All Promotions Are Not Vertical

When you think of someone getting a promotion, it normally goes like this – Assistant Director > Director > Executive Director.  People normally move up the chain of command in a pretty orderly manner.  Once you have proven yourself and have performed satisfactorily in your current position you can be elevated to the next level.  Promotion by definition means “the act of moving someone to a higher or more important position or rank.”  But who really decides what a promotion is for YOU?  Only you can decide that.

Most people look at what they do everyday as just a job.  It is just something that they do to make money to support themselves and their family.  However, you should look at your job in a different way.  You should look at it as an assignment and it is what you have been assigned to do for a particular period of time.  Once you have finished your assignment, then it is time to move on.  At that point you are eligible for a promotion.  BUT not all promotions are vertical – some are lateral or horizontal and may come in many forms.

I was promoted to a manager position a while back, then later transferred to 2 other locations doing the exact same thing.  Even though my job title and duties didn’t change, it was a still a promotion because my assignment at each previous location was complete. I had done what was required of me – trained employees, increased sales, organized the store, built customer base, etc.  Also throughout my career I have been laid off twice, but I considered each time to be a promotion. Why? Because with each lay off, I was able to reprogram myself and switch industries and take my career to the next level.  So, for me personally, I was moving up in rank.

Do you want a promotion? Do you want to be elevated to the next level? Do you think it is time for you to move on?  You first have to perform your current job satisfactorily and complete your assignment…..THEN your promotion will come.  I know you think you are ready now, but perhaps you need just a little bit more training and/or experience. One thing I have learned throughout my career is that each assignment is just preparation for the next.  Just be patient, your promotion will come and it may come in a different form than you expected.

 

Human Resources Q & A – I Asked the Questions You Wanted to Know

I recently spoke with 3 Human Resources professionals and asked the questions YOU wanted to know.  They gave answers to the questions that they felt most knowledgeable about.  HR Professional 1 has 17 years of experience, HR Professional 2 has 15 years of experience, and HR Professional 3 has 20 years of experience.

1.  Does someone from Human Resources or the Hiring Manager actually look at ALL the resumes that are submitted for a job?

HR Professional 1:  It depends; if an overwhelming number of good resumes are received, the H.R. Department will not review all the resumes. The H.R Department will stop screening resumes when they have a sufficient number for interviews.

HR Professional 2:  Yes, in most cases the hiring manager will review the resume. If it’s a large company the recruiter will filter through resumes and then pass them on to the hiring manager.

2. How many resumes on average are submitted for each job that is posted?

HR Professional 1: The number varies from the time of year the position is posted. More resumes are received from May – December due to new grads entering the workforce.

HR Professional 3:  200.  It truly rangers from 100 – 700.

3. Does Human Resources or the Hiring Manager actually read cover letters?

HR Professional 1:  Sometimes but not always. The H.R. Department is more concerned with what is on the resume.

HR Professional 2:  Yes, the cover letter gives the recruiter a summary of the candidate applying instead of having to review the resume in details.

HR Professional 3:  No. I do if I have time and something isn’t making sense when I read their resume.

4. How closely does a candidate’s experience need to match the job description to be considered a good fit?

HR Professional 1:  For most positions the candidate’s background does not have to match, but the resume must show that the candidate has the potential to be trained for the job. This conclusion can be drawn based on the candidate’s degree or volunteer work in the community.

HR Professional 3:  Very closely.  If not, I would hire an internal person and train that person.

5. How often are companies utilizing phone interviews to determine the top candidates? How many phone interviews are done on average?

HR Professional 1:  My company will conduct a phone interview for a referral out of state. Otherwise we will not conduct a phone interview.

HR Professional 2:  Some companies are using videos to interview candidates as well as phone interviews. 10 to 15 depending on the position needing to be filled.

HR Professional 3:   As the recruiting person, I am interviewing everyone on the phone. Then I decide if they should come in to meet the manager. We conduct online interviews for remote candidates instead of flying them in.

 6. Do employers view candidates on social media as a way to eliminate them? If so, which social media is utilized the most and what are employers look for?

