We all know the adage.  “You only get one chance to make a good first impression.”  Whereas this might not be completely accurate, where your resume is concerned it most certainly is true.  Your resume is likely your first opportunity to make an impact with a hiring manager.  In too many cases a strong candidate with a weak resume loses out on a great opportunity.   It does not have to be that way.  Understanding how a resume is reviewed and used will give you the fundamental information to craft a product that will stand out.

The following five issues are likely working against you.

• Use header and footer function to retain continuity.
• Use Table function to hold formatting for employers, job titles and dates.
• PDF is the best format for integrity in transmission.
• 12 pt type face size for the body of the resume, larger for headers, 14 to 16 pt.
• Use spacing to break up jobs held and to transition from different formats. 
• White space is important!  Use it liberally.
• Use underlining to separate employers.

• Provide a short Executive Summary at the beginning to set the stage.

• Use paragraph format for Career Summary, and Job Responsibilities.
• Italics for job responsibilities will make the resume more interesting to read.
• Use bullet-point format for Accomplishments and Skill Sets.
• Use bold and underline functions to make headers stand out.
• Give a brief description of each employer and the purpose of each position.

• Leave off Personal interests and “references available upon request.”
• Use industry specific terminology.
• Accomplishments should be predominant
• Executive/Career summary must address your functional discipline, level of accomplishment; and industry/segment expertise.
• Give a short, one line explanation for employer changes.
• Your resume file name should put your last name first, then first name and date.
• Use File/Properties menu option to list key words and other data.
• Use appropriate key words in the body of the resume.
• Avoid trite phrases and meaningless buzz-words.

• Your Career Summary should position you based on your general contributions.
• Your Skill Sets should provide more definition to your strengths
• Your Employment Summary should bullet-point your most significant accomplishments.

• Cell phone and email addresses are key.
• Home mailing address is unnecessary.

The most important point to understand is that your resume is not read as much as it is scanned.  In many of my search assignments up to 50% of the resumes I receive do not fit the desired profile, but I still must review each and every one to make that determination.  Hiring managers and their support staff must use their time wisely when sifting through a mountain of resumes.  These folks sort your resume into two piles; “possible” and “forget-about-it” by quickly scanning to see if the resume reflects the ideal profile for the position in question.  Even if their scan picks up some of the key attributes in question, a poorly formatted resume can end up in the “forget-about-it” pile.

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I landed my first job out of college by responding to a classified ad posted in the local newspaper.  After that, I did not need to look for another job for 11 years.  The next job I landed was through an executive recruiter and the one following that was through an ad placed in a trade magazine.  My last job-search was conducted under direction of an outplacement firm which focused on the power of networking.  Interestingly, my networking with an executive recruiter led to my final job in the corporate world.  It was in that last situation, working with an outplacement counselor, where I had my first experience with a career coach.  Although he was not familiar with my industry segment he was very good at helping me improve my networking skills, especially the quality of my communications.  He kept me focused and motivated, resulting in a fairly short time between jobs.  That was, wow, over 20 years ago.  Email and the Internet were in their infancy.  Snail mail and the telephone were still our primary modes of communication.  It was still Prime Time for Baby-boomers.

Throughout my corporate career, interrupted by a few short-lived recessions, the economy was growing steadily, fueled by the demand created by baby-boomers and supported by deregulation and the Regan Era fiscal policies.  Jobs were a lot easier to come by.  It was easier to find a new

situation.  And then the world changed.  The job market is a very different today.  In many respects it is a lot more difficult.  It is also much easier if you have the key.  I left the corporate world in 1999 to begin my own executive search business.

One of the most upsetting situations I encounter in my work is talking with displaced Boomers who have had solid careers only to be derailed by a merger or a restructuring which cost them their job.  They focused so much on their day to day responsibilities that they did not kept pace with the changing job market.  To say that their job-search skills are rusty would be an understatement.  Even worse, they have neglected their network.  It is no longer effective and must be rebuilt.  Their single-minded focus is to find another job, just like the last job.  No other options are on the table.  Many have the cushion of a severance package but few have outplacement benefits.  They find it difficult to grasp the fact that the jobs they left are gone or have been filled by younger, lesser compensated employees.  The absolute worst situation is to talk to someone who has burned through their severance and is working down their savings;  true desperation.  If you find yourself in this situation, you probably need professional help: an intervention.  This is when a career coach can be very important.

