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Chances are, your job hunt includes these hideous and hairy resume-warts that make HR managers everywhere turn up their nose in disgust and prevent you from landing the interviews you need…
Your resume-warts will only spread come September when the hiring rush begins, so I have kindly listed out all of the pitfalls I see day in and day out as an expert resume writer.
But first, let me ask you… Are you sick of:
* Submitting your resume to the black hole of the Applicant Tracking System (ATS) and hearing crickets…
* Receiving no feedback from the HR Manager you called, because that HR Manager cannot see how this umpteenth person who is claiming to be qualified is actually qualified from reading your resume.
*Just not knowing what to do or what to change on your resume to get that coveted interview.
You feeling any of this? If so, I am telling ya the pain will not diminish in January, if you don’t have a new resume.
I have made it my personal mission to take the mystery out of the job seeking process and turn it into a transparent job landing process.
So in the spirit of brash transparency, let me tell you three resume fails I see each and every day so you can see if you are doing any of these…
FAIL #1 – You begin your resume with the word SUMMARY under your name.
The space under your name on your resume is prime resume real estate. Using this line for stating an empty, obvious word is a major lost marketing opportunity. You would not put the phrase “business card” on top of your business card, right? Well, using the word SUMMARY in this prime resume real estate is an equivalent fail.
FAIL #2 – The position you want is not clear on your resume.
Recruiters and hiring managers will not take the time to figure out what you want and then court you for that job you might be good at. It just will not happen. So get clear on what you want using our resources, and then make it clear on the summary section of your resume what position you are seeking. Period.
FAIL #3 – Your resume reads like a job description of tasks to be done with your name on the top.
If you have a list of tasks or responsibilities and/or have bullets that start “Responsible for” or “Duties included,” then you are missing a chance to differentiate yourself. Every person who does what you do will have these tasks/responsibilities on their resume. Outlining how well you did this task/responsibility is how you set yourself apart. Write an achievement-driven resume to do this.
Which of these resume fails have you committed? More than one?
If you answered yes to 1, 2 or all 3, then you have identified a viable reason why you are not getting the interviews you want and how your resume is failing you.
However, have no fear… The solution is here!
Our new “Interview-Generating Resume Templates“ eBooklet has 3 resume templates that you can choose from to create a dynamic, contemporary layout and the steps to write achievement based bullets for your resume.
You will have the tools to:
Capture your achievements in a eye-catching design that will grab recruiters’ attention and set you apart from the other candidates in their inbox
Craft meaty accomplishment-bullets that will whet the appetite of a recruiter and inspire them to call you for an interview
Land you more interviews at a faster rate since your resume will clearly outline how you are qualified for the job…finally!
So let’s fix these fails and get your resume up to speed. Invest in the “Interview-Generating Resume Templates“ eBooklet and no longer worry about how to layout your document—we take the layout worry away for you and all you have to do is choose a template and plug in your information!
Imagine being asked on an interview, “Tell me about a stupid decision you made 20 years ago and how it is impacting you today?”
Well, if your coffee didn’t wake you up this morning, I’ll bet you reading this question just made your eyes open a bit wider.
This is an actual question companies ask on interviews.
How would you answer?
Would you be a total truth teller? In the spirit of total transparency, would you use the interview as a therapy session and tell them the stupidest thing you ever did and how you still feel the effects of it today? This will most likely have you lose your corporate front with the interviewer and leave them wanting to wrap up the interview saying, “Thanks for coming in…don’t call us, we’ll call you.”
Would you tell them the modified version of your stupidest decision? But because you hadn’t prepared to answer this question, your eyes are shifting all over the place as you tell your really-bad-but-not-so-bad-when-you-modify-it story so you look like a big fibber. You leave the interviewer wondering what else do you have to hide and what else may you be fibbing about…
Would you just lie? I mean, no one can know about THAT, right? And would you get away with lying or would they be able to tell you are lying ….
If you resonate with ANY of these answers, I am going to be direct:
You need to hire us TODAY to help you with this new variation of the weakness question.
Yep, this is a real question.
Gone is the “What is your weakness?” question. Well, at least the savvy interviewers are not asking this question anymore.
Instead they ask gut-punch questions you won’t expect and certainly are most likely unprepared to answer… unless you hire us to master the interview.
There are six types of stories you should have on hand for your next interview:
When you solved a problem.
When you overcame a challenge.
When you made a mistake.
When you worked as a leader.
When you worked with a team.
When you did something interesting.
Chances are, these are nothing new to you, especially if you’ve been around the job search & interview block before.
But if it’s not your first time in the interview seat, why do these tricky behavioral questions STILL make your palms clammy, knees weak, and your heart plummet to the floor?
I’ll tell you why… but you might not like the answer.