HR Professional 1:  My company does not have a social media policy in place, so we were advised by legal counsel not to utilize this tool.

HR Professional 3:  LinkedIn.  I like to connect with the person, see how much time they spent on their profile and if it lines up with their resume.

 7. What are you typically looking for in a background check? How far back do you go?

HR Professional 1: We go back 10 years. We are looking for felony convictions. A conviction does not necessarily mean the candidate will be denied employment.

HR Professional 2:  This is industry specific.  For an accounting position we are looking at the person’s background to make sure there’s no fraud or theft in their past. For drivers or anyone dealing with customers no illegal activity or warrants, etc. In some cases 7 or more years if they have violations.

 8. If a former employer is listed as a reference, what information can they legally provide?

HR Professional 1: Most companies will only provide dates of employment, position and whether or not the candidate is eligible for rehire. If the candidate signed a release salary information may be disclosed.

HR Professional 2:  Dates of employment, job title and if they are still employed there.

9. Do companies sometimes check your credit report? Is that legal?

HR Professional 1:  It is legal if the position is a management position and the candidate is required to qualify for a company credit card or the position involves working with money.

HR Professional 2:  Yes, they can check your credit report if you are applying for certain positions and it is deemed legal in certain areas.

 10. What are some illegal interview questions?

HR Professional 1: Where were you born? Are you married? Do you have children? How old are you?

HR Professional 2:  Birthdate, marital status, religious, etc. – anything personal.

11. Why does it take so long to make a job offer?

HR Professional 1: Waiting on reference, degree and background checks. Also, new hire paperwork must be sent up the chain of command for signatures.

HR Professional 2: There are several factors: budget for the position(s), background and reference checks etc.

 

 

 

20 Resumes Myths Dispelled

1.  The purpose of a resume is to get a job.

NO! The purpose of a resume is to highlight your qualifications for a SPECIFIC job so you will get an interview.   Thus, the resume leads to the interview.  After the interview is the follow-up, job offer and THEN the job.

2.  You should have 1 resume and use it apply for all jobs.

FALSE!!!  This is the worst thing you could and really is a waste of your time.  You should have a general resume to use as your foundation and then tweak your resume for EACH job that you apply for.

3.  It is best to use a resume template and just fill in your information.

The best thing to do is to start with a blank document.  This will allow you to format and space the document how you want as templates could limit your space and not be easily manipulated.

4.  It is always best to use a chronological format.

This is simply not true!  The best format to use is the one that highlights your qualifications the best whether that is a chronological, functional or mixed format.   The chronological format normally shows progression in your career and education.   The functional format focuses on your actual skills and not when or where you got them.   The mixed format is a mixture of the two.

5.  Your resume should go back as far as your first job and include all the jobs you’ve had.

Generally speaking, your resume should go back only 10 years and include previous/current jobs that are relevant to the job you are seeking. However, there are some exceptions.  If you are seeking a senior level/executive management position, the employer will probably want to see ALL of your experience which will qualify you for the job.

NOTE: If you are using a curriculum vitae (CV), it can be as long as you want it to be.  CVs are typically used in the following industries: education, research, medical, dental, and those seeking a Ph.D.

6.  Your resume should only be 1 page.

If you have enough experience/education to require a 2nd page, then by all means don’t short change yourself trying to get it to fit on 1 page.  (Tip:  Decrease your margins on your resume to 1/2 an inch and that will help with the formatting and give you more room to work with.  Be sure your name is on each page in case they get separated. Also, never print on the back of the page.)

7.  It is okay to use any font and font size.

You should always be mindful of the industry you are pursuing and what is acceptable for that particular industry.  It would be safe to stick with fonts that are legible.  However, DO NOT use Times New Roman because that is the default font in Microsoft Word and everyone uses it. To make your resume instantly stand out, pick another font.  Your font size should never be less than 10.  Your name and headings can be up to font size 16 or 18.  You want these 2 things to stand out the most for obvious reasons.

8.  Resumes should have no color or designs on them.

It is okay to use color in some instances, just be conservative.  I have seen resumes with the name and headings in a different color than the body of the resume.  Again, be mindful of the industry you are going into.  Color may be more acceptable in Marketing or Advertising versus Accounting or Information Technology.  If you have a personal design or QR code (www.qrstuff.com) that you have created, it is acceptable to use that as well.