When you hire a career coach you are entering into a personal relationship.  A good coach will learn about your personality and how you approach a challenge, or adversity.  She will use that understanding to help you craft a strategy and set goals to achieve your job search objectives.  She will stay with you, offering encouragement and support as you execute your plan.  A good coach will help you break through roadblocks, especially those you create for yourself.  She knows the job market and can help you evaluate options for a meaningful next chapter.  The bottom-line is that you need to feel comfortable with your coach as she may have a major impact on your career.  For the relationship to work, both you and your coach need a connection, a bond.

It is a brave new world out there.  We all need help from time to time.  Your career is too important to neglect, so it is a wise move to engage a career coach to help you through you job search.

Thank you for visiting my blog.
Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.
Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

A few years ago I let my image deteriorate.   I put on a lot of weight that slowed me down and affected my self-worth.  I had outgrown my wardrobe so I decided to take action.  For me, that is a big deal as my suits and trousers are organized by “thin,” “normal,” and “big-boy.”   When I began to move beyond “big-boy” status, I knew that I was in serious trouble.  Okay, to be honest my golf group had a bet to see who could lose the most weight before our annual Spring Trip, six months out.  So, now in my mid-50s, I knew that weight loss would be a bit more challenging.  In the past, when I went on a weight-loss program, I counted and logged my calorie intake and had a solid exercise routine.  This time, I followed the same formula, but signed up for Weight-watchers’ on-line program.  Their app is loaded with useful tools and convenient to use when added to your iPhone.  My exercise routine was a little less aggressive, substituting a brisk 30-minute  walk five days a week for my former jogging routine.  Hey, I don’t want to stop playing golf because I ruined my knees.

Additionally, I did some dietary research to learn the latest in healthy eating.  From that research I learned two things.  First, I needed to get more protein in my diet, approximately 90 grams a day.   Also, white starchy carbohydrates, especially salty snacks, had to go.   I am happy to say that within 6 months, I had reached my ideal weight, and won the bet.  Of the 12 people in the who started, only two of us stayed with our goal.  Both of us were using the Weight Watchers program, otherwise we were not that different from rest of the group.  The fact that we are Fraternity Brothers probably did not make much difference either.  My biggest take-away form this effort is that a proper diet becomes more important to weight loss as we age because the ability to power through via exercise becomes more difficult.

Your image makes a difference!  It is important to the prospective hiring manager, and to you!  The hiring manager is making an evaluation of your health and stamina, reflecting your ability to keep up with the demands of the job.  She is also considering how the company will be judged if you are its representative.  Your confidence and self-worth is likely impacted by your approval of your image.  If your self-confidence is negatively affected by your image, you will not perform well at interviews or at networking.  The self-confidence that comes from having a good physical image will result in a more successful job-search campaign.

I am by no means an image consultant so the wisdom I am passing along is based on my personal
history.   My intention is to reinforce some obvious points and pique your interest.  In doing a bit of research on The Web, I found quite a bit of information on the subject.  If you are interested in exploring this topic further, you are only a click away from a wealth of information.  Now, to be fair, when I think speak of image, I am thinking “age-appropriate.”  I do not recommend trying to craft an image better fitting a twenty, or thirty-something.  Believe me, you will not be taken seriously if you go in that direction.  The benefit of age is experience and wisdom.  Personally, that is exactly what I want my image to reflect, plus a healthy dose of energy and zest for life.  I hope you agree.

While you are between jobs, work on your image.  Do something for yourself.  An appropriate physical activity will help you look and feel better.  It will also burn off a lot of the stress that comes from the ups and downs of job-search.

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Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.
 
