Now we know what it is like to shelter in place for the better part of two months. But try to imagine being in the middle of a job search, making good progress, just to have the Covid-19 shelter-in-place recommendation induce a dead stop? What a bummer! Well, a lot of people found themselves in this situation. I talked with several and have taken on a few as clients.
I worked with one client who is in a job search for the first time in 15 years. This client lost her job before the shelter in place began and was just getting traction when everything stopped. She came to me seeking help with her resume and networking efforts. She needed a skills tune-up.
A lot has changed since her last job search. The proliferation of online job boards and electronic resume submissions is a major change. She wanted to ensure that her resume featured the best keywords to optimize her results with automated resume reading programs.
Then again, job search has not changed that much, especially for senior managers. 85% of jobs are still secured via old fashioned networking. 10% of jobs are found through job boards, with the balance through Executive Recruiters. Naturally, my advice to job seekers is to allocate their time in the same proportions. It is not easy at first for those who are not confident networking. It is easier to sit in front of a computer screen, applying for jobs. Of course, they become frustrated by the lack of response.
I begin coaching a new client by seeking to understand their career. This helps me determine how to present the client in a compelling way. More importantly, I want the client to articulate their story effectively and concisely. It is not easy at first for most, but eventually, they get it. This is one of my towering strengths.
The resume is the best place to start. A well-crafted resume will tell a story about patterns of success and career growth. These patterns reveal the candidate’s orientation toward measurable results, or not. It also tells something about the type of work and environment where they are most effective. Are their skills best suited to taking on new projects or assignments? Are they better suited to turnarounds or troubleshooting? Do they thrive in ambiguous situations that require rationalization, or making incremental improvements to established lines of business? Whatever the case, I help them identify their career patterns. They become the theme of the candidate’s story. Make the theme of your career story stand out.
The first time a recruiter or hiring manager touches a resume it is likely to receive little more than 20 seconds of their time. Obviously, the reader is scanning, not reading. They are absorbing impressions. Their focus is on the first third of the first page. They are looking for a headline, keywords, phrases, and job titles. If they are not captivated by what they see, that will be the end of one’s opportunity. I make those key points jump off the page.
To tell an effective story you must know your audience. Are you sending your resume to an internal or an external recruiter? Maybe it is going to the hiring manager. Are you responding to an online Job Posting? Are you scheduled to attend a networking meeting or maybe a one-on-one? Is your LinkedIn Profile current? Each point of contact represents a different audience, requiring a different vehicle. Your job search tools include your resume, Bio, Cover Letter, LinkedIn page, Key Results Summary, and business cards. They are to be used in a coordinated manner, each for a specific purpose. A detailed resume is your foundation document.
Make your resume an interesting read. Make it read like a story. Each sentence must draw the reader into your journey. Make them want to read the next sentence, then the next. When you review your resume, look to see if it tells a story. Is it clear and compelling? Is there a common theme woven throughout? Does it make you look interesting? Does it entice the reader to schedule a meeting? If the answer to those questions is not in the affirmative, you have work to do.
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Jim Weber – Managing Partner, ITB Partners
Early in my career, I learned that it is unwise to rebuild a retail outlet on site when there is an option to build on another site better positioned to serve the trade area. Taking an outlet off-line for reconstruction, forced our customers to seek alternatives. They began shopping with other brands, creating new habits. And, the rebuilt outlet seldom regained their full sales volume. It was a bad investment. Building a new outlet in a better location avoided the lost revenue while creating excitement for the new store. It was usually a better investment.
I landed a new client this week, referred to me by another of our coaches. The client, John, had recently purchased a franchise for an online business. He reached out to us because he’s having trouble generating revenue. John’s an occupational therapist. This is his first experience as an entrepreneur; however, he has the presence of mind to know that he needs help. As we were getting to know one another over the phone I asked about the training he had received from the franchisor. He provided a brief overview but admitted that he wasn’t comfortable with some aspects of the Brand’s training, especially regarding customer acquisition. That revelation gave me a clear direction for our first meeting. There is obviously a disconnect between John’s desire to have a business and his willingness to follow the franchiser’s model for success. To be helpful, I must understand his rationale for acquiring the franchise compared to his personal strengths and interests.