/or potential clients who misrepresent the amount of experience they have in order to qualify for a lower resume rewriting fee. It's ridiculous, disrespectful, and rude. Don't they realize that I am going to figure it out once I start interviewing them?

I have a current client who initially told me that he had less than 20 years of work experience and since his old resume had his work experience beginning in 1994, I believed him. The fee I currently charge for someone with less than 20 years of work experience is $375. I found out, once he had paid me and I began work on his resume, that he graduated college in 1982 but he just doesn't list his work experience prior to 1994 on his resume. Had this client been honest with me he would have paid between $500 and $650 for the resume because that is what I charge for someone with that much experience.

The problem with this particular client is that he is taking up a lot of my time as do most clients with a lot of experience. Whether a new client believes it or not at the outset of the process, the more experience you have the more there is to discuss. It doesn't matter if you include all of your work experience on your resume or not -- inevitably the past comes up in conversation and takes up more of my time. Furthermore, clients with more experience also have more revisions than clients with fewer years of work experience. I would imagine this is because the longer you have been in the workplace the more opinions you have which is why I charge more to write resumes for people with more experience.

I have many terrific clients but there are also those like the one I mention in this post who seem to think that I owe them work at no charge. Or maybe they think my time isn't valuable. I really don't know what they think but I am getting fed up with folks who attempt to take advantage of my generosity. Once I agree to work with a client I give 110% to make sure that he/she looks like a rockstar on the resume no matter how long it takes or how many conversations we need to have to clarify information. I don't think it's too much to ask that clients pay for the time I spend working on their behalf.

I go out of my way to give free advice to people whom I know cannot afford to pay for a resume and/or who are connected to individuals in my network simply because I have always felt that if you are kind to others it will come back to you in a positive way. Sometimes that is true but there are some people really seem to go out of their way to take advantage of those who are kind to them and it leaves a very bad taste in my mouth.

Writing is a skill and resume writing is a particular niche within the writing field. Just because you are a good technical writer or journalist doesn't mean you are a good resume writer. There are a lot of resume writing services in the world but very few are particularly good at it. I have a lot of respect for a very few resume writers like Barbara Safani, Louise Fletcher, and Susan Ireland.

Anyone who really knows how to write a resume knows that it takes more than a pretty format and a list of key words to create a compelling document that will be noticed by recruiters and hiring managers.

If you hire a resume writer just remember that it's hard work and nothing is for free. I don't owe you anything just because you don't feel like paying the full fee. If you want a discount or a cheap product please take your business someplace else. If you want a great resume and you are willing to pay for it I am happy to help you but please don't lie to me or take advantage of my good nature.

To paraphrase Julia Roberts: just remember, I am not the one who lost.

Interesting and Innovative Job Search Resources

noreply@blogger.com (Liz) — Wed, 15 Jul 2009 15:28:00 +0000

I have recently heard about some really interesting online job search resources and tools that I thought might be helpful to job seekers.

15 Second Pitch is a free website that guides you through the creation of a 500 word pitch for you/ your services. I think this is a great tool for any job seeker because you need to have your elevator pitch ready whenever someone asks you why they should hire you. I heard about this tool from Susan Ireland and posted my 500 word pitch in the comments section of her blog as did many other people if you want to see what others' pitches look like.

Alliance Q is a job board created by and for large corporations. Don't put your resume on Monster if you want to work for ADP, Hewitt, or Avery Denison to name a few. Post your resume on Alliance Q instead.

I recently met a CPA/VP Finance job seeker who swears by RiteSite as a job search tool. I gave it a cursory glance but don't know much about the site. One thing he liked about it was that you can create resumes without your name on it that are searchable by recruiters so if you don't want your employer to know you are looking you can get your resume posted anonymously.

Liz Ryan recently wrote a post on Yahoo! Savvy Networker and I wish I had written it myself. She listed some key phrases to NOT include on your resume. And these are:

Results-oriented professional
Cross-functional teams
More than [x] years of progressively responsible experience
Superior (or excellent) communication skills
Strong work ethic
Met or exceeded expectations
Proven track record of success
Works well with all levels of staff
Team player
Bottom-line orientation

And finally, I want to address Video Resumes which haven't really taken off but some companies pitch to job seekers. While I can appreciate the benefits of a video resume for some people I can't imagine busy recruiters taking the time to load and watch a bunch of videos when its faster to just skim resumes. Also I read an interesting article about the legal pitfalls of video resumes which makes it pretty clear that if recruiters at large corporations listen to their attorneys they wont be watching video resumes to make hiring decisions.

