Tuesday, November 27th, 2007
by Darlene Zambruski, ResumeEdge.com Managing Editor, CPRW, SME
Few things are as disheartening to a professional as being fired from a position. But there are ways to minimize the damage on your new resume, and make it an effective marketing tool.
1. Let the resume format work for you in downplaying the loss of a job.
Instead of using a reverse chronological format that accentuates employment dates, use a functional format that showcases what you know rather than where you attained that expertise. For an accountant that would mean highlighting skills in reconciling accounts, generating tax returns, implementing internal controls, etc. The fact that these skills were attained at XYZ Company is minimized as employer names are not mentioned until the very end of the resume.
2. Use dates of employment to your advantage.
If you were fired from a job of short duration that fell within the same year as your last position, it can be completely excluded. For example – you worked at ABC Company from March to September of 2007. Before that, you worked at DEF Company from July of 2002 to February of 2007. Simply list the second company (DEF) with the years of employment (2002-2007). This will show an unbroken employment record.
3. Never explain on a resume that you were fired.
As much as hiring managers want to be fair and open-minded, they are only human and will tend to dismiss any candidate who admits to being fired. No matter how you try to explain your dismissal (i.e. “It was office politics.” “My manager didn’t like me; I have no idea why.” “It’s because I’m old; they wanted someone younger.” “They didn’t want to pay me a living wage so they hired someone less expensive.”), the explanation will still sound negative.
4. Don’t confuse being laid off or let go due to downsizing as being fired.
If your company was bought out by another firm and you were let go, that’s not the same as being fired. If your position has been eliminated (for whatever reason), you weren’t technically fired. Hiring managers tend to look at “being fired” as a negative that was caused by the employee (eg: they stole company funds, they were always late to work, they didn’t fulfill their daily duties, etc.) It’s important to note the distinction and to list those jobs on your resume when economic conditions, beyond your control, were a factor.
5. When there’s no way to avoid the fact that you’ve been fired.
If the industry you’re working in is a small one and everyone knows about your job loss, then it’s essential to showcase the positive (what you achieved at the job or what you learned), and to minimize the negative (confrontations with management or co-workers). A job search is not the time to prove that you were treated unfairly at the last company – rather, it’s the time to prove to the new company that you can excel because of your unique set of skills and qualifications.
Tuesday, November 20th, 2007
by Darlene Zambruski, ResumeEdge.com Managing Editor, CPRW, SME
Temporary (contract) employees are the wave of the future. Companies no longer have to worry about benefits or keeping someone on who doesn’t fit in with the corporate culture. Of course, that leaves many individuals with ten or more short-termed positions to detail on a resume. Although it seems daunting and impossible to attract a hiring manager’s attention with that kind of data, it can be done.
1. IF YOU’VE WORKED SIX JOBS THROUGH ONE TEMPORARY AGENCY, LIST THE AGENCY’S NAME AS THE EMPLOYER:
Technically speaking, the agency – not the company where you actually do the work – is the employer and should be listed as such. If you’re like most contract workers, you do the same job for a number of companies, and you should detail those duties one time only beneath your job title, which will also include the employer list. For example:
FIRST STAFFING AGENCY, White Plains, New York, 2001 – Present
Administrative Assistant
(XYZ Company, RRT Company, ABC Company, & CDF Company)
* Generate correspondence for staff and senior executives.
* Answer telephone inquiries.
* Maintain inventory of office supplies.
The above is organized and provides relevant data without repetition.
2. USE THE OPENING SUMMARY TO PROMOTE THE SKILLS IT TAKES
TO SUCCEED AS A CONTRACT EMPLOYEE:
Showcase your time management skills (especially if you’ve been asked – at the last moment – to accept a position because of an emergency staff shortage), how you thrive on change and meeting new people, what a quick learner you are (every company has its own policies and procedures that new staff must adhere to), and the range of your skills, which have to be comprehensive in order to move from company to company on short notice. In other words, show the hiring manager that you can make a quick, seamless transition from your contract job into a more permanent position at the targeted company.
3. SHOWCASE ANY CONTRACT JOBS IN WHICH THE CONTRACT WAS EXTENDED OR YOU WERE ASKED TO STAY ON:
Detail why you were offered a permanent position, and where it led – either to a promotion or to increased responsibility. The key is to show the new hiring manager that you have what it takes to get the job done.
Thursday, October 25th, 2007
by Darlene Zambruski, ResumeEdge.com Managing Editor, CPRW
No matter how well you prepare for a career, it’s rare when your professional or academic background perfectly matches all of the employer requested qualifications.
