Archives for “career focus”

How to Stay on the Same Side when Negotiating Salary

Everyone’s only out for themselves.  It’s a dog-eat-dog world. Maybe that’s what you have been taught. And if you bought it, you will see evidence reinforcing it everywhere. You believe it, and so it is your reality.

If so, the techniques I share in this blog are not for you. If you struggle to give people the benefit of the doubt, you will use negotiation tactics that are defensive. And, if you feel like you are struggling for power and losing, your approach may even border on adversarial.

If you struggle to trust a company even though it seems to be on the up and up, you will assume they are hiding something, and it will reveal itself in due time. In the meantime, you cover all your bases and feel compelled to constantly cover your … butt. In your professional work, if you feel the need to be competitive with others for attention, credit, prominence, and pay, you will assume others go to great lengths to win and that justifies you doing the same.

You are the last person my clients want work with, work for, or hire.

Why? You will most likely insist on being the last one to reveal your ask, even when pressed. You will try to circumvent the people in the company who are expected to ensure policy is followed for fairness and consistency. You may not even realize your bias against human resources.

You won’t believe what I am about to advise, so you might as well stop reading here.

If you consider yourself to be a moral, ethical person who believes that people are generally good and fair, you have found yourself disgusted by some things you have experienced in cut-throat corporate America. Even if you know there are good people out there, you may not have a lot of faith they can stay good in a system that promotes gaining profit (corporate and personal) over all else.

That being said, you want and deserve to be paid fairly. And there are so many great things you want to do with excess income that would enhance your life, help your family, and perhaps serve many others.

I have a deep compulsion to help you earn as much as possible within your market value range.  The truth is everyone wants a fair deal. I want that for you. You want that for you. And I want that for your employer, too. Why? Because when a company gets ROI on its talent, and it is a conscious corporation, it will reinvest profits in its people. And that is what we are all about.

A lot of companies say their people are their number one asset, but how many of them demonstrate it consistently? Finding out if a company really means it is getting easier (and we are working in making it even easier). And these companies will do the right thing by their people – and that’s when everyone wins.

If you want to stay on the same side with your employer during compensation negotiations, the first thing to do is due diligence: qualify that employer as a conscious company. Glassdoor, Top Places To Work lists, and the tenure and growth of its people historically (information you may be able to assess on LinkedIn) are resources you can use to do this. Then, of course, reach out directly to people on the inside to see if what you gather is substantiated.

The second thing you must do is understand what the market pays for your skills, experiences and talents. You can do this through online research on bls.gov, the salary estimates on Indeed (in the left column), reports on salary.com, and Glassdoor data. I recommend that you always ask a local recruiter who niches in your field to validate what you find. Make sure your data is based on local positions, or you adjust them based on your local cost of living.

Next, determine how you uniquely add value to this. In the nearly 12 years I have been a career coach, I have always been able to identify unique qualifiers for my clients, which is the essence of branding. Often there are monetary values attributed to those unique qualifiers, which can be qualities or hard skills. These can either push you into the upper ranges of market value, or move you above market value. Either way, you must be prepared to justify these clearly in a business case for your employer.

Whether you want to make a fair ask that enables the company to get ROI on you, or you are a top performer and the company knows how to leverage and develop you, they will aim to make 1.75x your salary. You may have a role traditionally considered to be in a “cost center” for a company, such as customer or technical support, but make no mistake – each and every role in a company was designed to contribute to the balance sheet in some way. If you’re not directly generating revenue directly, you are making it more possible, or you are helping to reduce costs or avoid shut-down/fines.  When you understand how your role contributes in this way, you can ensure that your ask is fair and that your reasons for believing this can be clearly articulated.

If your research indicates that the market value for your current position won’t meet your quality of life standards, it’s time to re-evaluate your career. And if you are unsure if the market value will support your needed standard quality of life and also provide a retirement you desire with the future quality of life you want, it’s time to get with a financial advisor. I am happy to make a referral. Just private message me.

Notice I haven’t said anything about your prior compensation. In spite of some companies’ and recruiting firms’ practices of determining your future value by your current value, your past or current compensation is not an accurate determination of your future value at all. It may be a reflection, however, of your self-worth. The branding journey we take our clients on helps them feel in alignment with their true market value and overcome the mental mindset that can develop from being underpaid and undervalued.

Lastly, what do you ask for and how do you come to an agreement with your employer while still keeping things friendly? After all, this is the first big decision you will make together. How you come to an agreement sets the tone for the commencement of the partnership, and it will influence your impression of each other from that point forward. Don’t you want to feel like you’re on the same team?  You each have an agenda, but the negotiation is really about finding the overlap and understanding the other party.

I am not one to advise people to refuse to answer questions about desired or expected salary.  Some of my peers, and even mentors, would.  If you feel like you might be taken advantage of by divulging your ask too soon, then you don’t trust this company. Maybe you wouldn’t trust any company? Or perhaps you didn’t qualify them as a company worthy of your trust? If you are the former, you probably should have stopped reading very early on. If you are the latter, do NOT enter into negotiations until you learn that the company is trustworthy, conscious, and invests in its people.

Instead of “holding your cards close to your chest,” I recommend boldly coming out with a reasonable range, data to back it up, and a business case to explain if you are asking for more than what the position usually pays. Keep in mind, ethical or not, when a person hears a range, they focus on what they are inclined to focus on in order to achieve their agenda. An unconscious company will want to get talent for as little money as possible. And a conscious company will not want to overpay for talent, because it hurts the company and inhibits their ability to re-invest in their talent.

Both examples will hear the low end of your range. So right after giving the range, discuss what conditions would have to be met in order for you to accept the low end, then swiftly explain how the company will benefit from investing in you on the high end.  Your low end must still support your current standard of living. Don’t give a low end that will leave you feeling slighted if offered, even though a conscious corporation would offer you good reasons for doing so.

Collegial negotiations are not just dependent what you say, though. It’s really more about how you are being – are you expecting the company will find your ask reasonable and do what they can to bring about the best possible outcome for both parties? If not, you probably should have stopped reading much earlier. This method will not work if you are suspicious. Authenticity is key here.

Lastly, leave the door open for them to ask questions and counter-offer. If a counter-offer seems way off your ask, ask them to help you understand, while giving them the benefit of the doubt that they have their reasons.

