The resume is dead (or at least it’s jumped the shark ). The resume used to be the tool that would get you noticed. No more. It’s a fading bit player, no longer the star of the show. Now, by the time someone has seen your resume, they’ve already Googled you. Your resume has become a “late to the party” confirmation of your Google results and LinkedIn profile, rather than the enticement to opportunity you expect it to be. move over resume, here’s its replacement.
You know you’re ready for career change, but how do you do it? Take these 5 steps to reinvent your career to something you’ll love.
This HBR article intuitively makes a lot of sense. Make it part of your interviewing prep!: https://hbr.org/2015/05/how-to-show-trustworthiness-in-a-job-interview
Want to make sure your resume stands out? I firmly believe that this advice will make big difference: http://bit.ly/1E033tA.
The only tactic I question is the one about putting your contact info at the bottom. I’d keep it at the top for 2 reasons:
– where you live can make a big difference to a recruiter
– it’s where you should be including links for things like your LinkedIn page, Twitter feed, and anything else on the web that enhances your professional brand. Doing so will make your resume more “sticky” and might hold the recruiter’s attention for a longer period of time, especially if they click those links.
Employers: Time to start thinking about recruiting as a technology-driven process, not technology-aided: Recruiters Ditch the Resume for Data and Social.
Candidates: It’s no longer enough to just have a resume. Start thinking of yourself as the “curator” of your personal brand and proactively manage what people see about you online.
Social media is great for networking, but it can also undermine your job search. Know the risks!: Managing Social Media For Job Searches.
Your resume is much more than a piece of paper. If you aren’t already thinking about it that way, you need to change your paradigm: Managing Social Media For Job Searches.
Prepping for a video interview? Here are some solid tips to consider:
Creating an interactive presentation is a great way to enhance the way you present yourself to prospective employers. It’ll also help you stand out from the crowd. I haven’t tried Prezi myself, but it comes recommended by someone I respect.
I’ll distill this article down to these basic points: Hiring managers do not spend much time looking at résumés — which means that yours must grab them pretty quickly. Word choice can make a big difference. Subjective terms and clichés are seen as negative because they don’t convey real information. You’ll be more successful getting their attention by presenting your accomplishments and actual results. Read more here:
The information below comes from an article I found on LinkedIn that was posted by Liz Ryan, CEO and Founder of Human Workplace. My edited version appears below, but if want to read the full article, you’ll find it here: http://www.linkedin.com/today/post/article/20131027042907-52594-negotiate-your-own-severance-package?trk=mp-reader-card
Negotiating Your Own Severance Package
By Liz Ryan, CEO & Founder
The situation: You have a new boss (let’s call him Robert) who’s sending you not so subtle signals that you don’t fit with the direction he wants to take his team. You know it’s time to make a change and are concerned that Robert will cut you loose before you’ve been able to make a change on your own terms.
How do you engineer a smooth transition that also s you position for a severance package?
Start by openly addressing the not so subtle messages you’re getting and start a conversation about a civilized departure. Let Robert know that you see how this situation is uncomfortable for him without sounding aggrieved or petulant. Find out if he’s willing to talk about ways to break the logjam of non-communication. If you can be completely human with Robert and lift him up to the same human level, you shouldn’t have to beg or grovel.
Remember, you won’t get an “everybody-is-okay” exit plan out of the goodness of his heart. You’ll only get there by being human with each another.
Here’s how that conversation might go:
YOU (Employee): So, ROBERT, do you have a moment to talk?
ROBERT (Manager): Sure, Art, what’s up?
YOU: If you have a second, let’s grab a cup of coffee.
YOU: Thanks for taking a few minutes to talk, ROBERT. I appreciate it.
ROBERT: No problem.
YOU: Listen, I wanted to say that I know these past few months have not been easy for you. I got thrown into your group. You didn’t hire me, and that’s not the best situation to be in.
ROBERT: I – well – thanks for mentioning that. I guess it’s all learning, right?
YOU: Well, I give you credit, because I haven’t been in that situation as a manager before and I can’t imagine it would be easy. You must have in mind exactly the kind of person you could use in my role.
ROBERT: I just – we need to be more on time with the scripts. We can’t keep lagging behind.
YOU: I agree with you. It has to be a smoother engine. I’m not as much of a smooth-engine guy, to be honest, as I am a get-the-new-product-out guy, and I understand that’s really frustrating for you to deal with.
ROBERT: So what are you saying?
YOU: I’m just saying I’m not arguing for my job or trying to make you keep trying to put a square peg in a round hole. You deserve to have what you want in your Software Quality Manager. I mean, I think that’s the definition of a manager, right? You get to put your team together. You and I have been at this a year and I don’t think anyone is popping the champagne.
YOU: So, I wouldn’t be surprised at all if you’re thinking “What am I going to do about this YOU situation?” I would be, if I were you. That’s why I wanted to dig into the topic with you and just figure it out between us if we can.
ROBERT: Do you have a suggestion?
YOU: You need a different guy in this role (a unisex term) and I need to be in a different place. I mean, I could start job-hunting. You could give me some time to do it. I can keep you in the loop.
ROBERT (in fear – he’s never done this before) How much time?
YOU: Let’s say four months.
ROBERT: I don’t know if I can give you that much time.
YOU: Okay. Can I ask you a question about that?
YOU: Is that your own deadline, the less-than-four-months one, or are you feeling like there’s going to be pressure from above to make a change more quickly?
ROBERT: I just don’t know. I’ve shared my concerns about you – about our working together, with Brett and Terry.
YOU: Well, do you want to shoot for four months? Obviously I’m going to be hitting the job search trail hard myself – I don’t want to wear out my welcome or put you in a bad situation.
ROBERT: I appreciate that. Four months is March first. Hopefully if you’re out there, you’ll be somewhere new before that.
YOU: I don’t know how you feel about the confidentiality thing, but if Brett and Terry knew I were looking –
ROBERT: Yes. Brilliant. They know everyone.
YOU: If you feel that four months is just too long, an alternative is to have me leave at whatever point before March and start a consulting job for you.
ROBERT: Brett, Terry and I actually talked about that last week.
YOU (startled, recovering): Fantastic. That’s appealing to me, too. If you could have someone in here and started in my role by then –
ROBERT: Let’s talk again next week. I appreciate the proactive move, YOU. You’ve been a huge contributor to this company and you’re here longer than me. I respect that experience.
YOU: Life is long, ROBERT. Who knows when all of our paths could cross again? Thank you for the open conversation. ROBERT: Same to you, Art.
Liz Ryan is CEO & Founder Human Workplace, a publishing, coaching & consulting firm whose mission to reinvent work for people. Visit them at http://www.humanworkplace to learn more about their12-week virtual coaching groups, face-to-face and long-distance one-on-one coaching and programs like Team Mojo™ and Customer Service with a Human Voice™ for organizations. Twitter: @humanworkplace
Generally good advice here, but I take exception with the 2 page limit. Maybe it’s on target for the hi-tech world, but for the companies/people I work with, here’s my advice: Make your resume as long as is necessary to tell your story in a way that is compelling and relevant to the reader…..but not one word longer! If it takes more space to convey a clear narrative and keep your design clean and easy to read, so be it. Trying to meet a 2 page limit often causes people to reduce margins and use a small, hard to read font–things that diminish the readability of your resume and take away from its impact. http://mashable.com/2013/11/10/resume-writing-tips/#!