 
Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

If self-assessment is the foundation, networking is the engine for job-search.  Most jobs are still landed through networking so this is where you need to spend  your time.   Your network is probably your most powerful asset, especially in job search, and a competitive advantage for the more mature job candidate.  With time, job moves, and geographical moves it is likely that your network is larger and more powerful than younger competitors.  There is a vast library of articles devoted to building your network.  My point today is about helping you become more effective using your network to land that next job.  Your success in job search will depend on the vitality of your networking.
So, let’s assume that you have alerted your network that you are in the market and they have helped you shape a positioning strategy to find that next, great opportunity.  You have researched the opportunity you seek; you understand the industry segment and you know the job you want to pursue.  You have identified key people familiar with that opportunity who are hiring managers or linked to hiring managers.  You have made a good start, but now what? Well, now you must keep your network energized and active on your behalf.
Effective Communication is the key to managing your network.  These folks want to help you!  You must make it easy for them to do so.  You need to stay top-of-mind  without being intrusive or obnoxious.   Your Facebook and LinkedIn networks are easy enough to update, but how do you manage the bulk of your network who may not be connected to you on these venues?

How to communicate:

• Avoid long, drawn-out telephone calls.  My preference is to use email.
• Put your network into Groups or Circles so that you can efficiently communicate your updates and status.
• I would urge you to use a merge-mail function, a feature in Outlook, to personalize your emails.
• Save phone calls for important, targeted communication.

What to communicate:

• Routine updates as to your progress every few weeks.
• Any change in direction or dead ends encountered.
• Successes/problems you are having executing your plan.
• Keep it short and to the point.  No tomes!
• A note about a personal interest is always a welcomed addition.

For new contacts, make it easy for me to know how to help you:

• Be crystal-clear as to what you are trying to accomplish.
• Help me understand how I can help you.
• Your elevator speech must be compelling, so I will remember you.
• Do your homework. Be prepared for our conversation.

• Don’t make me guess at what might be a good connection for you.

Make it easy for me to introduce you to my network:

• Give me a handful of your business cards.
• Connect with me on LinkedIn, Twitter, Google+
• Send me updates on your progress and what you are trying to accomplish.

Make it easy for me to contact you:  Don’t waste my time looking for your contact information.

• Your email correspondence must include a complete signature section.
• I rely heavily on my IPhone so having the ability to tap your phone number, email address, or website is a critical time saving function.
• Understand your networking contact’s preferred method of communication and comply.

Networking must be a way of life for professionals, especially if you are over 50. It is all too common for people to neglect their network while they are working, and then hustle to reconnect when not working.  Failure to nurture your network while you are working increases your time to reconnect when you are between jobs.  You have a lot of simple tools at your disposal to stay in touch easily and effectively.   Use them!
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Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

Companies have shed a lot of middle managers since 2009, many of whom have been highly compensated executives over 50.  Employers have learned to do more with less and to out-source functions wherever possible.   Still, there is work to be done.   If you are over 50 and looking for a new job, you must pay close attention to the following five steps to employment.

1. Assess your skills and capabilities:

Don’t think in terms of job titles you have held, but of your accomplishments and how they were achieved.   Employers need people to solve problems.  Prepare an inventory of your skills and accomplishments.  In fact, this would be a good exercise to complete with the people in your network.  They will likely have a useful perspective.  It is also a good reason to reach out to your network to stay top-of-mind as to your availability for that next opportunity.  Use this exercise to evaluate new options.

2. Work your network:

Networking is the best use of your time!  Your network may be your most important asset and likely a competitive advantage over younger workers!   You must reach out to all of them.  Pick their brains as to what they are seeing in the market as well as possibilities for you.  You should have them organized into an email group that will allow for easy communication.  Update them on your progress.  Make sure that you are actively seeking out important new contacts.  Buying coffee or lunches for these folks is an excellent investment.  

3. Work on your image:

One benefit of being between situations is the additional time recovered, especially that time otherwise spent on your commute.  I would advise that you retain the same sleep-waking schedule you had while working, just use that time differently.  Substitute your commute time for exercise, research, and for updating your technology skills.   Get back to a healthy diet.  A sleek and healthy image will help shorten your job-search.

4. Your on-line presence:

If you are not on LinkedIn, you should be, and your profile must be complete.  Otherwise, you are hurting yourself.  Employers are looking for you, but they cannot find you or if they do, your profile is not impressive.  Consider a paid subscription to LinkedIn.  Now is a good time to join and become active in those groups that parallel your interests.  Position yourself as a thought-leader.  You should consider starting a blog and developing your own website to further your on-line presence.  Remember, employers are looking you.  Make it easier to find you.
 