True story: I was trained in negotiating with candidates and employers as a recruiter. In my annual review shortly after that I was expecting a raise since I had been promoted in title. As trained, I did my research. In this annual review situation, it’s not customary to make an ask, as you’ve probably experienced. I anticipated my raise to be 50% above what I was making and instead it was a 10% raise. I had been underpaid my whole career prior to that, and armed with this new training, I was ready to earn fair compensation.  My boss, the VP of Sales – a master negotiator, had trained us to engage clients and candidates in further discussion when agendas didn’t align with the request, “Help me understand.” It became an inside joke, but in all fairness, it works, and it worked on him, too. I don’t have a poker face and I’m sure my disappointment in the offer was all over my face, so I took a deep breath and earnestly said, “Help me understand. I did research and based on the data, my compensation should be X.” I pointed to recent successes and things I had done outside of the scope of my role. He wanted to take a closer look at the data himself, and discuss it with the finance department and CEO.  They came back with a raise that was in my range, and a bit above the median. I, thankfully, had a conscious boss and CEO who wanted to pay talent fairly. 

The training I had was not the same as what I see other negotiation coaches promoting. It was designed to help three parties get on the same page, the employer, the candidate and the recruiting firm.  Our agenda was to keep strong relations with the employer to supply future talent needs, and to help our candidates earn as much as possible so that they stick and so that our share increased.  I used this training to increase my own salary by 50% and finally earn market value, and now I’m sharing it with you so that you can earn your fair share too.

 

If you would like to have guidance and support in qualifying conscious employers, understanding your unique market value, formulating and making your ask at the right time, reverse-engineering your career to align with your desired quality of life, and/or crafting counter-offers, e-mail Karen@epiccareering.com with the subject line: Make My Career Epic.

 

The Searchers – Take Me For What I’m Worth 1965

The Searchers – Take Me For What I’m Worth 1965

Get in the Game

Baseball by PaulMLocke of Flickr

 

Was it hard to tell this Monday from any other Monday at work?

Can you remember the last time you felt triumphant at work?

Has it been more than three years since your last big professional growth spurt?

Your answers may reveal that you have been coasting. Sometimes we need to coast, like when we are going through big personal challenges. The impacts of these challenges can last a year or two (caring for an ailing elderly relative can take much longer). It can take us out of contention for professional growth and opportunity. There is only so long you can coast before ultimately running out of gas.

It may not be your fault; bad companies and bosses can kill your motivation and inhibit your desire to do more than a job requires.

Regardless, it is against our nature to stay stagnant too long and it can be detrimental to our mental, emotional, and physical health.

Ambition is something that we naturally generate. We can get into situations where we are re-trained to kill our own ambitions, and it can start at a very early age.

Pretty soon we are convincing ourselves that we are fine; the status quo is comfortable; change is unwanted and scary.

My friend since middle school ended a marriage she was unhappy in after she found evidence on Facebook that he was cheating. A couple years later she is very grateful for that evidence, because she may have stayed unhappy even longer without it. She is currently engaged to my brother’s friend, a man I have known since he was a boy, who I know is making her happy, will make her happy, and will be the loyal and affectionate spouse she wanted her ex to be. She said, “You don’t know how unhappy you were until you are happy.”

I do my monthly Epic Career Tales podcast so that people can be inspired by the level of success and happiness that other people have achieved. I know it is not always good to compare yourself with other people, but if you aren’t getting back from a job what you put into it, then you already know that you’re not as happy as you could be. But how do you know how happy you could be unless you compare yourself to how happy other people are?

A lot of you reading this right now have an automatic thought coming through saying, “Yeah, but those people aren’t me. They are [enter any one of the following: smarter, luckier, more privileged, prettier, wealthier, not as busy, more educated, better connected, etc.]”

If you don’t, that is great for you, because you have few reasons not to take action and become happy.

However, if you recognize that thought, that is also great for you, because recognizing it is the first step in taking its power away.

This post is not meant to put you on a path to extreme change in your life so that you can have happiness. I realize that if you have this thought then you also perceive the effort of becoming happy as potentially futile.

You may want to take action, and I encourage it, but effort is something I want you to save until you have a clear vision of what you being happy in your job could look like.

Tony Robbins has said, “Activity without a high-level of purpose is the drain of your fortune.”

So many of my clients are hesitant to picture what it could look like to be happy because they think that it will lead to greater disappointment.

Tony Robbins has also said that our expectations of what our reality should look like can cause our misery.

I just want to leave you with one distinction that might help clear up what seems to be a contradiction.

Be mindful of how you define happiness. The change you think might be necessary in order to achieve this may not be anything external.

Instead of thinking in terms of what you get when better conditions exist, think about you and your current conditions. Picture yourself in the flow, knowing you are at your utmost best and not needing anyone else to notice or recognize you for it.

This is a baby step to get your head back in the game of your career. For now, do not worry about winning the game, and certainly do not think about the championship – just play.

 

If you can generate a sense of happiness even in unfavorable conditions, you can become unstoppable.

 

You’re Not Really Fooling Anyone with Positive Thinking

Brain-to-brain (B2B) communication system overview, PLOS ONE http://dx.doi.org/10.1371/journal.pone.0105225.g001

Brain-to-brain (B2B) communication system overview by PLOS ONE http://dx.doi.org/10.1371/journal.pone.0105225.g001

Every single person has encountered an obstacle while pursuing a goal, be it changing jobs, starting a company, selling a home, retiring, and on and on. What do you do when that obstacle is staring you down?  Do you freeze in fear, then come down on yourself for procrastinating? Do you resign that the obstacle will mow you down and let it? Do you run toward it with greater momentum to overcome the obstacle? Do you zigzag around the obstacle? Do you ask your friends to help you and march arm in arm toward that obstacle? Hopefully, you will do one of the latter because in the first two examples, you are the obstacle. Your perception of the obstacle’s size and power compared to your own could be the actual thing that prevents you from succeeding. Of course, you want to address these obstacles pragmatically, but if you don’t address them holistically, the pattern will recur and you will find yourself facing similar obstacles over and over again.

I have developed programs, such as our Dream Job Breakthrough System, tools such as the Epic Careering Took Kit, and of course the one-on-one coaching I have provided since starting 10 years ago. While these are PRACTICAL guides in how to execute a successful and optimal transition, I have a personal and professional obligation to address the EMOTIONAL components of a job search. Emotional components are what make the difference between my clients following the steps with integrity to successfully and swiftly land and prolonged job searches, weakened momentum, and lower quality job offers (compared to what they could develop).

Most people perceive positive thinking to mean that in spite of your doubts, fears, resentments, etc., you put on a happy face and fake it. This almost always fails. Being positive is not the same as thinking positive, and it takes conscious effort to alter subconscious patterns that have most likely been with you for most of your life, often go unnoticed until you know how to identify the symptoms (usually unhappiness and dissatisfaction), and have ingrained neural pathways.

