When you think of some of the biggest business names around the world, who immediately comes to mind? Sir Richard Branson, the UK’s titan of industry who has had a hand in creating companies in dozens of different sectors, all around the world? Or perhaps the late Steve Jobs, known for his incredible work in helping Apple Inc. and Pixar Studios become the behemoths they are today? RELATED: How Do Employers Find Their Ideal Candidate? No matter who comes to mind, it’s quite likely that some of the top people on the list can be considered “mavericks." But what exactly do I mean when talking about a maverick candidate? The term was coined after the Texas pioneer Samuel A. Maverick (1803-70), who left his calves unbranded and is thus historically associated with a somewhat rebellious person. Studies indicate that successful business people such as Steve Jobs and Sir Richard Branson are quite often high on the scale of “maverickism," and can be said to possess a number of key traits. While there is no one definition on what makes a maverick, there seems to be consensus that mavericks are individuals that tend to be independent, innovative, and goal-orientated, among other things.
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Tim Windhof
Tim Windhof is an experienced Career Strategist, who loves helping people to take their careers to the next level. Tim is a certified resume writer (CPRW), Career Coach and certified Human Resources Professional. He operates his company, Windhof Communications LLC, out of the Greater Columbus Area in central Ohio.
Time and again, I encounter job seekers that have good prior or current work experience, pretty sharp resumes, and a convincing cover letters, but still struggle to get interviews. Related: Is Your Personal Brand Wrong? In situations like this, I like to suggest having a closer look at their personal brand. Personal brand? What do I mean by this exactly, and might this “personal brand thingy" also apply to your situation? Personal branding is a complex subject, and in my opinion there is no one good definition that sums it up entirely. In my opinion, the bottom line and smallest denominator one can understand under the term personal branding is one's reputation and legitimacy. And that is exactly the part that does not add up for some job seekers.
<h3>Random Resume Example</h3>
Take, for instance, a classic resume statement that recruiters frequently see in applications:
<blockquote>“Public speaker, author and presenter."</blockquote>
This can indeed be a powerful statement: the candidate appears as subject matter expert and great and knowledgeable communicator.
Now, imagine the impressed recruiter or staffing specialist. He or she types your name into Google, Bing, and Yahoo (yes, they actually do this if they are interested in you!). However, the search results don't show any speaking engagements or publications.
<h3>Online Message Vs. Resume Statements</h3>
The obvious problem: your online message and reputation does not highlight or support the value suggested in the resume statement. Now, this does by no means mean that this candidate's resume statement is wrong or will be perceived as wrong by hiring authorities. After all, we can find a lot online, but not everything we have ever done shows up necessarily on the first two Google pages, right?
But, and here comes the real big “but:"
Put yourself in the position of the hiring authority for a second. What is your reaction?
Exactly, you are somewhat disappointed that you don't see websites, articles or tweets confirming the skills that caught your interest. Again, not all too devastating by itself. You can still get that interview.
Unless, and here comes the big “unless:"
Another candidate out of the 250 applicants for this position has done their “homework" and actively managed their personal brand and online reputation. The do not only appear as expert on their resume, but also in social media etc.
<h3>Personal Branding is not a must, but…</h3>
Do you see where I am going with this? I am by no means saying that personal branding is a must for everybody to secure their next job or move up to next level of their career. But, and here is the big “but" once again:
Personal branding is another career development tool that is out there, and there are candidates who use it quite well.
Now, do you really want them to have that advantage over you, just because they are doing a little bit more homework?
If you feel like it is time to explore the topic of personal branding a little bit more in detail, feel free to drop me a line via my website <a href="http://www.windhof-communications.com/" rel="nofollow">www.windhof-communications.com</a> . I offer free initial personal brand input. Just send me your current resume and, if you want, the link to your LinkedIn profile.
