Your Electronic Resume: 15 Minutes to Maintain Professionalism

May 8th, 2013 § 0 comments § permalink

All effective recruiters will view hundreds, if not thousands, of resumes during the course of each and every day. Only a few and hopefully only those worth serious consideration are ever moved from electronic form to paper. Resumes are submitted via websites, applicant tracking systems, job boards and email – rarely on paper. As a job seeker, you must be aware of how these electronic copies of your resume are displayed not on the page, but on the screen.

These few and simple resume tips will allow you to control the presentation of your background and ensure that it remains professional, uncluttered and as you envisioned it.

Always first attempt to submit your resume as a PDF file. Once an obscure, closed file format, PDFs can now be exported directly from any application on a Mac and all major office suites on a PC. Unless specifically requested, send a PDF copy of your resume and password protect it from changes and editing. Review that PDF after exporting to make sure the process completed successfully and to give one final read for errors. This can be your read-only, fixed electronic copy for all submissions. Not all, but many job boards and recruiters specifically request a Word document in place of a PDF. If this is the case, follow the next few suggestions as well to have a clean word copy.

Once you’ve proofread and edited your resume for grammar and spelling, remove the colored squiggles. After, and only after, you are 100% sure the grammar and spelling on your resume are impeccable, it’s important to clean these false positive errors from your document. Proper nouns like school names, certain softwares and even specific technical terms won’t be in Word’s default dictionary. To remove the green and red lines under suspected spelling and grammatical errors, right click on any of them and select “Spelling” or “Grammar.” In the next dialog box, select “Options” at bottom left. The last two items in this preferences pane will be “Hide spelling/grammar errors in this document only.” Tick these two boxes and click OK – watch the ugly lines disappear.

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Making Every Contact With a Hiring Manager Count

February 13th, 2013 § 0 comments § permalink

As a follow-up to our last comments about Thank You notes, today’s question comes from a jobseeker looking to both express gratitude to an interviewer and schedule a follow-up appointment. John completed two rounds of interviews for an Analyst position at a fund and was asked by hiring manager to schedule a return visit. Here’s his draft of the email:

Mr. Hiring Manager,

Thank you very much for the invitation to come in for a third round interview regarding the Analyst opportunity at ABC Investments. I appreciate the opportunity and I will gladly make myself at your convenience. I look forward to speaking with all of you again and hope I can cement why I would be a great addition to your already successful global securities platform. Again, I remain extremely excited about the possibility of contributing to your team and the ABC global platform in the near future.

Thanks,
John Analyst

This response isn’t awful but it does sound canned, formulaic and generic. There are a lot of words but little content. It contains much lauding but nothing about who John is or why he’s interested. When writing an email, a cover letter, a thank you note or any communication with a hiring manager, you’ve asked for a short window of their time. Ensure you’ve wisely chosen your phrasing so that at the end of those 15 seconds, the recipient has a more positive outlook on the applicant then before they opened the email. » Read the rest of this entry «

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The Unfortunate Art of the “Thank You” Note

January 17th, 2013 § 0 comments § permalink

In many situations today, a “thank you note” may be extraneous given the circumstances of a particular interview process. If you’re meeting the same individual for a second or third time, a firm handshake and “it was nice to see you again” will certainly suffice. Hiring managers, recruiters and HR reps are all deluged with hundreds of emails a day. Choosing to send that email should be an all-in commitment to quality. Too many job seekers asking for another few moments of their interviewer’s time via email only to squander an opportunity to make another good impression. The unintended consequence could very well be a change to the last positive opinion an interviewer had formed about the candidate. A weak and poorly written thank you can (and has in too many situations) cost an otherwise strong candidate a job offer.

Let’s examine a thank you note that a candidate recently provided to Holla for their review and edit, before sending it to a hiring manager:

Mr. Hiring Manager,

It was great meeting you yesterday.  Thank you so much for taking time to speak with me about the Investor Relations position.  I really appreciate the clarity you provided around the expectations of the role and the ideal candidate.  I am extremely excited about the role and I would love the opportunity to be a member of your team. I look forward to hearing from you soon.

Thanks,

Jill Candidate

Jill actually had done quite well on her interview. The hiring manager and his team found her knowledgeable and engaging and was impressed with the research she had done on his firm prior to the meeting. The above note shows none of the research or effort Jill put into her interview; it quite literally could have been in response to any job. When the firm’s last impression of Jill was as a bright young woman with the ability to match her experience with the opportunity, a note like this will call to question all of those qualities with under a hundred words.

A thank you note must be concise but also targeted. It should bring to the interviewer’s mind positive qualities uncovered during the interview, be they similar sector coverages or experience with oddly structured leveraged buyouts. It should contain substance but lack fluff. The candidate should seek to remind the interviewer of why they had initially agreed to see the applicant and what they had hoped to see in  him or her.

Jill sought to be engaged and responsive. Instead, she appeared generic, careless and thoughtless in her final touch with the decision maker.

Here is Holla’s rewrite:

Mr. Hiring Manager,

I wanted to thank you for meeting with me yesterday regarding the Investor Relations Position. ABC Firm is involved in exciting work within the LBO space and I am confident my analysis and deal support at XYZ Capital qualifies me technically for the role. The opportunity to focus on Oil and Gas is rare and I look forward to leveraging my prior M&A exposure in these sectors. I remain extremely interested in this opportunity am available via the contact details below to discuss the next steps in this process.