Interviewers use six senses to evaluate and qualify candidates. Even if you are trying your best to disguise your innermost doubts and fears, the interviewer is using intuition to tune into them. Even if you have a killer résumé and an answer for everything, you could still emit negative thoughts and energy. Recruiters rely heavily on gut feelings and they will ask questions to validate them, so exactly what you may want to hide could be exactly what they will ask you about. Questions are not just designed to identify competence, but also to expose positive and negative behavioral and mental patterns. The agenda of the interview is to identify each candidate’s unique value and unique risk. As the candidate, you want the interview more focused on your value, but your fears around the potential risks you pose can sway the interview more heavily toward mitigating risks, which diminishes your ability to build a competitive case against other contenders.

If you interview during a period of self-doubt, you will instill little faith in your abilities. Likewise, if you walk into an interview perceiving the interviewer as an adversary, he or she will sense your antagonism and act accordingly. Consider yourself screened out. The same is true in negotiating. If you expect the person to turn down your counteroffer rather than attempt to find a win-win solution, you will be turned down and both of you will lose.

None of us can change over night, but our brains have plasticity, so we can exercise our brains into condition to do amazing things.  This explains a lot of the stories of people who have accomplished what many thought impossible. It requires practice and determination, just like training for a physical feat. You must have patience and forgiveness for yourself if you fall short and reward yourself for your efforts and progress.

Disclaimer: I am not qualified to give psychological advice and I am also prone to negative thinking and I face difficulties in reversing that thinking. However, over the past eight years, I have avidly studied human performance optimization, quantum physics, and neuroscience. I have invested well over 10,000 hours in this study, and have become much more adept at minimizing the friction that negative, self-limiting thoughts cause. I see and experience, so I believe in acknowledging, confronting, releasing, and replacing these thoughts with ones that produce the good results you hope your actions will have.

For instance, being self-employed brings with it many moments of uncertainty. I know I am in the profession that I was made for, however, finding the balance between investing in projects and products, and generating revenue and cash flow has been tricky, especially over these past four years as I build a mobile app and other low-price point job search tools and products. Once I made up my mind that I wanted to generate a regular, predictable income, and took inspired action, I not only generated multiple opportunities, but I also had several come out of the blue, and ultimately accepted a position that aligned me with a highly reputable, quality-focused outplacement provider (CCI Consulting) that enables me to do exactly what I love to do with as much flexibility as I want.

Meditation, prayer, writing, yoga, fitness, hiking/biking, and eating well have done wonders for my self-awareness and self-esteem. In addition, below are some resources that you can investigate on Amazon.com and there are even some free audio versions of the books on YouTube. Many of these can be found on CD or DVD:

7 Habits of Highly Effective People, by Stephen Covey

The Miracle Morning, by Hal Elrod

Think and Grow Rich, by Napoleon Hill

The 8th Habit, by Stephen Covey

The Road Less Traveled, by M. Scott Peck, M.D.

How Full Is Your Bucket?, by Tom Rath and Donald O. Clifton, Ph.D.

The Brain That Changes Itself, by Norman Doidge

Radical Careering, by Sally Hogshead

Secrets of the Hidden Job Market, by Janet White

The Secret, by Rhonda Byrne

The Science of Getting Rich, by Wallace D. Wattles

Having It All, by John Assaraf

The Laws of Spirit, by Dan Millman

If you are like me, a questioner, according to Gretchen Rubin’s Four Tendencies, you need to understand the science behind why investing time on your thoughts impacts your reality before you take any action. Here are some great books on that:

How Enlightenment Changes Your Brain: The New Science of Transformation, by Andrew Newberg and Mark Robert Waldman

The Biology of Belief, by Dr.Bruce Lipton

The Field, by Lynn McTaggart

The Intention Experiment (Read The Field first), by Lynn McTaggart

Being positive vs. thinking positive does not mean that you will suddenly become a perfect person; we are all still human. It means that you will have greater awareness when your thoughts are not serving you, and you will have tools to change their impact so that you will see better results more of the time.

 

This sounds like therapy, but I liken it to coaching because it is not as much about validation as it is about accountability. It is nice to understand how we became the way we are, but it is much more critical to our happiness to be empowered to change ourselves and our world.

 

5 Common Job Search Myths Debunked

Emma reading the newspaper by Diego Sevilla Ruiz of Flickr

Emma reading the newspaper by Diego Sevilla Ruiz of Flickr

 

Is it really possible to switch industries? Can anyone land at their dream job? As a career coach, I have seen many job seekers limit what is truly possible in their careers simply because they believed common misconceptions. Not only do common misperceptions or myths hold job seekers back, but they can be detrimental in the long run. Think of the prolonged job searches, feeling trapped at a job you are disengaged from, and how your health can suffer because of stress. By uncovering and debunking some of the most common job search myths, your job search can soar to heights you never imagined.

 

Myth #1: You do not need a cover letter

Are cover letters a requirement? Many employers require a cover letter, but think of them as the key to getting directly in front of a hiring manager. A cover letter demonstrates an interest in the company, explains your skills, and covers what is not included in your résumé. It is an introduction to a hiring manager that highlights your accomplishments, accompanies your résumé, and it is your chance to make your case for an interview. In fact, a cover letter is read before your résumé and often determines if a hiring manager will take the time to read your résumé. A well-written cover letter is tailored to a specific company, grabs the attention of a hiring manager, and beckons him or her to take immediate action.

 

Myth #2: Changing careers is impossible

Jennifer Ghazzouli was a bench chemist for the Philadelphia Police Department. She wanted more from her job and switched careers. She is now in recruiting and leads global hiring strategy for QVC. Jennifer was approached early in her career about becoming a recruiter and was told by others that recruiting is sales. She initially balked at the idea. However, Jennifer knew that she was not happy as a bench chemist. When she talked to her friends, they shared insights and ultimately the job lead.

Changing careers was one of the top frustrations of the many job seekers we asked. They find it is challenging to enter a new industry without the industry experience the job appears to require. A career change requires more work than changing employers, but it is not an impossible task. Like Jennifer, many of the people who successfully broke into a new industry do so through their network. In fact, I saw this happening as a recruiter. A position that called for a specific industry experience would go to someone who was able to promote transferable skills and experience as value-adds. Branding in these cases was just as responsible as networking. In terms of transitioning, research the new industry by looking at employers, asking questions of those already in the industry, and volunteering. Hard skills can be transferred from one career to another. Additionally, soft skills  also play a huge role in your career. Unlike hard skills, a good grasp of soft skills is required in any industry. Like changing an employer, consider what makes you happy in your career and why you want to transition to a new industry.