<em>This post was originally published at an earlier date.</em>
<h3>Related Posts</h3>
<a href="http://www.workitdaily.com/personal-branding-resume-techniques/">5 Personal Branding Resume Techniques You Must Try</a>
<a href="http://www.workitdaily.com/resume-tips-personal-branding-statement/">Resume Tips: Your Personal Branding Statement</a>
<a href="http://www.workitdaily.com/personal-branding-statement-steps/">3 Steps To An Outstanding Personal Branding Statement</a> <h4>About the author</h4>
Tim Windhof is a published and enthusiastic Resume Writer and Career Coach who is fascinated by helping people take their careers to the next level. Tim is a resume expert and educator for the American Writers and Artists, Inc. and their Resume Writer Training program. Tim has written interview-yielding resumes for clients from the US, Canada, India, Australia, Germany, Austria, and the Netherlands.
<i>Disclosure: This post is sponsored by a CAREEREALISM-approved expert. </i></div>
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Lately, I've noticed an increasing number of job hunters and career changers are confused about the ambivalent advice they receive on resume writing. It's an annoying "everyone-is-an-expert" situation. RELATED: Need to write a resume? Watch these resume tutorials! There are two reasons for this dilemma:
<h3>1. There are no fixed rules regarding resumes.</h3>
There are no binding, always-applying rules for your resume. There are certain current industry standards, but those are subject to the ever-evolving demands and requirements of the job market. The bottom line here is you cannot really say something is clearly wrong or clearly right. Obviously, this leaves room for discussion and a lot of “well-meant advice.”
<h3>2. Everyone has created a resume.</h3>
Pretty much everyone has written a resume at some stage in their lives, and this process might have led to interviews. Or remember your uncle, who reviewed five resumes eight years ago for his local pawn shop, and is now your family’s veteran HR expert? You see, you are pretty much surrounded by career and resume experts everywhere you go.
<h3>The risk.</h3>
Obviously, it is hard in this situation to judge what advice is good and what is not. Let me give you an example from my practice:
Recently, one of my own resume clients came back with feedback regarding my first draft for his resume and said that, even though he thought it was great, he had feedback from two independent people that thought the top third of the first page of the resume should be changed.
Now, that was going to be interesting (just in case you are new to the resume world, the top third of a resume is THE most important part of the entire document). I asked the client if he was comfortable sharing the source of this information. It turned out, we had feedback from a close family member and a best friend. There is, of course, nothing wrong with this, but it led me to asking the following questions:
<ol class="ee-ol">
<li>How many resumes do they screen, scan, and review on a weekly basis?</li>
<li>How many people do they invite to interviews based on their resume reviews on a weekly, monthly, or annual basis?</li>
</ol>
I am pretty sure you can imagine the answers.
Neither one of the reviewers dealt with resumes, hiring nor anything career-related professionally. This alone could be an indicator that you should judge and evaluate their input carefully.
Again, there is nothing wrong with asking people that are close to you, but there is an even bigger pitfall than the limited amount of resumes your beloved ones might deal with.
<h3>The time they take.</h3>
If you ask one of your best friends to read your resume, how much time will they dedicate to help you out?
If they are a truly good friend, they will reserve some time for this task and they will most likely not answer any phone calls while diligently examining your single most important career document.
I would say they probably spend anywhere between five and 15 minutes analyzing your document.
<h3>And that is the BIG problem.</h3>
No hiring manager or recruiter in the world is going to take that amount of time and diligence to look at your resume. Remember, a recruiter might be looking at 40 resumes a day and will spend anywhere between 10 and 20 seconds “scanning” your resume, possibly while on hold on the other line.
Your best friend or spouse will keep reading on, even if the top third or your resume is a bit lengthy, or contains a huge chunk of text, and they might be delighted with your volunteer experience on the bottom of page two. Too bad the recruiter or HR professional will never read this part if you don’t immediately catch their interest in the top third of your resume.
<h3>So, what happened to my client?</h3>
Even though he still remained somewhat reluctant, I was able to convince him that the top third was not too short, but contained exactly what was needed to catch and maintain the attention span of a professional on the hiring end. Is that the reason why he got the interview with the organization he really fancied? I chose to believe that it was one of the reasons.
Do you feel like giving your resume the professional eye? If so, just send me an email via my website <a href="http://www.windhof-communications.com/">www.windhof-communications.com</a>, and I will provide you with a free resume check.