Who Should You Listen to for Resume Advice?

noreply@blogger.com (Liz) — Mon, 29 Jun 2009 23:12:00 +0000

Once you embark upon a job search your resume, perhaps previously gathering dust in a file drawer, will become the most important document you own. Job seekers have a tendency to show everyone they know a copy of their resume; many of them seem to weigh each opinion equally and continuously edit the resume based on the most recent "great advice" they have been given.

It seems like everyone has an opinion about what you need to do to create a good resume. In fact, if you do a quick Google search you will find that there is no shortage of resume writers in this country. If you look in your local yellow pages you will also probably find "resume writers" who a really typists who can format information for you. So, whose opinion counts when it comes to resumes? How do you know if you are getting good advice or not?

First of all if you are going to ask for advice on your resume you need to make sure you know what questions to ask. Are you asking for input on the formatting and general appearance? Do you want input on the content and appropriateness of the language used to describe your jobs? Or do you want to know if the resume does a good job of selling your unique skills and accomplishments? If you just ask someone, no matter how knowledgeable they are, "what do you think of my resume?" you aren't asking the most useful question. Make sure to ask very specific questions in order to elicit the most specific and helpful responses.

If I were going to ask for an opinion on my resume one of the most important criteria would be the knowledge, education, and qualifications of the person whom I asked to review the document. Here are a few thoughts on whom I would recommend that you ask and whom you should not ask for opinions on your resume.

Good Sources of Resume Critiques:

Hiring Manager in your field or desired employer. These can be some of the best people from whom to get feedback on your resume. These are the people who will make the final decision about whether or not they want to consider asking you to join their team. Their feedback on content is especially helpful. You will find that hiring managers are most interested in reading about your specific skills and accomplishments in areas that affect their bottom line. If that information isn't in your resume you need to do some edits.

Human Resource Professionals (in-house recruiters) in your field. These are the ultimate resume reviewers because they read, screen, and decide the fate of hundreds (sometimes thousands) of resumes every day. They want to see clearly written information about your jobs and accomplishments that is formatted in an easy-to-read but not overly fancy manner. They need to be able to rapidly assess whether or not its worthwhile to screen you for possible interviews with the hiring manager.

Elite Retained Recruiters: If I were going to ask for an opinion on my resume the first person I would ask would be one of the few really top recruiters I know. Some of the best recruiters in the country are well educated, have been in the business for years, and are trusted partners of their Fortune 500 and/or Private Equity backed clients. These recruiters are the best of the best and they know exactly what they and their clients want to see and how they want to see it presented on a resume. In my opinion these people offer some of the best resume feedback you can get.

NOT So Good Sources of Resume Feedback:

Your spouse. Unless your spouse has unique knowledge of the recruiting/hiring industry it is good to get an outside opinion on the overall content and look of the resume. On the other hand, your spouse or significant other can be very helpful in reminding you of key accomplishments or projects that you have forgotten about but should be listed on your resume. Use your spouse's knowledge and expertise wisely.

Junior Level Contingency Recruiters: "Contingency" recruiters get paid only if they fill a position within a client company. Many contingency recruiting firms will literally hire just about anyone with a pulse because they are paying them 100% commission; if they fail they get fired and if they make money for the company they can stay. These people often get no special training and are not required to have any particular level of industry knowledge, education, or background for the job other than a willingness to relentlessly cold call any company that might have a job opening they can try to fill. If you have a friend who just started a recruiting job they may not have really learned what hiring managers want to see in resumes yet. Weigh their resume feedback carefully before making changes.

Employees of your dream employer who don't know what you do and don't work in the area in which you are seeking employment. Just because you have a friend at Dell (for example) does not mean that he/she knows anything about resumes, your unique background, the department you seek to become employed by, or how to you should present yourself on paper. However, you should absolutely network with anyone you know at your dream employer - you just may not want to change your resume based on his/her feedback. Again, weigh feedback carefully before starting to edit.

Large resume writing companies that employ junior writers and who ask you to fill out comprehensive surveys. Resumes are personal. They are the ultimate marketing material for the most important product in the world: You. The experience, education, and background of the resume writer you choose to assist you is what matters most if you are going to pay someone to help you write your resume. A good resume rewrite involves in depth conversations between you and whom ever is creating the document for you. No surveys or questionnaires are needed.

Resumes should be clearly written, simply formatted, and should describe each of your jobs and accomplishments along with relevant dates. You should list your education, board memberships, volunteer positions, patents, publications, media appearances, and anything else that appropriately demonstrates that you are a star at what you do. Keep it simple and remember that this document only has to do one thing for you: market your skills in such a way that you get an interview. Once it lands you the interview the new "most important" document will become the paycheck you receive from your fabulous new job!