Despite this, there are ways to overcome perceived deficiencies in your academic history, while proving you are a good match for the position.
1. If you have some college, but lack a degree: These days most positions require, at the very least, a bachelor’s degree. However, life experience can be as important. If you ran your own business or have a stellar work history, showcase that. After all, that’s what college is preparing you for.
Equally important is specialized training. In some industries, this may be far preferred to a Bachelor’s in Liberal Arts. Be certain to list the names of courses, sponsoring agency, and the dates of completion.
Last, but not least, it would be wise to list some of the coursework you took while in college, so long as it’s related to your current career goal.
2. If you have a Bachelor’s degree, but lack a Masters: Again, the hiring authority may very well consider a candidate who has real world expertise, rather than an academic degree. This is especially true if your work history had been unbroken and has shown a steady progression to positions of ever increasing authority.
Also, be sure to showcase quantified Career Accomplishments as these provide ample evidence that you are skilled in your chosen profession, and can get the job done for the new company.
3. You have a Masters, but lack a Doctorate: In some instances, a PhD will be a requirement that cannot be overlooked. However, if you are currently pursuing a PhD, and expect to receive it within the year, you might be able to convince a hiring authority to consider you for the position. Hiring managers, especially if they are interested in a candidate, are generally willing to be flexible.
4. When specialized training is required: Before passing on these positions, research what the specialized training entails. It could very well be that your experience and academics is a close match. Just be certain to make that connection in your resume and cover letter to the employer.
Another option is to consider signing up for the training course, and including that bit of information in your documents.
The key is to always showcase what you have in a way which proves to the hiring manager that you can get the job done, and do it well.
Tuesday, September 18th, 2007
by Darlene Zambruski, ResumeEdge.com Managing Editor, CPRW
Work- or academically-related accomplishments are what set you apart from the hundreds, perhaps thousands, of other candidates vying for the same position. Hiring managers know that past achievement is indicative of future performance. They also know that achievers are self-starters, motivated, and an asset to their employers.
Remember, a hiring manager will afford no more than 10 seconds to a candidate’s resume, unless they are compelled to read further. Accomplishments are what capture and retain their interest.
What is an Accomplishment?
1. Any results-related activity that goes beyond your general job description.
2. An achievement that is quantified with dollar figures or percentages, and time periods.
3. Upward progression in your chosen career:
A. Being recruited into the company to achieve specific goals (i.e. cost containment)
B. Being promoted to positions of ever-increasing authority
4. Work-related awards
5. Academic scholarships
6. Industry-specific certifications or licensure (i.e. CPA, RN, MD, bar admissions)
What is NOT an Accomplishment?
1. Completing work you are expected to do and have been hired to do (daily tasks).
2. Promptness.
3. Being congenial.
4. Any activity that cannot be quantified by dollar figures/percentages/results, attainment of an award, scholarship, certification, or other means of recognition
Do’s and Don’ts of Accomplishments:
1. Don’t write vague statements such as:
Self-starter known for completing projects on time.
The above sounds self-serving to an employer. Instead, quantify what you’ve done (using dollar figures/percentages, and time periods) and for whom.
The same accomplishment strengthened with quantifying data:
Saved Marriott International $150,000 within eight months of hire by successfully completing a reorganization plan that eliminated three unnecessary positions.
In the above, there’s no doubt about the employer (Marriott International), the cost-savings ($150,000), the time period (eight months of hire), or the means by which this was achieved (…by successfully completing a reorganization plan that eliminated three unnecessary positions.)
2. Don’t keep where you achieved these results a mystery.
All too often candidates will have superb accomplishments, and will list each and every one of them, but fail to include where they took place. Nothing is more exasperating to a hiring manager than to have to guess the where and when of an accomplishment. Nothing diminishes the effectiveness of an achievement faster than withholding important data.
Don’t write:
Salvaged a multi-million dollar account by traveling to London and resolving a large bank’s networking issues.
With the above, the hiring manager may very well wonder – what large bank? – specifically, what networking issues is this candidate referring to? – for what company was this activity undertaken? – why was travel to London necessary or required?
When an accomplishment raises more questions than it answers, it’s no longer effective, and should be revised using specific and quantified data.
3. Don’t include accomplishments that have little to do with your career goal and do not enhance your candidacy.
For example – if you were awarded an academic scholarship for the study of journalism, but are now moving into pharmaceutical sales, the inclusion of the academic award will do little to impress a hiring manager.
However, if you received a research award in Biology at the Masters’ or Ph.D. level, this will enhance your candidacy for a career move into pharmaceutical sales, especially if you have little to no professional experience in the field.