<a href="http://try.careerhmo.com/resume-accelerator/"><img alt="Write a great resume in 15 minutes!" class="aligncenter size-full wp-image-2760" height="158" src="http://careerhmo.com/wp-content/uploads/2015/08/ResumeAccel-Banner-01.png" width="629"></a>
<i>This post was originally published at an earlier date.</i>
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When it comes time to search for a new employee, it can be a little daunting to know what exactly to look for. Apart from specialized skills needed for a role, you need to think about what character traits might be the most important, and how do you go about spotting them. Related: Why You Should Hire For Personality, Not Just Experience Whether you're choosing to hire a new recruit yourself or using the services of a recruitment firm like Robert Half, there are three key traits that should definitely be on your “must-have" list.
<h3>1. Positive Attitude: Do you want to work with a grouch?</h3>
A job candidate's attitude is a major aspect you want to assess in an interview. Former Southwest Airlines CEO Herb Kelleher is quoted as saying, “We can change skill levels through training, but we can't change attitude."
Indeed, the right kind of attitude goes a long way in business and can make the difference between a positive team willing to pull all the stops to make a business the best it can be, and one in which negativity is rife and people can't wait to leave. Simply ask yourself: Do you know anyone who wants to work with an unhappy, negative team member? Of course not, so keep an eye out for job candidates that have approachable body language, smile and laugh a lot, appear quite relaxed, and generally seem to have a 'glass is half full' outlook on life.
Enthusiastic staff members will help to bring a team together, will refuse to get discouraged, and will be more willing to learn on the job and do what it takes to get things done. These types of workers contribute to a positive company culture that benefits not just team members, but also customers, prospective employees, and investors.
<h3>2. Initiative: The autonomous worker</h3>
The right attitude alone does not, however, guarantee a great hire. You also want to make sure that your candidate has the ability to take initiative. While some employees will do the bare minimum during their work day, and always wait to be told what to do, others will find ways to add value to their employer and their company.
Autonomous workers will be able to get their job done without being micro-managed, and will also find other tasks to complete without needing to be told. People with a “self-monitoring" personality type generally like to work independently and efficiently, and will often be the ones to come up with innovative ideas or ways to save money or increase sales. As an added benefit, self-motivation in employees is a very valuable trait that can also tend to rub off on other staff members. You can determine if a job candidate is likely to be a self-starter, by asking various open-ended questions in interviews so that you can get some insight into their thought processes and patterns of behavior.
<h3>3. Flexibility: Prepared for ever changing environments</h3>
Last but not least, you have to keep an eye on the flexibility of your candidate. Adaptable team members can bring a lot to a business, especially in small, growing companies where job roles tend to have to expand and change over time as the firm gets bigger and more established.
Flexible staff members will be happy to help out in other roles or departments when needed, and will cope better in constantly-changing business environments or industries. Versatile employees also tend to have a higher level of problem-solving ability, and are more likely to learn new technologies or come up with creative solutions for company problems. To find out if a job candidate has a flexible style, ask them for examples of problems they've solved in past roles, new systems or technologies they have learnt or implemented, and skills they'd like to learn in the future.
If you are good at spotting these vital character traits in your candidates, you should not have to fear a bad hire!
<i>This post was originally published at an earlier date.</i>
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<a href="http://www.workitdaily.com/onboarding-millennials/">6 Things You Need To Know About Onboarding Millennials</a> <h4>About the author</h4>
Tim Windhof is a published and enthusiastic Resume Writer and Career Coach who is fascinated by helping people take their careers to the next level. Tim is a resume expert and educator for the American Writers and Artists, Inc. and their Resume Writer Training program. Tim has written interview-yielding resumes for clients from the US, Canada, India, Australia, Germany, Austria, and the Netherlands.