 

Myth #3: The job of your dreams is not viable

Jack Morrison of SAP America never doubted his chances of success. Unfortunately, most people somewhere along the way are told and believe that success is not possible for them; that they are not worthy to receive what they really want, and/or that it is better to be accepted, and to not rock the boat. So many people settle for a job that pays the bills. Settling for a job you are not passionate about is a recipe for disengagement. Employee disengagement is an epidemic at 70%, costing US companies $450 billion each year, and costing individuals the chance to thrive, be fulfilled and well-paid. Just like with changing careers, research is king when it comes to landing your dream job. Make a list of companies that fit 80% of your criteria and begin finding and reaching out to contacts within those companies. Brian Quinn dreamed of being a rock star from a very young age and never gave up on his dream career. The path was not easy, but he worked hard to fulfill his calling and found success.

 

Myth #4: Do not leave your job without having another one waiting

It is always better to have a new job waiting before you quit. Having a job makes it easier to negotiate for a higher salary and you avoid unemployment bias. However, you may not always have the luxury of searching for a job while employed. Also, consider your happiness if you are employed at a job you dislike. If the job is stressful enough that you want to leave immediately, take your financial situation into account. If you have savings to get by for a little while, plan your job search out, and even consider the help of a career coach. Evaluate the costs to your life and potentially to your wallet by staying stuck versus the investment you make in being able to take control of your life. Think about being able to land at a company where you can thrive and be paid well. That is what we help job seekers obtain!

 

Myth #5: Employment is a one-way street

The job seekers who feel that they are at an employer’s mercy may be stuck in a cycle of disappointment in their job search. Their confidence is gone and they start to believe something is wrong with them, and they must take whatever they can get. In these instances, it is their tools and tactics that need adjustment, not who they are or what they want. The end result of putting yourself at the mercy of an employer is landing an awful job. It does not have to be this way. Just as an employer is making sure you are a good fit at an interview, you are doing the same. You owe it to yourself and your happiness to accept a job at an employer who will keep you engaged and fulfilled. Ask questions at your interview, discover their mission, and research them beforehand. Additionally, your number one weapon against being at an employer’s mercy is momentum, which we help job seekers generate. Momentum is having several offers in play, while employers bid over you- much like an auction. Instead hoping that you are hired by an employer, the employer hopes that they can persuade you to work for them. That is the power of job momentum!

 

Job seeker misconceptions or myths can prolong a job search and frustrate employees who want to make major career changes. Worse, these mistaken beliefs can cause job seekers to doubt themselves, to give up on their job searches, and to reach a place of disappointment and desperation. Often job search methods and tools are the problem, not the job seeker. By clearing away these misconceptions we hope that job seekers will reject these self-limiting beliefs and realize what is possible in their job search.

What common job search myths would you add to this list?

 

 

Does Your Company Play Offense or Defense with their LinkedIn Policies?

The-best-defense-is-a

Last night during Super Bowl 50, there was a two-point conversion which put the Broncos two touchdowns ahead of the Panthers. My father at first did not understand why they would risk not getting the extra point, but it paid off. The Broncos got the two-point conversion and kept their two touchdown lead. They did not need that lead in the end to win, but knowing what a fierce team the Panthers have been all season, going for the extra point was their best shot at insuring the win.

Is your company playing offense or defense when it comes to their LinkedIn policy?

Do you think your company is spending too much time and resources trolling the LinkedIn profiles of employees? Does your boss check his or her alerts whenever an employee is active on the service?

Do you know anyone who was fired from their job for using LinkedIn? If an employer were to be suspicious, either justifiably or not, what do you think of someone being fired as a result?

There are risks and rewards for the employees who use LinkedIn to job hunt while they are still employed. For example, someone actively looking while still employed may pose a data risk to their employer. However, we cannot assume just because someone is looking for a new job that they would be immoral or unethical. (Of course, job searching while on the job is a big no-no.) What if more employers adopted a comprehensive and offensive approach to LinkedIn to engage and ultimately retain employees?

 

Defensive LinkedIn policies inhibit employee growth

Many employees may imagine their employers are regularly checking their LinkedIn profiles to make sure they are not getting ready to leave. There are two reasons why a company might routinely check the LinkedIn profiles of employees. This is to either fire them first (if job search activity is found), or to convince them to stay. Restrictive LinkedIn policies are defensive. If LinkedIn policies are too restrictive and intrusive, the company demonstrates a lack of trust and respect for the employee, which may cause an employee to seek a new job. Restrictive policies may inhibit an employee’s ability to generate leads, partners, vendors, and to recruit.

Defensive LinkedIn policies also damage employment brands and recruitment efforts

Restrictive LinkedIn policies also have an effect on potential employees. Let us examine a scenario. A job seeker sees a job opening and wants to know more about the company because they care about where they work. They know they have options and are a highly valuable employee. They research the company’s LinkedIn page and evaluate the employee profiles. The savvy job seeker and wants to know how they are connected, but the employee profiles leave everything to be desired. Many employee profiles have minimal content. The employees strike the job seeker as dull and uninterested. They did not even take a moment to write a few words about themselves, or perhaps they are hiding something. It is as if the profiles are under lock down. The job seeker is unimpressed and says “No thanks! Next!” If companies are not strategically using LinkedIn to promote their employment brand, they are failing to attract savvy employees, and perhaps even potential customers.

 

Playing offense on LinkedIn engages employees

By playing offense and being proactive, a company keeps their employees engaged professionally through LinkedIn instead of having to fear if the next update could land them in trouble.  Kevin Wheeler, a consultant and public speaker, has listed the ways a company can play offense to engage and retain their employees. Some key aspects are to excite employees, and to give them a sense of freedom and opportunity.

One of the biggest reasons employees seek opportunities elsewhere is because they cannot easily grow or find promotion within their own companies. Career development or opportunities to move up within a company are appealing.  Advancement is not always tied to a higher salary, and employees (especially younger employees), seek to grow and develop their skills. If they feel stagnant they may seek growth elsewhere.

Companies that reward their employees with recognition create good will and loyalty. This is especially true for millennial workers who crave frequent feedback on their contributions.

Employers who care about employees by offering growth opportunity and ample recognition can extend that good will to their LinkedIn policies. These policies encourage employees to use LinkedIn to the fullest to promote themselves, share their knowledge and to promote the company.

These LinkedIn policies include encouraging employees to optimize and brand their profiles. We have been hired by companies to write powerfully-branded profiles for their customer facing front line and executive teams with great results. Powerful employee profiles mention work accomplishments in status updates, publish industry-related articles and company content, connect to a company page and group, endorse and network with co-workers, and expand their network to include customers, prospects, and partners. A proactive approach also engages employees by forming policies around using work hours to connect with others, and even having a marketing team or third-party like us create promotional content that can be disseminated on employees’ status updates. A company can better utilize the complete workforce to share news and job openings. Companies like Seer Interactive and Accolade consider every employee as a part of their recruiting effort.