9.  The objective should list the specific job or industry you are targeting.

There should be NO OBJECTIVE on your resume…..I repeat…….NO OBJECTIVE!! That is old school…say 1995…..and we don’t do that anymore.  Most objectives are very generic and you sound just like everybody else.  Objective:  Seeking a challenging position in a successful company where I may utilize my skills and have an opportunity for advancement.  Sound familiar?  DELETE IT NOW!!!!

10. You should list all of your education/certifications/training.

Generally, I would say list what you have earned in the last 10 years.  Definitely remove high school once you have obtained an Associate’s or Bachelor’s Degree.  Once you have been out of school for 10 years, remove the graduation date because it will age you.  Of course, there are exceptions such as education and the medical and dental fields where it is necessary to show your comprehensive education.

11. You should only include experience on your resume that you were paid for.

This is 100% false.  Your resume should include ALL experience that qualifies you for a particular job – whether paid or unpaid.  So it is quite acceptable to include volunteer work, community involvement and professional organizations on your resume.

12. If you have worked multiple positions/locations for a company you should list them separately on your resume.

You can list them separately; however, it would probably be best to combine them to show a longer work history with the company.  Below is an example of someone who has worked 2 positions in 2 different locations for one bank:

Chase Bank                Dallas/Plano, TX           2005 – Present

Branch Manager (2010 – Present)

  • Accomplishment 1
  • Accomplishment 2
  • Accomplishment 3

Bank Teller (2005 – 2010)

  • Accomplishment 1
  • Accomplishment 2
  • Accomplishment 3

13. You  should include information about your employer on your resume such as company website, address, phone number, etc.

Absolutely not!  The resume is about YOU not the employer. Don’t waste space on your resume with company information.  All of these things go on an application.  If you want to highlight a specific contribution that may be listed on the company’s website, you can include a hyperlink that will take the employer directly to your accomplishment.

14. You should put the exact month and year that you started and ended each job.

It is unnecessary unless the employer specifically asks for you to include this information on your resume.  Not including the months gives the illusion that you worked somewhere longer.  This may be helpful for those who have job hopped and/or only worked short periods of time at a company.

15. You should put ‘References Available Upon Request’ at the bottom of your resume.

This is old school as well…..say 1985.  You should list 3 professional references on a separate sheet of paper with your name at the top and have it already prepared to provide should the employer ask you for it.  You want to include the following information: Name, Title, Company, Email Address and Phone Number.  Be sure to call your references ahead of time, send them a copy of your resume, and let them know that a potential employer may be calling them about you.

16. It is best to upload and send your resume as a Microsoft Word document.

The best way to save and send your resume is as a PDF document to ensure that the formatting does not shift.  Also, this keeps your information from being altered.

17. You don’t need to bring your resume with you to an interview because the employer already has it.

False!  This is a huge misconception.  You should ALWAYS bring at least 3 copies of your resume with you when you go for an interview.  You may be surprised and be interviewed by multiple people and they each need their own copy.  Also, your resume should always be printed on resume paper for a more polished look.

18. You should staple your cover letter, references and business card to your resume.

NEVER put a staple in your resume!  If it is more than 1 page or you want to submit it along with additional items, always paperclip them.

19. You should only update your resume when you are actively looking for a job.

Actually, you should constantly update your resume – probably once every 6 months.  You may not remember every skill you acquire or training class or accomplishment.  So it is best to update it consistently so that when you are ready to submit it for a job, you do not have to think about everything you have done for the past 2  – 3 years.

20. An employer will take 2 – 3 minutes to look over your resume to determine if you have the skills they are looking for.

FALSE!!  Employers receive nearly 100 resumes for every 1 job that they post.  So they will initially take 10 seconds to browse over your resume to see if they like you or not.  Ten seconds will determine if your resume goes in the ‘call pile’ or the ‘do not call pile.’  Use your 10 seconds wisely!!

 

How Do I Tell My Supervisor His Leadership Style is Negatively Affecting the Team?