<i>Disclosure: This post is sponsored by a CAREEREALISM-approved expert. </i></div>
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Just today I got feedback from one of my resume clients, who was a bit beat up by her recent telephone interview. Related: 5 Steps To An Excellent Interview “What happened?” I asked. The answer was that the interviewer had pulled a bunch of old school interview classics like “Tell me a little bit about yourself” and “What are your three main weaknesses?” My client felt that this type of “old-school” interviewing did not result in a natural flow of two business professionals determining a potential match, but rather ended in a “what type of canned response have you got for me” type of interview. But what to do in a situation like this? After all you don’t want to be rude, and you can’t really tell the interviewer what type of questions you want to be asked.
<h3>Help the interviewer</h3>
What you CAN do is help the interviewer. If an interviewer pulls one the classics mentioned above, you have a pretty strong indication that this person is not an expert or at least not an up-to-date expert on how to actually find the right talent for their company.
You see, every hiring manager wants to solve a specific problem by hiring someone new for a job. And how helpful is a question like “describe your three main weaknesses," let’s even assume an honest answer, to determine if the candidate might indeed be capable of solving this problem? Not very helpful at all. And that’s where you step in and help the interviewer.
<h3>Here’s how you do it</h3>
You will want to avoid seeming rude or making the impression of evading questions. So, you will have to answer one of the interviewer’s questions, and then come back with extending your “helping hand” to turn the interview around.
Example (after you finished your answer on your weaknesses):
<blockquote>“Having said that, I would like to make sure that my strengths are beneficial for the position, and that weaknesses may not be in the way for effectively contributing to the bottom line, so I was wondering if you could tell me a little bit more about the challenges your department (division, company etc.) is currently facing, and how you picture this position to solve those challenges?”</blockquote>
Now the interviewer can actually tell you about “real-time” and specific job challenges, and you can take that opportunity to focus on these specific problems and outline your thoughts and ideas on how you would approach actual company problems.
This way, you will get to showcase what you are actually capable of even with a weak interviewer
<h3>You have to be a bit bold</h3>
Now, I will admit that it will take a little bit of courage to do this for the first time. And I will also admit that this might not be for everyone.
But in my experience, a little bit of audacity in an interview can really set-you apart from your competitors.
And that is what you want, right?
<em><strong>About the author:</strong> Tim is a credentialed resume writer, career coach, recruiting specialist and career expert author. He is the owner of <a href="http://www.windhof-communications.com/" rel="noopener">Windhof Communications - Career Services</a> and author of “<a href="http://www.amazon.com/DIY-practical-grooming-important-document-ebook/dp/B00KB3Z8SU/ref=la_B00M31K1HQ_1_1?s=books&ie=UTF8&qid=1429798182&sr=1-1" rel="noopener">How to fix your resume in 7 steps</a>.” Tim works helps professionals, managers and executives from around the globe to enhance their careers.</em>
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<span class="credit">Photo Credit: <a href="http://www.shutterstock.com/" rel="noopener">Shutterstock</a></span>
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A frequently discussed resume question between resume writers, recruiters, and applicants is the question of the influence of Applicant Tracking Systems (“ATS") on the appropriate length of a resume. Resume: Why You Shouldn't Write A 'One-Size-Fits-All' Resume Back in ancient history (anyone remember the 90s?), the vast majority of resumes were submitted on paper via snail mail and/or fax. Pre-screening of resumes those days was performed by a real human being that physically touched, handled, and actually “scanned" the documents with his/her eyes. That meant a lot of work for HR. Just imagine having to sift through 200 or 300 applications. The rule of thumb in those days for job hunters was thus to not “aggravate" or “bother" the pre-screening human being with overly long resumes that might have meant a quick toss to the “no" pile. As a consequence, job hunters were advised to limit their resumes to one or two pages.
<h3>The Influence Of The ATS</h3>
Today, HR does not have to bother with manually screening of the first round of resumes. That job is done for 80% of all open positions by ATS software.
But what does that mean for you job hunters? Does the old rule of thumb to limit your resume to one or two pages still apply?
As far as the ATS is concerned, the answer is easy: it does not. ATS does not generally get aggravated because a resume might seem long. Quite the contrary, recent industry studies suggest that longer resumes tend to perform better in ATS rankings. Why? Because it is easier to reach the required keyword density with a longer document.