 

A comprehensive and offensive LinkedIn policy can play a huge role in employee engagement. Remember the scenario I talked about earlier? Now imagine a job seeker comes across a company’s LinkedIn page. Instead of lackluster profiles with minimal content, that job seeker sees powerfully-branded profiles, frequent status updates about their job and industry, and well-connected employees. These employees are happy to talk about their employer and the company seems like a great place to work. They are interested and reach out to make a connection. Now this employee can have a conversation with a candidate that can easily serve as a first interview. This is what LinkedIn can offer the companies who are willing to play offense to engage and retain their employees, rather than play defense to troll them, fearful that they may jump ship. Which LinkedIn policy appeals to you?

 

Tips to Confidentially Update LinkedIn When You are in Transition and are Still Employed

LinkedIn Logo by Shekhar Sahu of Flickr

Many employees fear that their boss is watching their every move on social media and are afraid to update their LinkedIn profiles. Other employees update their profiles and openly express an interest in new career opportunities while they are employed. The first group of employees are limiting their ability to promote themselves. The second group risks being fired by their employer. Depending on your employer’s social media policies, a LinkedIn update can land you in trouble. John Flexman was an executive at a gas exploration firm based in England. He uploaded his CV to LinkedIn and checked the box indicating an interest in “career opportunities.” His company accused him of inappropriate social media use and ordered him to remove his CV. Flexman thought this was unreasonable and resigned. Flexman’s situation is not common in the United States because employers do not own your LinkedIn profile as they do in the United Kingdom. Nevertheless, there are cases where employers have monitored their employees’ use of LinkedIn. It is possible to confidentially use LinkedIn during your job search while you are still employed.

 

Promoting yourself on LinkedIn IS part of the job search

A complete and branded LinkedIn profile is the best way to connect with others, stay relevant, and expand your network. However, many people are afraid to update their LinkedIn profile because they fear their employer will become suspicious of their activities. This robs a person of the opportunity to truly optimize their profile in a way that will generate more qualified leads, better opportunities, and will put their career on autopilot. Many of my clients have received offers for promotions within their companies because they have effectively articulated their value. They promote their value as an employee while promoting their company.

Content is your greatest asset on LinkedIn! Do not be afraid to post industry-relevant content and to share your knowledge in groups. Balance the content you share in order to promote yourself and your company. Share the stories where you saved the day, but also use your status updates to express gratitude for being surrounded by and supported by a great team or leadership. Your next boss would love to picture him or herself on the receiving end of such praise. Keep your praise authentic and make sure other people would be able to validate what you say as truth. Use status updates to simultaneously promote yourself, your colleagues, and your employer. Update your status by writing about problems you solved, your nuggets of practical wisdom, and giving colleagues the credit for a great performance.

 

Keep your direct job search activities hidden

When you use LinkedIn to job search and you are employed, do not openly announce your job search-related activities. This means not mentioning you are looking for a new employer in your status updates and in groups. While it is better to find a job while you are still employed, we know from our results that with a powerful and effective brand campaign and system you can viably land a new job within 10 to 12 weeks.

Although it is possible to turn off all broadcasts of your LinkedIn activity, these decisions are often made from fear and limit your success. The questionable activity to your employer comes from adding connections from the competition. If your profile is locked down to the point where almost nothing is visible, your employer may become suspicious. You also miss the opportunity to network or to be found by potential employers who are actively looking for someone with your skills, and perhaps even your network.

Adding connections from your company’s competition may raise red flags with your employer. In this type of scenario you do want to practice discretion, especially if you plan to transition to a competitor. If you are connecting with the competition, view the profiles of others anonymously by changing what others see when you have viewed their profile. Temporarily turn off broadcast activities when you follow companies for whom you want to work. This action is temporary because you do not want to alert your current employer to a direct job search activity. Otherwise, keep notifications on when you engage in your regular LinkedIn activity to raise your visibility on the network.

Joining job search groups will alert others to your intent to find a new employer while you are still employed. Avert this by not allowing anyone to see you belong to job search groups and make sure these groups are not visible on your profile by changing the order they are displayed. Also, temporarily turn off notifications for groups whenever you join a job search group. This allows you to freely join groups without notifying your network.

If you are using a company e-mail address on LinkedIn, switch to a private e-mail address immediately. Leaving your employer means that you will lose access to your e-mail, and as a result your LinkedIn account. In fact, I recommend this action even if you do not have plans to leave your company. Anything could happen!

 

Imagine a few scenarios:

  1. A job seeker keeps his or her job search activity completely under wraps on LinkedIn.
  • They check out and follow competing companies.
  • Their profile and all LinkedIn activities are completely hidden.
  • Their confidential job search will not alert their current employer, but they are invisible to potential employers.

 

  1. A job seeker updates his or her profile to promote themselves and their company.
  • They are actively looking for work and are employed, but they do not mention direct job search activities.
  • They are not afraid to highlight their accomplishments.
  • Their profile is a beacon to potential employers and it is not long before they begin to receive interview requests and even job offers.

 

Which scenario would you choose? You do not want to scream to the world that you are actively searching for work while you are currently employed. Carefully updating your LinkedIn profile will make your transition quicker and pain-free.

 

7 Ways to Leave Your Current Job without Burning Bridges

Rusty Bridge by ThreePinner of Flickr

Rusty Bridge by ThreePinner of Flickr

Steven Slater, a JetBlue Airways flight attendant, was frustrated with his job. He had enough one day and quit on the spot. He cursed at the passenger he had been arguing with, grabbed a beer, and slid down the plane’s emergency chute. Slater was hailed as a hero by many, but quickly landed in trouble. His method of quitting burned a lot of bridges, to say the least. Workers who are unhappy deserve to find a better job, but how you quit affects your job search. If you leave your employer in a bind, you may jeopardize your professional future as a reputation for quitting suddenly may follow you. Exercising patience and leaving on good terms will make it easier to land future jobs.

 

  1. Keep your job search confidential

Revealing you are looking for work can cause you to be terminated immediately. Many employers fear that job seekers will depart and take confidential information with them, or they may not give the job their best effort. Ask former employers, co-workers, and clients for recommendations to avoid being discovered during your job search. Be aware that updating your LinkedIn profile may alert employers, but do not let that fear keep you from optimizing your profile. It is a small world and word of your search could travel. Explain to your trusted contacts and potential employers that your job search is confidential. When it comes to references, use previous supervisors. They may ask if your current employer will be a reference. The response to this question depends on how confident you feel that, in spite of your leaving, your employer will sing your praises. Let your prospective employer know that upon receipt of an offer, you will ask your current employer to be a reference. You can be honest if you are uncertain. All too often previous employers are spiteful, though there are laws in most states to protect employees from references that prevent them from landing viable new work.