There may come a time in your career where you need to have a difficult conversation with your supervisor.  It’s not always easy to do, but it may be necessary.  Let’s face it…supervisors are human too and they are not perfect.  There is no real rule book on how to be a good manager.  I mean, yes, there are a lot of books that have been written with tips and suggestions and of course you can go to training, but a lot of learning actually happens on the job.   The most important lessons about being a manager actually come from trial and error and practicing daily.  Oftentimes, great leadership skills come from making a lot of mistakes, which results in learning what not to do.  Therefore, I am a firm believer that the majority of the time when supervisors are difficult to work for it is because they honestly don’t know that there are some issues.  Maybe your supervisor is not aware of how his leadership style is demotivating to the team.  Maybe his ignoring an important issue is completely unintentional.  Perhaps his communication needs some improvement and he could be a bit more transparent but he doesn’t know how.  So, before you decide to tell your supervisor about his undesirable management style, give it a lot of thought and keep in mind he might honestly have no idea that his leadership style is affecting the team.

I am fully aware that addressing something that you want your supervisor to change could be a scary thing.  What if he doesn’t receive the feedback in a positive way?  What if he accuses you of being too emotional?  What if there is retaliation?  Yes, I agree that there are definitely some risks involved but I believe if you handle it correctly, it minimizes the chance of it backfiring on you.  There have been 2 instances in my career where I have had to give feedback to my supervisor.  In both situations I had to be the ‘mouthpiece’ for the team.  It took a lot of thought on my part, but what ultimately gave me the courage to do it was the work environment became unbearable and even more than that I knew no one else would do it.  So, maybe this is you and your situation.  Maybe you have to be the ‘mouthpiece’ for your team.  Maybe your co-workers have confided in you and have delegated you as the person to make the change happen.  Maybe you have the best relationship with the supervisor and the information would be better received coming from you.  Whatever the case may be, I hope to give you some tips that will help you.

1)  Give Feedback Gently and 1 on 1

The most important thing to remember is to give your supervisor feedback 1 on 1.  We all know how it feels to be confronted or “called out” in front of other people.  It is not a good feeling and instantly makes you defensive.  This is a sure way to make an already uncomfortable situation worse.  If it was you, how would you want to receive feedback?  You would want to receive it respectfully and gently, right?  So extend this courtesy to your supervisor.  At the end of the day, he is human and has feelings (even though he may not show them) and he is your boss so he deserves respect for this reason alone.

You also must decide the best time and method to have the discussion.  If you decide you want to address the situation verbally and you regularly meet 1 on 1 for meetings, that might be the best time to do it.  If you feel that removing yourself from the work environment and discussing things over lunch would help, then go that route.  Some supervisors actually communicate better through written communication and the information may be better received if you typed it up in an email.  Also, you can combine both methods by simply typing up some bullet points and sending it in advance to let him you would like to discuss those items in your next meeting.

2) Remove your Personal Feelings

You definitely don’t want to have a difficult conversation when you’re angry.  If something has recently happened, you may want to wait 2 – 3 days until you can be rational and have a professional conversation.  Now, don’t wait a month and then rehash stuff that has already happened, but do give yourself some time to calm down and reflect on the situation. This will help you to remove your emotions from the equation.  It’s not about how you feel.  It is about how your supervisor’s actions affect the team.  So when you have the conversation, you should never start your sentences with “you,” which are emotional (E) statements. Instead, use results-driven (R) statements.   In doing this, the focus is always on the team and the positive outcomes and not the negative behavior of your manager.

(E)  “You don’t communicate to the team.”

(R)  “The team is really affected when we don’t have clear communication from you.”

(E)  “You don’t appreciate us.”

(R)  “The team morale would greatly improve if we felt like you appreciated us more.”

(E)  “You’re never in your office.”

(R)  “The team could really benefit from having access to your schedule and/or being notified if you are going to be out of the office the majority of the day.”