But be aware: just because you decide to submit your long resume version that includes any certification and internship you ever did 15 or 20 years ago, does not equate to a better ATS ranking. No, ATS are smart enough to scan and rank the density of content relevant keywords. So, more does not necessarily mean better.
<h3>The Process Is Twofold</h3>
You should also bear in mind that passing the ATS is only the first step in the process of netting an interview. After the ATS have filtered down the amount of applicants to maybe 10 or 20, an actual person will start reading these resumes. And that actual person might not be too amused to see that your document takes more than twice the time to read than some of the other resumes.
And bam – your resume goes straight to the “no" pile (just like in the 90s; just at a later stage).
And that's where I usually leave the discussion to the academics about what the adequate resume length might be is in this time of ATS. They will be discussing it over and over with no “right" or “wrong" solution. No benefit for you as the job hunter.
The real important take-away for you as the job hunter here is: your resume has to equally please the computer and the human eye.
<h3>Consequence</h3>
As the job hunter, you have to please the ATS first. So, if you have enough relevant (!) content then don't feel bound to leave information off just to keep your resume to two pages. However, bear in mind that this does not give you a free ticket to ramble on and on just because the computer does not care. You still want to please the human reader as well.
So, two or three pages? Whatever you feel better suits the needs of the ATS <strong>AND </strong>the human reader.
<h3>Related Posts</h3>
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<a href="http://www.workitdaily.com/personal-branding-statement-steps/">3 Steps To An Outstanding Personal Branding Statement</a> <h4>About the author</h4>
Tim Windhof is a published and enthusiastic Resume Writer and Career Coach who is fascinated by helping people take their careers to the next level. Tim is a resume expert and educator for the American Writers and Artists, Inc. and their Resume Writer Training program. Tim has written interview-yielding resumes for clients from the US, Canada, India, Australia, Germany, Austria, and the Netherlands.
<i>Disclosure: This post is sponsored by a CAREEREALISM-approved expert. </i></div>
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Today I am going to debunk a common misconception on effective resume writing: the resume magic that will solve your keyword problems for passing Applicant Tracking Systems (“ATS") once and for all. Related: Does Your Resume Get Along With Your Personal Brand? Recently, one of my clients forwarded to me about 15 job postings he was interested in. While this alone might already seem a bit lavish (I generally only request two to three job postings for my writing process), the client asked me to include “all the relevant keywords" from these job postings into his resume. Neither would I have been able to do this, nor did I feel like doing this. Why? Because it would not have served the purpose of my client: getting job interviews.
<h3>Individualizing is the key</h3>
I might be stating the obvious, but the above-mentioned example is not a rare encounter for me. Many job candidates want a “one-size-fits-all" solution for their resume. A skilled resume writer can, of course, draft a stellar “master document resume" that will work for many job hunting scenarios (career events, professional networking events or referrals, etc.), but particularly when candidates are applying through online job-boards they, or their writer, will have to customize the resume to address the potential keywords in a desired density to achieve a high ATS ranking.
<h3>Think about the fashion industry</h3>
Think about a fashion event for a second. Two guys want to impress a designer at that event and convince her to give them a job. The one wears a modern suit from a big-box store at the mall, whereas, the other guy prepared for the night and had a local tailor design a customized suit inspired by the current fashion style of the designer. No need to say which one would impress the designer more, right?
Seems superficial? I agree, but superficiality during an online application process is even worse than in my fashion example. During this process you don't even get through to the “designer" (HR, hiring manager or recruiter), but you will be filtered out by computer software if you don't have the look.
Just like our eager candidate above catered for the preferences and likings of the designer by customizing his outfit, you will have to customize your resume if you want the optimum chances of scoring high in an ATS ranking. No resume “one-size-fits-all resume magic" there.
<h3>Just give it a go</h3>
I challenge you to just give it a try with job postings that catch your attention. Do the hard work of reading, analyzing and studying the job posting carefully and drafting your resume accordingly. Try to address and mirror every point mentioned in the description to show that you are “the one."