In a sentence, you don’t know how to interview with confidence.
Sure, you know that you need confidence, and the importance of telling CAR stories (challenges, actions, results)…but you can only get so far by scratching the surface with free advice.
What you need need are exercises and ideas to help you dive deep into your experiences, and present them in a way crisp, factual way—that empower you to outshine your fellow applicants.
Because there’s no dancing around the fact that concrete facts breed confidence that beats competitors
Regardless of what your resume says, exuding confidence is an intangible ability that will set you apart from the pack of interviewees, like a diamond amongst crumbled bricks.
If you’ve ever balked, stumbled, or become jittery when asked to share any of the stories above, our ‘Interview Confidently’ package will help you:
— Enter your interview with carefully planned, perfectly prepared stories to tell that will leave your interviewers jaw hanging (our ‘Interview Confidently’ package lays out how to craft your stories, challenges, and results in a jaw-dropping way).
— Face the difficult, sneaky, and trick questions fearlessly (simply having the confidence to talk openly about WHY you need a job right now will help you stand out…and we’re going to show you how to tap into a level of confidence that closes interviews).
— Be ready, locked, and loaded for the “do you have any questions for us?” question, and prepare “answers” that will shock your interviewer (as seen on Page 30 of ‘Interview Confidently’).
Regardless of where you’ve worked and what you’ve accomplished…if you’re looking for a job right now, the best thing you can do for yourself, your job future, and your security is to learn how to interview with confidence.
You know that feeling when the song “Eye of the Tiger” comes on and you feel like you can conquer the world?
Well, “Eye of the Tiger” came on when I was at the gym last week, and this line jumped out at me:
“So many times, it happens too fast… You trade your passion for glory”
This got me thinking about what it’s like when you climb the corporate ladder and hit the top ranks in your career.
At least what happened to me…
Twice in my career, I reached the point where I was reporting to the President of a small company.
As I hit my stride getting to that level, the promotions, accomplishments and accolades poured over me.
At first, it was awesome. I felt like a rock star who arrived with the glitzy perks and glamorous paycheck that came with a high level role.
I put in long, hard hours and I was rewarded.
But once I was in the high level role for a while, something strange starts to happen. At least it did for me.
Once I started up the ranks, the glory was great. But often, my passion didn’t rise up with me.
It’s a confusing predicament to be in and no one really warns you about it.
I interviewed very successfully for each promotion I received, but unknowingly started to focus not as much on the passion part as much as how I was qualified to land the role for the glory.
And I would reach the pinnacle and think, “Is this it?”
It seemed empty to me.
And I did that twice.
I realize now it’s common to drive for the glory carrot and forget about the passion—since you think the glory will be enough to fulfill you.
But I am here to tell you it doesn’t.
After about 3-4 months the novelty of a title and higher paycheck wears off, and if the passion isn’t there, you can feel empty.
Look, I’m not saying you should resist your urge to chase achievement or accolades or glory because you’re GOING to lose passion for your job if you do.
What I’m saying is despite that you never quite know how your career is going to unfold or how quickly you’ll rise, you can interview specifically to ensure you will have passion in your new job or promotion.
If you want to know how to land a job or promotion on your terms that aligns with your values or better prepare yourself for your next performance review, you need to know what your values are and what makes you tick.
What if I told you that you can have passion AND glory?
Well, you can…
Our process outlined in our “Interview Confidently” eBook and video training will show you how to get passion and glory here:
With all the job search activities a job seeker has to do in this employment marketplace to conduct a successful job search, it can easily become overwhelming.
Submitting resumes to job postings, going to networking events, reaching out to your contacts and introducing yourself to new people at target companies—and we have not even included social media interactions, interview preparation and many other actions. It’s enough to make your head spin, if you let it.
Through my years of recruiting and job search consulting, I have boiled all of the activity down to one real job search activity metric that needs to be tracked. Tracking this metric each week provide a litmus test for you to determine if all of your social media interactions, in-person venues, online research time and phone activity is purposefully focused or just plain busy work. You ask, “What is this one metric, Lisa?”
The metric to track is:
How many conversations are you having each week with people that can help you with your job search?
(to be clear, I define a ‘conversation’ as a back-and-forth dialogue about your job search among two or more people that can happen over the phone, in person or in email.)
Yes, that’s it. That is what all of this activity comes down to, in my opinion.
The number of conversations per week in an active job search can vary based on the person’s situation—but I would say any active search with less than 5-10 conversations will experience slow progress. Ask yourself, is all of this social media posting, resume submission, networking event attending, coffee meeting, lead generation, online research and blog writing activity getting you qualitative conversations with the right people who will lead you to getting hired?