 

  1. Do not make a dramatic exit

If you have a toxic work culture, or boss, it may be tempting to heed the siren call of gleeful abandonment once your next position is secured. There may be an urge to slap a letter of resignation on your boss’s desk, or to tell your co-workers what you really think of them as you make your exit. Keep your exit civil and classy regardless of your working conditions. You do not know when you may need someone at your company as a future reference. They may hesitate to help you depending on how you departed.

 

  1. Give ample notice

Turn in your notice at least two weeks before your departure. Two weeks is standard, but give a longer notice when possible to be considerate toward your employer. A sudden exit greatly inconveniences your boss, colleagues, and customers, and ensures you leave on bad terms as they scramble to find a replacement. Again, it is a small world and the reputation that you left your employer in a bind may follow you. While being considerate, you also want to protect yourself. Some employers may send you home that day when you give your notice, and you may even find yourself escorted by security. This is a policy sometimes borne out of concern that departing employers may take proprietary information, especially if you accept a job offer with a competitor. Still, give them the consideration of two weeks’ notice.

  1. Train your replacement

Training new employees is time-consuming for many employers. Make the transition easier for your boss by offering to work with your replacement, or to create a training manual. These actions create a win-win-win scenario for everyone involved. Your boss does not have to spend time training a new employee, your replacement is empowered to move into your position with minimal effort, and you leave a reputation of reliability.

  1. Finish your existing projects

Finish your existing projects and tie up loose ends. No one wants to be saddled with the burden of trying to complete someone else’s project. If it is not possible to complete a project, create and keep ample documentation. A finished project or detailed instructions makes it easier for your replacement to move into your role.

 

  1. Connect with co-workers

Let your co-workers know of your departure and offer to keep in touch. Informing your co-workers in advance gives them time to prepare for the transition, though you want to use discretion about who you can trust. Send a farewell message via mass e-mail and give co-workers your contact information, such as a personal e-mail address and a LinkedIn profile. Prepare it before you leave, as you may only have 30 minutes to pack up your belongings and leave the premises. Make sure your colleagues are in your LinkedIn network and stay in contact. You never know where a co-worker may end up, if he or she may be your next boss, or in a prime position to hire you at a future job.

 

counteroffer

  1. Do not accept a counteroffer

Your boss may make a counteroffer once they discover your intent to leave. There are good reasons to deny this offer. It is designed to stop you from leaving, but you may be fired within a few months as they devise a plan to replace you. Additionally, the dissatisfaction that caused you to seek a new job will remain, even with a pay raise. Remind yourself of the reasons you are leaving and stick to your decision.

 

If you work at a less-than-ideal employer, it may be tempting to burn bridges as you exit. We hope you are leaving your employer because you have big plans to become happy professionally. We encourage you to take control and plan your exit. If you really have days that are SO bad that you fantasize about going out in a blaze of glory, what you are really seeking is the ultimate feeling of empowerment. This does not come from that blaze of glory moment- that moment can burn you forever. It comes from intentionally and strategically planning your next move and exiting with class. Chances are there are others at your job having the same fantasy who will be inspired by and perhaps envious of your moving on to bigger and better. This is really the best revenge against employers who have proven undeserving of your talents, effort, and time.

 

Create Your Best Year Yet, Part 2

Goal Setting by Angie Torres of Flickr

Goal Setting by Angie Torres of Flickr

Do you feel as if you lived up to your potential during the last year? Are you still playing catch-up from the hits you took during the economic slump? Are you ready to make big changes in your professional life? Your previous year may not have been the best in terms of job success, but now is your chance to make a rebound and create the breakthroughs you desire. You are no longer bound by the shortcomings of the previous year. New job search adventures that enable you to put your life on an upward track await you. Now is the time to create your best year yet!

Creating your best year starts with attainable goals that allow you to achieve your dreams. Take a moment to reflect on your highs and lows from the previous year. If any attachments from the previous year are holding you back, take the time to release them. Where have you been and where would you like to proceed? Remember, where you have been does NOT limit where you can go. What are your biggest career goals? What have you done to achieve them? If your biggest goal is to simply land a new job, it is time to dream and plan bigger. Now is your time! Now is your greatest year! However, you will not obtain your best year yet without planning, especially in your job search. What do you want from a future employer? What are your long-term career goals? How quickly do you want to land? How do you want your job to enhance your life? Once you have your goals in mind write them down and create a plan of action, and commit to that action.

 

1. What are your counter-desires?

Once you have decided what your career goals are, and what you do and do not want from your next job, it is time to consider your counter-desires. As Esther Hicks, an inspirational speaker, puts it, “Any time you decide what you don’t want, a counter-desire is born.” This is a logical place to decide what you want. Approach your counter-desires with the mindset that achieving your goals is possible, and that you deserve to complete them. Think about it in this manner- if anyone else has completed it, you do not need any further evidence that it is possible. Why not you? We know that plenty of people search for and land jobs. There are no reasons why you cannot do the same. Most people have challenges; all you need are solutions (we have those!). Look for inspiration from others who are already where you want to be.

 

2. Sit down and decide what your career goals are

Career goals are more than just settling for the first employer that will hire you, or finding a new position with a higher salary. Sitting down, figuring out what is best for you, and writing those goals down are critical first steps. Evaluate and reflect upon what you want from an employer in order to feel fulfilled. If you plunge head first into a job search without goals, or a plan of action, you risk being dissatisfied in the long-run. This could be in the form of a continued job search that extends for several more months, or landing a position with an employer you are not passionate about. Take the time to set goals to ensure that you have a solid vision of how your job search will flow and that you have a desired end-goal in mind, beyond landing.

Setting goals can consist of creating micromovements as a way to get started. Think about setting smaller goals that can be done in five minutes or less, as you move toward your larger goal. These goals will propel you forward in your job search, help you determine what you do and do not want, make a seemingly difficult task less difficult, and will help ignite your drive during your search as you build goal-achieving momentum. Who can’t find five minutes to move toward their goals?