So, stop looking for the one magical solution for your resume, and get going with the hard work. You should not have to wait too long to see a serious improvement in your response rate! Let me know how it went.
<h3>Related Posts</h3>
<a href="http://www.workitdaily.com/personal-branding-resume-techniques/">5 Personal Branding Resume Techniques You Must Try</a>
<a href="http://www.workitdaily.com/resume-tips-personal-branding-statement/">Resume Tips: Your Personal Branding Statement</a>
<a href="http://www.workitdaily.com/personal-branding-statement-steps/">3 Steps To An Outstanding Personal Branding Statement</a> <h4>About the author</h4>
Tim Windhof is a published and enthusiastic Resume Writer and Career Coach who is fascinated by helping people take their careers to the next level. Tim is a resume expert and educator for the American Writers and Artists, Inc. and their Resume Writer Training program. Tim has written interview-yielding resumes for clients from the US, Canada, India, Australia, Germany, Austria, and the Netherlands.
<i>Disclosure: This post is sponsored by a CAREEREALISM-approved expert. </i></div>
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One thing career and job hunters certainly do not suffer from is lack of advice. There is a plethora of sources and experts that present the ultimate solution and the quick fix for your resume. You probably read all about the “ultimate career move," the “latest must have social media network," “video resumes you need to know about," if you want to move up the career ladder, and so on. Related: 5 Simple Career Success Factors As a career coach and LinkedIn moderator of a group dealing with Personal Branding, I feel obligated to go through most of these articles no matter how lurid the message might sound. After all, I have to stay current and spot potential new trends quickly. Today, however, I want to focus on nothing fancy or new, but on a very old-school kind of skill that is very, very basic, yet so neglected, these days: Follow-through!
<h3>Lack of follow-through is all around</h3>
By follow-through, I simply mean acting on your word. I recently noticed that people from all ends involved in the career sector have absolutely no follow-through:
New business contacts that forget to connect on LinkedIn as discussed, job hunters that don't bother to inquire about the respective HR person's name for their cover letter, interviewers that never get back to candidates who traveled several hundred miles to make to an interview. I could continue this list – but you get the gist…
Now, I know we live in a busy time. But we also live in a time where everybody is their own brand in a global employment market. And how do you think your brand will do if people can't rely on your word in the first place?
There is an actual risk that you might appear undetermined or even unreliable. An assumption you cannot afford – neither as job hunter nor as business owner. Even the best resume, LinkedIn profile, business presentation or company website will have a hard time to overcome an assumption like this.
<h3>A practical example</h3>
Let me give you a recent example from my own practice. There is a person in one of my business meet-up groups whom I started referring business to this spring. Let's call her Stefanie. Stefanie liked the fact that I referred business up her way, and asked if she could do anything for me. As I had just published my new DIY resume book, I took her up on it, and asked her if she was interested in reviewing the book if I would provide her with a free copy (Stefanie was very interested in all career topics in general…). I followed-up a few times and got some lukewarm “soon" feedback. This is now almost three months ago. However, still no review.
In the meantime, I have stopped referring business to Stefanie. Not because I am disappointed or as some kind of passive aggressive “retaliation." No, the actual reason has to do with my own business interests. If I refer my business contacts to someone, I need to be sure that a dedicated professional takes care of them, where words are followed by deeds. Every single time.
Otherwise, my own business might be affected in a negative way.
<h3>The take-away</h3>
The take away is so simple: always follow-up on your word. If you leave a business meeting or career fair by saying to someone “we should catch up over coffee," then make sure you do everything from your end to make it happen. But be careful: after a while you might notice serious changes in the quality of your professional network.
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Tim Windhof is a published and enthusiastic Resume Writer and Career Coach who is fascinated by helping people take their careers to the next level. Tim is a resume expert and educator for the American Writers and Artists, Inc. and their Resume Writer Training program. Tim has written interview-yielding resumes for clients from the US, Canada, India, Australia, Germany, Austria, and the Netherlands.
<i>Disclosure: This post is sponsored by a CAREEREALISM-approved expert. </i></div>
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