5. Consider a career coach:

You must be competitive!  Job-search techniques and tools are changing rapidly.   A good coach will help you with search strategy, interview prep, and communication effectiveness.  If you are not a long time resident of your current location, someone who can help with important introductions is vital.   Our company has been providing Mentoring and Coaching services for many years.

Summary:
Those over-50 are healthier and more active than their parent’s generation so age isn’t an issue per se.  However, the mature employee brings some expectations that may not fit the needs of potential employers.  They have their own biases.  Technology skills and employment laws present risks to the employer, while compensation requirements may be at odds with their  budgets.  One must present themself as a reliable problem-solver.  You have much to offer, however, you need to understand the needs of the employer, define your capabilities, and market yourself as with any brand.  Follow these five steps to ensure a shortened time between jobs.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Also, I have a one question survey that will help me determine the best topics to cover.  Please click on the link below provide  your feedback.

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Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

Strategic Partners

In my last post I briefly referenced Strategic Partnerships (SP) as another leveraging tactic to build your business.  This is a lesson I learned early in my entrepreneurial incarnation, thankfully!  It’s like networking on steroids, a true force multiplier.  Strategic Partners are your “go-to” people for specific expertise.  You may know a number of people who could provide a solution to a client’s need outside your area of expertise.  However, your SP should be at the top of that list.  They are super referrals and your most trusted service providers.  They enhance the value of your brand and if managed properly, strengthen your bond with the client.  After all, we are known by the quality of our work and with whom we are associated.

So what makes a good Strategic Partner?  SPs are people who serve the same target market but are not competitors.  Or, they could be competitors who serve a different target market, an indirect competitor.  They work in a market that you do not plan to penetrate, but would welcome opportunistic income.  In my case, an indirect competitor and a viable SP is another executive recruiter who might specialize in global manufacturing or maybe, healthcare.  Or someone who works in the same industry segment but places lower than C-level talent.   Yes, this is another executive recruiter, but it is unlikely that we would ever compete for the same search.  We both come across candidates and prospective clients who we cannot help due to our lack of expertise in their market segment.  Certainly, we would like to help those folks and earn a fee; however, the learning curve to compete in that market would be cost prohibitive.  A SP is the perfect solution.

The SPs I have developed grew out of referrals from my network.  My network pointed me to these folks, initially as a resource for searches.  In my work, as with any consultant, I learn a lot about my client’s needs.   It is only natural to want to help them solve problems and become more successful.  Their success will guarantee a long term relationship and continued success for my brand.  I look at this kind of support as value-added.  So, having the ability to refer additional resources to help one’s client becomes a win-win.  When including your SP, it is a win-win-win.

Working together over time, we developed trust, leading to a more formalized relationship.  In one case I needed to help a client find a consultant to support program development under the direction of the new VP Training & Development that I had placed.  I received an excellent referral that led to my SP connection, with Morreen Rukin Bayles of Creative Restaurant Solutions.  Two of my Strategic Partnerships grew out of alumni connections.

Strategic Partnerships are more than just a value-added service you provide your clients.  These relationships are revenue generators.  When you enter into an SP you are formalizing your relationship into a line of business.  In exchange for being the go-to person for their services you are entitled to referral fee.  This makes sense as there is minimal, if any acquisition cost incurred by your SP.   You become a marketing resource for your SP and should be compensated, just as your SP would be compensated if she brought you a business deal.  As in any business relationship it is important to document your agreement.  The type of agreement you choose will be driven by the potential gain and risk in the transaction.  At the very least you will want to have a letter agreement on record.  A more complicated arrangement may require a more formal contract so you should consult your attorney.

A final thought about quality control.  It is still your brand at risk.  You need to be careful when selecting your SPs as your brand will become tied to theirs.  The wrong partner will introduce serious risk into your business.  You must exercise oversight of their work.  Check in with your client on a regular basis to secure feedback as to their performance.  If there are issues, you must to be alerted early on so that you can help facilitate corrective action.  Ultimately, you have a brand to protect so you must be engaged.

 To break the feast or famine cycle, be sure to have Strategic Partners on your team!

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Also, I have a one question survey that will help me determine the best topics to cover.  Please click on the link below provide  your feedback.

 http://survey.constantcontact.com/poll/a07e93f58mxht4f5wqw/start.html

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com