 

3. Develop your S.M.A.R.T. goals to form a plan of action

I fully believe in the phrase, “work smarter, not harder.” S.M.A.R.T. goals are an excellent way to begin setting realistic goals that are achievable. I was impressed when I learned that Drexel University’s LeBow College of Business teaches their seniors how to develop S.M.A.R.T. goals for their job search in the mandatory Career Management course I teach. S.M.A.R.T. goals are defined as:

Specific: Do not be vague. Exactly what do you want?

Measurable: Quantify your goal. How will you know if you have achieved it or not?

Attainable: Be honest with yourself about what you can reasonably accomplish at this point in your life- along with taking your current responsibilities into consideration. It has to be doable, real, and practical.

Results-oriented: What is the ideal outcome? How will you know you achieved your goal?

Time: Associate a timeframe with each goal. When should you complete the goal and/or the steps associated with completing the goal?

S.M.A.R.T. goals, as opposed to common goals, enable you to be optimally effective in developing and achieving your goals.

For example:

A common job search goal may be to land a job soon.

A S.M.A.R.T. job search goal would be to land at one of your top five choices within two months, by contacting ten people each week, and setting up at least two meetings each week.

Goals2Go has an excellent tutorial video and worksheets on how to develop, set, and apply S.M.A.R.T. goals.

 

 

Goals-Theres-no-telling- Jim Rohn

 

 

Your previous year may not have been your best year. You may have felt as if you did not live up to your professional and economic potential. Or perhaps you are still recovering from the economic slump. Now is the best time to create your best year yet. Leave the difficulties of the previous year behind by starting the New Year with attainable career goals. These are goals you have taken the time to carefully develop in a  S.M.A.R.T. way, these goals are an obtainable plan of action, and they form a vision for what your job search will look like. You will dream big, land quickly, and obtain the position you want at an employer that excites and fulfills you. Can you feel it? This IS your best year yet!

 

9 Soft Skills Every Employee Needs, Regardless of Technical Skill

Business Team by Penn State on Flickr

Business Team by Penn State on Flickr

A brilliant scientist was hired at a pharmaceutical company and was let go six months after landing. He was challenging throughout the qualification process, and I thoroughly coached him during the interview process. He ultimately lost the position because no one could work with him. His brilliance could not be properly leveraged to create value for the organization. Because of his failure to succeed, I was unable to place him anywhere else. Unfortunately, there are a lot of brilliant technically skilled people whose potential for creating value in this world is inhibited by their lack of ability to integrate and collaborate with others.

Soft skills such as time management, relationship building, and communication allow employees to effectively leverage their technical skills and knowledge. These skills are the unsung heroes of the working world and can make or break a job search. A lack of soft skills can cause an otherwise talented employee to lose a job. A good grasp of soft skills separates an above-average employee who constantly brings value to their company from an average employee who only performs their day-to-day tasks. There are numerous soft skills, but I’ve narrowed down the list to nine of the most important skills employers demand:

 

1. Time Management

Effectively managing time allows you to take other people’s busy schedules into consideration.

Demonstrating it in the interview: Give answers that stay within a reasonable limit of time for the details asked.

Demonstrating in your past experience: Promote your ability to deliver assignments or projects on time, even in challenging circumstances.

 

2. Communication

Communicating effectively allows you to connect interpersonally with others via written and verbal means.

Demonstrating it in the interview: Plan and practice what you will say before the interview. Speak clearly and concisely, and listen to your interviewer.

Demonstrating it in your past experience: Provide examples of written material you created, such as a memo.

 

3. Relationship Building

Good relationships are built on trust, positivity, and communication.

Demonstrating it in the interview: Listen and be respectful of your interviewer, and ask questions in order to build rapport.

Demonstrating it in your past experience: Talk positively about your previous employers and provide examples of teamwork.

 

4. Attitude

Your attitude consists of a positive frame of mind that exudes hopeful optimism, and is focused on creating solutions.

Demonstrating it in the interview: You are positive and upbeat throughout the interview.

Demonstrating it in your past experience: Discuss how your positive attitude raised morale, allowed you to easily participate in teamwork, and helped provide solutions.

 

5. Confidence

Confidence is the belief in your own skills and the ability to take on new tasks.

Demonstrating it in the interview: Give your interviewer a firm handshake, make eye contact, and maintain good posture.

Demonstrating it in your past experience: Promote your achievements, especially the successful completion of tasks that were new or difficult.

 

6. Leadership

A good leader is constantly motivated to improve and acts decisively, even if you are not managing others.

Demonstrating it in the interview: Provide examples of how you faced a challenge and acted decisively to create a resolution.

Demonstrating it in your past experience: Quantitatively speak about your accomplishments. How much money did you save the company with your actions?

 

7. Flexibility

Being flexible allows you to adapt to a variety of circumstances and people, and work through unexpected events.

Demonstrating it in the interview: Give your interviewer examples on how you quickly adapted to changing circumstances in the workplace.

Demonstrating it in your past experience: Discuss how you used your flexibility to step out of your comfort zone and to take on new tasks.

 

8. Creativity

A creative employee offers suggestions or ideas on how to improve workflow, or increase work value.

Demonstrating it in the interview: Explain how you solved a productivity problem and how your solution benefited the company.

Demonstrating it in your past experience: Promote the value you added to a company by introducing a more efficient work method.

 

9. Problem-solving

Effective problem-solving takes into account how you encountered a problem, and how you persisted until the solution was found.

Demonstrating it in the interview: Walk an interviewer through your problem solving processes.

Demonstrating it in your past experience: Discuss how you solved a particularly difficult problem and how it positively impacted your employer.

 

Why soft skills matter

Employers use hard skills as criteria to ensure a candidate meets a job’s technical requirements. The interview determines a candidate’s soft skills. I spoke to Guy Fardone about how Evolve IP, a cloud services company, primarily hires candidates based on their emotional intelligence and aptitude. Questions the employer asks are “Do they look me in the eyes, and are they able to listen and then respond appropriately?” “Can they build rapport?” People who come in the door already having a baseline understanding of how to build relationships with people are going to be that much more successful in their career.

 

Many employers rate the importance of soft skills just as highly as technical skills. Your technical skills may open the door to interviews, but your ability to manage time, problem-solve, build relationships, and your creativity are what enable you to land and keep the job. Emphasize how your use of soft skills has to led success in the workplace, and how they can help you bring value to a potential employer. Successfully leveraging your soft skills and your technical skills can set you apart from other job seekers, and enable you to land faster.

Is Your Résumé Outdated?

Resume - Glasses by Flazingo Photos of Flickr

Resume – Glasses by Flazingo Photos of Flickr

Has it been more than five years since you searched for a job? Do you remember the last time you looked at your résumé? Do you still believe in the use of an objective? If you answered “yes” to any of these questions, it is time to update your résumé. Most people believe that adding a few bullet points about what they have done in the past five years is adequate. They make these small changes and start submitting their résumé. One major reason people hate going near their résumés is because it forces them to remember what they’ve done professionally over the past few years. It is a fact that the more time that passes, the harder it is to recall everything, unless you have kept track of your accomplishments somewhere.