Thanks,

Jill Candidate

With 22 additional words (89 total, for those counting), Jill’s thank you note from a resume-writing manual became a targeted and exciting closing statement – a summary of skills and experience plus their relation to the job, an expression of interest in the role and a defense of her unique qualities and experiences.

Holla’s re-write also varies sentence structure. Jill’s original note begins most sentences with “I” and (sorry for being harsh here, Jill) reads like it was written by someone of far less intelligence than she really possesses.

It’s far better to send no “thank you” at all than to present yourself as someone who views it as a boring formality worthy of a canned response and no more. If a “thank you” is necessary, prepare for and execute it as you would an interview – a compelling sales pitch from a researched and accomplished professional well qualified for the role.

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On-Campus Recruiting and Its Many Failures

October 26th, 2011 § 0 comments § permalink

Today’s question brings up a number of recurring themes here on Holla.

I’m an MBA student, and one of our projects has been tasked with trying to figure out what is wrong with college career boards. How do you think we could make on-campus job boards better?

What we find most interesting about this question is its narrow scope. Your professor is seeking to identify problems with MBA “job boards” when the real deficiencies in campus and post-graduate recruitment are spread across all contact points and phases of the process. There are failures on the parts of all parties involved – the universities and those that represent their career services, the companies seeking to recruit graduates and, perhaps most disappointingly, the students who more than ever need to put forth a herculean effort to secure their first career opportunity.

As the cornerstone of an on-campus recruiting process, a university’s career center must attract top employers by properly preparing and marketing their own graduates. Missing from many undergraduate business and MBA educations are mandatory credit hours educating students on how to prepare themselves for the step that pre-dates the job itself – the job search. Colleges need to proactively sell their student body to top companies in a bid to have them spend resources and money on recruiting trips. As HR and hiring budgets tighten, the number of trips these firms make decrease year over year. Any on-campus recruiting trip, whether the first or tenth, can quickly become the last when a school’s students make a poor showing. Delegates of the career center are much like recruiters – they prepare and sell both their product and their client who is buying. Far too many of these “services” lack the proactivity needed to bring top employers to campus during the toughest economy of the last several decades.

Also sharing in the blame are the companies who lead unstructured on-campus recruitment processes, often conducted by their least impressive representatives. Campus recruiters are typically recent college graduates themselves; holders of HR-related degrees but without practical work experience. They will set up a table in a school’s dining hall, student union or career fair and wait for students to approach them. While one would hope that students would proactively seek out employers, career services rarely reaches the entire student body to inform them of campus recruiting events. Corporations, banks, accounting firms and any of the typical entry-level hiring companies should make the most of their campus visits by understanding the school’s course offerings, relating those areas of study to job openings they are seeking to fill, and directly reaching out to those students by speaking to the class or the professor. This kind of more direct contact fosters a stronger relationship between students and the companies looking to attract them and will produce more successful hires out of a larger population to recruit from.

Finally, and perhaps most concerning, the failure of campus job boards and graduate recruiting rests on the shoulders of those seeking the jobs. As we’ve written here in the past, online career sites have severely diluted the importance of effort put in on an application. It’s easy to log on to your college’s online job board, fire off a resume to each position posted and sit back hoping responses will come in. Usually, no attempt is made to develop a custom cover letter, linking a student’s school studies and internship experience to the role, nor is any effort to follow-up put forth. The ease with which students can “apply” for career opportunities belies the difficult struggle that is today’s corporate world – success is not as easy as clicking a button to “apply now” or “achieve a promotion” – students and employees alike must aggressively work towards their ultimate career goals.

Fifty years ago, finding a job meant scouring the New York Times, copying addresses and telephone numbers down, then making a personal connection with a firm seeking to make a hire. “Hitting the pavement” or “job hunting with shoe leather” was a self-made process and the Internet has removed a great deal of the need to motivate one’s self during their career search. This mentality – the ability to “fall back” onto technology – combined with laziness and complacency on all parts has set on-campus recruiting years back, perhaps to a point even before the internet was the world’s primary job searching tool.

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Handling an Economic Layoff During Your Search

February 3rd, 2011 § 0 comments § permalink

I just (as in three hours ago) got fired. I’d worked there about a year and my ex-boss said he’d give me a great reference. How should I handle this in interviews and on my resume?

First off, I’m really sorry to hear you’re out of a job. I am glad that you’re asking this question right away because you need to have gone over how to handle these situations in advance of landing interviews. You don’t want to write your first good opportunity off to a learning experience because you botched talking about why you’re unemployed.

Let’s assume that you’re now unemployed as a result of an economic layoff, not an individual performance issue. Since it seems as though you have a good relationship with your former boss, you want to gain as much value as you can from that without creating an inconvenience by taking up too much of their time.

It’s a good idea to ask him or her to write for you a letter that you can use as a “leave-behind” when you’re out on in-person interviews. The letter should include both a recommendation of your work as well as the reasons why you were terminated. This letter should also encourage potential employers to contact them if further clarification is needed. It’s especially important that you make sure HR has a copy of this letter early on in the process so that when your files are reviewed at the end of it while making a decision that this information is clear and present.

As to your resume, make sure you place an accurate end date for your former employer. Too many times a resume will include “date – present” when the candidate really isn’t currently employed. It can be perceived as dishonest and will bring your character into question. I’m sure there will also be an instance when you’ll be asked a direct question during an interview that requires you to stammer through some version of “well, actually… um… I’m not really still working there,” which will be an awkward moment for the both of you. These days I also don’t think it’s a bad idea to include a minor reference to an economic layoff in your cover letter so that the person reading it doesn’t make any assumptions as to your unemployment.

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