I pose this question to job seekers often. This is often the pivotal point missing from the job search when people are experiencing lackluster results and bordering on job search burnout. Diagnostic conversations I have with frustrated job seekers who are not seeing results can often go like this:
Job Seeker: I am spending 10-30 hours a week on my job search and I am not receiving many (or any) calls for job interviews. I am getting really frustrated.
Me: What activities are you doing for your job search?
Job Seeker: I do all this research on line for jobs and I have submitted to over 150+ job postings over the last three months. I have received 2 phone calls for interviews and I am frustrated.
Me: How many conversations have you had with people at the companies or people who can introduce you to hiring managers are these companies during the course of those 150+ submissions?
Job Seeker: Well, I do not really talk to anyone at the companies directly at this point. I hope they call me when I submit my resume… I mainly submit through job postings and attend job seeker support groups.
Me: Are you speaking to contacts that are employed, as well? Are you asking your network at these events you attend who they know at those companies to help you gain an introduction?
Job Seeker: Not really. In hindsight, I am asking if they know of open jobs that I can apply to….
You see it all comes back to the conversations you are having to gauge if the activities you are doing are moving your job search forward. Here are other ideas to help you audit your effectiveness:
Are you posting on LinkedIn, Facebook and Twitter but not getting much from it? What do your profiles look like when people find you? When was the last time you reached out to a person from these mediums to speak on the phone or meet for coffee in a public place? Use social medium as a gateway to conversations.
Not see much activity after a networking event? Are you following up properly after a networking event with people who can provide you introductions or be a conduit to other influencers? The job you find probably won’t come directly from the networking event—you need to follow up with people after the event to find those gold nuggets.
Are you researching for hours? Feeling like you are not getting anywhere? Ask yourself how many outbound calls or emails to PEOPLE did you make/send as a result of that research. Sending emails to job postings does not count as communication activity. People hire people…so reach out to people and track it accordingly.
Submitting to job postings? I wouldn’t say stop, but for each submission you make, spend time finding a possible hiring manager to introduce yourself to and/or find contacts that can help you with an introduction to the firm.
The goal of all your job search activity is to generate conversations that advance your job search. Ask yourself before your next job search action, “How is this going to help me chat with a person about my search?” to help you stay focused on the right activities to pursue.
Ever hear of HR Pros and recruiters struggling to find a job?
In the online groups I moderate, job seekers often comment with, “I’m trying hard not to dwell on the irony here, but I hear of HR people needing advice to get through a process run by other HR people. Does anyone else have a prayer?” (After learning that HR people are struggling to find a job in a process created by, well, other HR people.)
It seems like it shouldn’t be this way.
It seems like HR people should sail right into a new job since they interview and hire people all the time, right?
Actually, it makes perfect sense that some HR people may struggle. And it is not ironic.
I work with HR people all the time on their job search. And it’s common.
Think of it this way:
Just because you get a lifetime of haircuts, does it mean you can now give haircuts?
It’s the same with hiring:
Just because you hire lots of people does not mean that experience automatically translates into knowing how to land a job.
Hiring people and landing a job are both very different processes that require different mindsets and action steps.
If an HR person is struggling to find a job, they are wise to ask for an outside perspective and not berate themselves for not knowing how to get hired since they can hire.
Another reason why an HR professional or recruiter may struggle can be summed up by this saying I learned a few years ago (I don’t know who said it):
“It’s hard to see the picture when you are inside the frame.”
So if you instinctively know how to do something, like land a job, awesome! God bless!
But sometimes it is totally normal to need some guidance.
So if you have hired 1000 people as an executive, as a recruiter or as a HR person, I would prepare for an interview as if you never hired those 1000 people.
Again, would you give a haircut simply because you have had a 1000 haircuts?
You would still need to learn how to cut hair.
And here is what you need to learn to successfully navigate your next interview:
I feel pain when I see a bad resume, and that pain grows when I learn how someone has been suffering in their job search.
I am going to share with you four bad resume types I saw recently… let me know if any of these resonate with you:
(1) The ‘Task Only’ Resume
This is the type of resume that lists a bunch of job tasks, kind of like a job description—except it has someone’s name on the top of the document. Since achievements are not listed, there is nothing written to differentiate the applicant, since everyone who does same job as the job seeker does the same tasks.
(2) The Functional Resume
This resume doesn’t use a reverse-chronological format with employers listed, but instead groups bullets under the function (i.e. strategic planning, financial reporting, direct response marketing, account management). The problems with this format are numerous. However, some of the main issues are this format isn’t digestible to ATS’s and only applicants with potentially problematic backgrounds use this format—so by using it you are highlighting there is a problem with your background, which is the opposite of what you want to do!