The longer a résumé has not been reviewed, the more painful or frustrating it can be to update. Here is a more timely focus to consider- as the New Year approaches, assess your employment goals and take some time to be intentional about your career direction. Update your résumé based on where you want to be in the future as a reference for what to include about the past. Be conscientious about your BRAND. This is critical- we are not just taking about a few résumé updates, but reinventing your brand to fit your future goals.

If you have not been actively searching for a job in the last few years, the process of revising your résumé can be intimidating. Even if you are not actively searching for work, NOW is still the time to update your résumé. You may not need a job today, but your employment circumstances could change in an instant. Keeping an updated résumé is useful because an opportunity could present itself at any moment. You could meet your next boss ANYWHERE. A quality résumé branding and writing process takes five days for a first draft, and a comprehensive review process can take another three days. If a position is open, and you are given the opportunity to be the first in, be ready to strike! If 70% of the workforce is disengaged from their job, and you are one of them, this advice can help YOU.

 

What you need to know about the evolution of résumés

Résumés have evolved over the years. For decades the evolution has been slow, but in the last five-to-ten years there have been dramatic shifts in what résumés are and what employers expect from them. Mashable has tracked résumé standards throughout five hundred years of history. Here is what you need to know from the last three decades:

  • In the 1980s it was acceptable to include a fax number with a résumé because of the popularity of fax machines. It was during this time that formats with 1”+ margins, sub-headers in the left margin, and content indented to the right became popularized.
  • In the 1990s email became a popular way to send résumés. Still, résumés kept the formatting that became popularized in the 80s.
  • In the 2000s interactive résumés were popularized. By the end of the decade large margins were out, and the use of white space gave résumés a less cluttered appearance. Objectives were replaced by professional headlines and summaries, branding allowed job seekers to demonstrate their value to employers, and keywords made it easier for résumés to be found in applicant tracking systems and online databases used by employers.
  • 2010 to now- Résumés can be shorter, but it depends on the field. For years the myth that résumés had to be one page was prevalent. Actually, two-to-three pages are the standard for senior professionals and executives, and some fields require even more extensive documentation. Résumés now contain social media links and a LinkedIn profile can serve as a good companion.

 

What modern résumés require

Résumés must now be tailored to a particular job and company. The days where a general résumé would suffice are gone.  Thanks to the LinkedIn and the prominence of personal branding, you can no longer be everything to everyone. You can be dynamic, and wear many hats, but you also have to know which employers want that and to state what resonates with them. Then you have to make sure they can visualize how you will fit into their company and avoid applying to targets that do not fit. This next part takes people into a conversation I have most frequently with people who have searched for a long time. They have been advised and decided that they MUST make themselves as “employable” as possible. This often means applying to multiple positions in the hope of being seen as flexible. However, as I state in my article, “More résumés ≠ better results” taking this approach means that the job they really want will escape them. Instead of coming off as employable, you strike a potential employer as desperate. Tailor your résumé instead.

Crafting a tailored résumé requires you to put on a marketing hat and to research your targets. This means finding out what a company wants and needs for a position. If you do not believe us (per above), ask an employer if they want someone who is willing to take anything, or if they would rather hire the person who can clearly articulate where they want to add value and demonstrate how they add that value.

 

Why your old résumé needs updating

Chances are if you have not taken a look at your résumé in several years the format is dated. Most hiring managers only spend an average of seven seconds looking at a résumé. If your résumé is difficult to skim, it increases the chances of an employer passing over your résumé in favor of a candidate with an easier to read résumé. Just imagine if this article had huge indentations, and was poorly aligned. You probably would not make it halfway through before you stopped reading. The same can be said about your résumé.

Poor spacing between lines, extra indentations, and typefaces that are not compatible with both Mac and PC make for difficult-to-read résumés. The most impactful changes you can make are to remove all of your indentations so the document aligns perfectly, and to decrease your margin size. LifeClever has an excellent visual tutorial.

The content matters just as much as the format. Résumés filled with clichés such as “hard working,” “team player,” “proven track record,” or “motivated” are so overused that they have become meaningless buzz words to most potential employers. Employers want to SEE these qualities in their candidates. Instead of telling a hiring manager that you have these qualities, demonstrate them. State HOW these particular qualities have manifested value throughout your career. Think of your achievements and how your particular attributes have helped you accomplish those achievements. Expand on those specific attributes in the experience section of your résumé.

Specific attributes also form the foundation of your personal brand. In fact, your personal brand is the foundation upon which the powerful content of your résumé is built. Branding allows you to better market yourself and to stand out from the competition. A brand communicates who you are and the value you bring to an employer. A brand also allows you to demonstrate to an employer what you offer above and beyond the qualifications listed on a position, how you are a good fit for the company, and the numerous ways you have made significant contributions to previous employers. To create and infuse your brand throughout your résumé consider your talents, your skills, your most valuable personal attributes, your passion, and what makes you stand out from other potential candidates.

Many résumés are read online. Keeping that in mind, it is important to use keywords in order to ensure your résumé is found by potential employers, but they must be used in context. Keywords are a series of words related to your skills, your experience, and the position you are seeking that employers use to find your résumé among other applicants. Some résumés without keywords are never even seen. While these words are literally the key to being seen by potential employers, using too many keywords can raise red flags and cause an employer to reject your résumé. Use these words with care.

 

Updating your résumé

If you have decided your résumé is in need of an update, we can help. Check out our video series “Scrap your résumé if it has these 10 things,” to guide you in the revision of your résumé. We also offer branded résumé writing services, including semi-branded low-budget options. If you want to update your résumé yourself, we have a DIY Résumé Summary Builder (it requires Microsoft Word 2010 or newer). To be ready for an opportunity at any time, tailor your résumé for your next ideal position, and update it at least every year, if not twice a year. Keep that file of achievements handy.

 

The purpose of your résumé is to entice employers to invite you for an interview. An old résumé may garner some responses from employers, but the response will be much higher with a résumé that is current with the times. The task of updating a résumé can be daunting, especially now that you know what is required of an effective résumé, but the more often you go through the process, the faster it goes. After all, having a powerful résumé will pay dividends when you are able to shoot it right over to your next boss that same day, and you are quickly invited to interview. Have the peace of mind knowing that your résumé is ready to go at any time, even if you are not actively searching for work. Consider it a critical component for your self-generated job security.