5 Things Humans Can Learn From Puppies

noreply@blogger.com (Liz) — Thu, 25 Jun 2009 20:44:00 +0000

Boy, its been awhile since I posted. I have been extremely busy and have really let the blog slide so I need to get back on track!

I just got a new puppy, a Cavalier King Charles Spaniel whom I named Oliver. He is so adorable and sweet. He spends most of his day keeping me company on a pillow that I have placed next to the computer on my desk. When he isn't sleeping he is running around the house, playing with my other dogs, exploring, sitting on laps, and generally spreading joy and fun wherever he goes. As I watch him grow and learn it occurred to me that adult humans can learn a thing or two from puppies.
1. If you fall down, get back up and keep going.

Oliver is very quick and spry; sometimes I don't even hear or see him coming until he has smashed into a door I am opening. The other day he ran head-on into a door just as I was opening it. I don't know how he didn't get a concussion. He didn't cry or whine. He just got up, wagged his tail and followed me out the door. As we get older I think most of us indulge ourselves in some time to complain or be upset about things that go wrong - maybe we should try to bounce right up and keep going instead of wasting precious time feeling sorry for ourselves. Easier said than done of course.

2. Enthusiasm is contagious.

Oliver pops out of bed every morning with an excitement and enthusiasm that makes me smile even though I am in desperate need of caffeine before I can start my day. I can't help it. He is excited about the day so I start my day with a smile. People who walk into a room with a genuine (not fake) smile and who seem happy tend to elicit the same attitude from those with whom they interact. It can be difficult sometimes but happy spreads happy.

3. Forgive and forget.

Oliver and my two other dogs, Rusty and Kodiak, are adjusting to each other. There is a lot of toy and rawhide stealing going on in the house now. Sometimes Kodiak, who weighs about 90 pounds, just walks right up to Oliver and takes a toy out of his mouth. Oliver always looks confused but he doesn't get mad and he continues to try to become friends with Kodiak. And Kodi is warming to him and is spending less time playing with Oliver's toys and more time playing with his own. I am not a believer that anyone should take a lot of crap from anyone else but in certain situations taking the high road is a really good way to go.

4. Every day brings the possibility of new adventures.

Every time we try a new activity like riding in the car, walking to the park, or meeting a new person, Oliver reacts with all the enthusiasm you would expect from a puppy. It's just good to remember that every day we are alive we have the option to enthusiastically take on new adventures, challenges, and activities with a positive attitude.

5. Showing those you love how you feel is a good thing.

What can I say? Puppy hugs and kisses are fantastic and make every day better. Make sure the people you care about realize their importance in your life every day because life is short. Oliver's obvious love for me makes me so happy every day even when I am having a crummy day.

This One Is For The Troops: Translating Your Military Experience Into Civilian Terms On Your Resume

noreply@blogger.com (Liz) — Mon, 25 May 2009 21:33:00 +0000

Happy Memorial Day! I hope that you were all able to have a wonderful and relaxing day and that you remembered that it was made possible by all the soldiers who, since the Revolutionary War, have been making sure that the U.S. is a safe and free country where we can live our lives in peace. I am very grateful to all the members of the U.S. Armed Services and, over the years, I have also had the opportunity to help many former soldiers to create resumes for use in the civilian world.

So, today, in honor of our soldiers I thought I would list a few tips for describing military service in terms that make sense to civilian employers.

1. Explain the military acronyms on your resume.

Instead of assuming that a civilian will know what FOB, PB, or JRTC means write out the entire word and follow it with the acronym in parentheses. Forward Operating Base (FOB), Patrol Base (PB), Joint Readiness Training Center (JRTC).

2. Where possible explain your military duties in simple terms that make sense to civilians.

If in doubt, describe what you did to your grandmother; if she can't understand what you are saying you need to go back to the drawing board and simplify.

3. Be specific about results; don't just list your duties.

All resumes (military or non-military) should describe the scope of your jobs and should emphasize your accomplishments. Every job is about delivering results in one form or another but the trick is to try to describe your military results in terms that are applicable in the civilian world.

For example:

Accountable for the readiness of four highly sophisticated Bradley fighting vehicles, associated weapons systems, and experimental equipment.

Responsible for the training, discipline, health, and morale of a 36 member Brigade Combat Team

The above bullets describe a few basic duties but they have little to do with most civilian jobs. So you need think about what kind of skills might be important in the civilian world while also demonstrating that you were good at your job in the military. Everyone wants to hire superstars. If you were to expand on those bullets you could write the following which demonstrates you held a responsible job (managed a staff and expensive equipment/budget), that you have knowledge of strategy and logistics, and the ability to remain calm under pressure:

Led a 36 member Brigade Combat Team with full responsibility for the training, discipline, and morale of a team responsible for staying prepared to deploy on global missions in a wartime environment. Responsible for combat readiness for 4 Bradley fighting vehicles, weapons systems, and experimental equipment valued at more than $8 million.