(3) The Arrested Development Resume
This resume never grew up. Essentially this is the college career center resume format that has work experience continually added—but the format and writing style never graduated to an executive or senior professional presentation. As a result, when a hiring manager starts to read a resume in this format, there is a subliminal first impression that the applicant is a college kid. Only to realize, reading further into the document, that the job seeker is an established 20+ year accomplished person. These resumes have an incongruent first impression.
(4) The Dated Format Resume
These are resumes that are written in styles from 5-10 years ago. These documents include cliche, obvious headings like “Summary” in the summary section—instead of a keyword optimized heading. A “references available upon request may be horrifically placed at the bottom of the resume. Also, resume bullets might start with “responsible for…” or “duties included…” and dip into the ‘task-only’ category. Nothing about the resume is modern, which makes the reader think the applicant is outdated. (Being outdated is not ageism, by the way. It’s just being outdated).
They don’t want to hire your baggage that may get in the way with you doing your job.
It’s a heartless world and we are just living in it, right?
NO!! It’s not.
It’s not heartless and you DESERVE to be happy.
I know you are thinking, “Easier said than done, Rangel…”
But it’s doable. I am not in the easy business.
I am in the get it done business.
And I view career happiness as something worth working for to make happen.
I get happiness done.
Want to know how?
I’ll tell you right here and now.
No buy it here for $99.95 bullshyt.
No watch a 60-minute Webinar.
Just keep reading.
My 5 Principles to Achieving Career Happiness are as follows:
(1) Forgive your colleagues when they screw up. Forgiveness doesn’t make it okay that they did it, but it releases you from the resentment.
(2) In absence of information, don’t fill in the blanks. Understand you may not know everything that is going on. See someone get away with something at work that they should have been reprimanded for? Well, don’t assume because you didn’t see them reprimanded that they weren’t reprimanded. It’s none of your business, really, and it’s only distracting you.
(3) Accept people are doing the best they can—even if you don’t like it or it’s different than your best. Assuming that everyone is a screw up or not trying as much as you is a terrible way to go through life and surely going to make you unpleasant to be around. Doesn’t mean you can’t have standards—just means you don’t have to be a demeaning jerk about it.
(4) Realize people are not seeking out ways to screw you. Victimhood and persecution complexes are very unbecoming in new hires.
(5) Depend only on YOU to promote yourself and no one else. Even when asking people to promote you—follow up and have a back-up plan. Ultimately everything in your career is dependent on you. No one else is responsible for your advancement.
See? It’s clear what you need to do.
Now that you are (or soon will be happy), it’s time to find that new job.
Most job seekers make the mistake of telling prospective employers what they want in a job.
And trust me, this is a mistake.
Most job seekers make these two job offer killing errors:
(1) They tell employers what they want in a new job.
(2) They pontificate about everything they have ever done without showing how it’s relevant to the job at hand. “A living obituary” is what I call this unsuccessful tactic.
These two tactics cause hiring managers to yawn and think about how to end the interview early yet gracefully.
This is how you know it may have just happened to you:
When you walk out of an interview feeling fantastic, like that offer should come soon but it doesn’t. That’s probably a time where you went on about your bloated, irrelevant achievements. You felt good, but you never gave a thought to whether what you were sharing was relevant to the open position.
You know the feeling… When you talked so much you thought it went well?
Yeah, that’s typically the sign that the interview didn’t go well.
Successful interviewing relies on two simple marketing concepts:
(1) Sell what they want to hire… Not just what you want to do.
(2) Tell them about the benefits of hiring you… Not just your past wins. Show relevancy.
—Results you will bring in the next job.
—Problems you will fix.
—Opportunities you will exploit.
An interview is a marketing opportunity.
You are selling yourself as a solution for the prospective employer to hire.
Your past is not only what is up for discussion.
How you believe you can make an impact is the most important part of the discussion that can get you to an offer.
So don’t tell them what you want to do.
Sell them on why they should hire you.
Sell them what they want to hire.
Our upcoming No-Cost “6 Deadly Job Search Mistakes Preventing You from Landing a Job“ training session on Tues. 5/22 or Thurs. 5/24at 1:30 p.m. ET will address common but crucial mistakes that can negatively effect you landing a job… such as the two we covered earlier that can end up causing a hiring manager to end your interview prematurely.
During this free, 60-minute training we will cover the following:
Learn the #1 resume mistake I see every frustrated job seeker make and the 2-second fix you can play with today.
Discover why LinkedIn has turned into a major time suck and social hang out spot instead of the interview producing tool it’s designed to be.
Find out how to multiply your interviews using this simple, but not-so-obvious interview generating tactic.
See if you have the maximized salary mindset, and learn killer negotiating tactics that will ensure you take home what you want.
Choose Tues. 5/22 or Thurs. 5/24 at 1:30 p.m. ET -> Reserve your spot HERE