Developed and led one of the most effective platoons in the Brigade as defined by senior officers observing combat training exercises at the Joint Readiness Training (JRTC) in Fort Polk, Louisiana.

Led a 36 member mechanized infantry platoon which supported the 101st Airborne Unit during combat simulation exercises at the JRTC.
Led team through an assault training mission which required team to travel long distances on foot and in combat vehicles and required numerous real-time modifications to strategy and formation.
Methodically analyzed, communicated, and accounted for multiple variables affecting mission logistics including terrain, unique skills of individual team members, weather, and enemy capabilities.

Another example:

Planned major training exercises, force modernization and transformation, and integration of a Chemical Battalion, a pipeline company, and fire fighting detachments into the Brigade’s organization.

What we don't know is what is a "major training exercise"? In other words how many soldiers are involved. What does "transformation" mean? How many people were integrated from the other battalions?

Led, planned, and executed operations for the 1,200 member Engineer Brigade. Planned training exercises, led force modernization, and merged other units into the Brigade. Merged and integrated 150 soldiers in the following units into the Brigade: a chemical battalion, a pipeline company, and a fire fighting detachment.

By enhancing the description you can demonstrate that you have managed a large number of people and that you understand how to merge and integrate other divisions into an existing team. Integrating and training new employees is a skill that all managers need.

4. Describe the reason(s) you received medals, awards, promotions, or special assignments.

Most civilians have no idea what the criteria is to be awarded a Bronze Star, Silver Star, or to be selected as an aid to a General. They all sound impressive but I have found that sometimes the underlying reason for a special award or assignment is what helps demonstrate your unique skills or attributes.

5. Use words like logistics, procurement, supply chain, and distribution to describe obtaining and moving equipment and supplies.

At times I have seen military resumes that say "planned and executed the relocation of equipment during a deployment". I don't think that really does justice to the amount of work involved with transporting large numbers of soldiers, equipment, food, and fuel either overseas to across domestic bases.

This is an example of an effective description:

Managed procurement, supply chain, distribution, and utilization of more than $20 million in building materials to support general construction and force protection in

Iraq

.

The military offers incredible training and experience that is very relevant to many jobs in the private sector. The key is to learn how to translate your military experience into meaningful phrases that those of us non-military folks can understand and that will help you to land a fantastic job.

Are You Gracious?

noreply@blogger.com (Liz) — Tue, 12 May 2009 00:17:00 +0000

According to Merriam Webster dictionary the word gracious means "marked by kindness and courtesy; marked by tact and delicacy; characterized by charm, good taste, generosity of spirit, and the tasteful leisure of wealth and good breeding."

At times I am shocked and appalled by the lack of graciousness that some people demonstrate and at other times I am just as surprised when someone is unexpectedly polite, kind, or generous. I hope that I am always gracious and well mannered to everyone I know but I have no doubt that I make mistakes sometimes when I am in a hurry or not just not paying attention. I think that being well mannered and kind pays dividends in every part of your life and, certainly, when you are searching for a job.

Lately I have personally witnessed and, in other cases, heard from friends some amazing stories about selfish and self centered individuals who demonstrate few, if any, manners. These clueless souls are burning bridges and destroying relationships but they are too self centered to realize it. So, I have put together a short quiz about graciousness:

Do you send thank you notes or, at a minimum, emails to a colleague, co-worker, or potential business associate when he/she pays for your lunch?

Do you remember say thank you (note, phone call or email) when someone you know professionally recommends you for an honor, award, speaking engagement, writing assignment, or something similar?

Do you follow up with colleagues of whom you have asked professional favors if/when you decide you no longer need the favors? Or do you forget about it and let them work on your behalf and then say something like, "Oh, I forgot to tell you I no longer need that."?

Do you send thank you notes and, if appropriate gifts, for professional referrals?

Do your thank-you methods reflect the size of the professional favor or courtesy you have been given?

If someone performs a random act of kindness from which you benefit do you show your appreciation in an appropriate and timely way?

Do you RSVP to both social and business events and follow through by either showing up or not showing up depending on what you said you would do?

It should be obvious that if you answered "no" to any or all of these questions that you need to work to increase your graciousness quotient. Don't be so self absorbed...do what you say you will do, say thank you frequently, and show appreciation. The person to whom you have just been rude may be angry with you or have gotten his/her feelings hurt and rudeness that results in hurt feelings is almost always avoidable.

When in doubt show more rather than less appreciation. No one has ever lost friends by being too gracious but poor manners ruin relationships every day.