3) Have Specific Examples

OK, because you and your team are the ones being affected, you probably can rattle off a number of wrongdoings by your supervisor for the last 6 months.   But, remember your supervisor may honestly have no idea so you must have specific, recent examples that illustrate the less than desirable behavior.  So that means don’t have a list of 20 things to talk about because that’s too much for anybody to take, but have 3 – 4 examples that speak to the most important areas you want to address.  Be able to state specifically what happened and what action the team deemed inappropriate.

4) Have Solutions

When you mention these examples in step 3, be sure to have solutions.  If not, you will just seem like you are whining and/or complaining.  The whole point is to alter the behavior.  So if your supervisor doesn’t know he is doing something wrong, then he won’t know how to fix it either.   So that’s where you come in.  Come up with some realistic suggestions on how things could improve.  You also have to be willing to do your part to ensure the changes are effective.

5) Listen Just as Much as You Talk 

After you have mentioned all the points you wanted to speak on, be sure to listen.  Conversations are a 2-way street and should never be one-sided.  You may be surprised how well it goes if you will give your supervisor a chance to acknowledge what you are saying and add his input as well.  All of this may be new to him and he may need to ask some questions of you to fully understand how to fix the situation.  Listening is a form of humility which will be key in your conversation.

6) Don’t Spill the Beans

That’s a fancy way of saying don’t gossip about the situation.  If your co-workers want to know the outcome of your conversation, just simply say that you made him aware of the issues and there should be some changes.  Again, you should be approaching this situation as if  you were in your supervisor’s shoes.  If you yourself needed to make some improvements, you wouldn’t want everybody talking about it.  Furthermore, if you are able to get through to your supervisor and it is a positive outcome, you don’t want to jeopardize the trust your manager has in you by gossiping about your discussion with the entire team.  And definitely DO NOT discuss it with people outside of your team.  It really just makes you look bad.

So, those are the steps I have found to be most effective when dealing with things of this nature.  I know some of you are saying I have tried all of this and nothing has changed with my manager.  Well, you have to give your supervisor a reasonable amount of time to process what you have said and modify his behavior.  Change is difficult for most people and it will not happen overnight.  After a reasonable amount of time, you may have to have a follow up conversation. And unfortunately sometimes you even have to go a step further and involve someone else. But let’s hope it doesn’t go that far and that won’t be necessary.

I know someone is wondering what happened in my 2 situations??!! Since I mentioned them, I guess it would only be fair to tell you the outcome.  In the first instance, my supervisor seemed to understand where I was coming from and appeared to be appreciative that I let him know how the team felt.  He had conversations with other team members and they all confirmed what I said.  However, in the coming weeks he began to distance himself from me and we starting interacting with each other less and less.  Ultimately, he made no effort to change his actions, which forced me to get another job.  In the second situation,  my supervisor received the information very well and very humbly listened to what I had to say.  There was an immediate change in his behavior and the whole atmosphere of the office instantly changed.  Other people commented on the change without even knowing I’d had a conversation with him.

Hopefully, your situation will turn out like the latter and be the beginning of a fresh start for your supervisor and your team.  When you approach situations the right way and come from a positive place it makes all the difference.  Your supervisor should be receptive to the insight and want to make things better for his team.  I sure hope so!

12 Tips to Promoting Yourself (and Not Waiting for Your Supervisor to Do It)

One thing I have learned in my career is that no one else really can promote you – you have to “promote yourself.”  Sure the physical promotion may come through your supervisor recommending you and filling out the paperwork to approve it, but you have the power to ignite that process.  By thinking about where you want to be in 5…10…or 15 years, you can start working towards your goals NOW.  There are many different paths to success but here are some tips to help you along the way.

1.  DO YOUR CURRENT JOB WELL

I think this goes without saying so I won’t go into too much detail.  Of course, you must be performing satisfactorily in your current role if you would like to be promoted within your company.  Having a positive attitude might be a great add-on as well!!

2.  GET A MENTOR

80% of people who get promoted have someone higher up on the “food chain” who speaks favorably of them.  That being said, identify someone who you feel you can learn from and has been where you are trying to go.  This may be your immediate supervisor or someone 2 or 3 levels up from you.  You can actually have several mentors and it can be as formal or informal as you make it.  Maybe you have a set time to meet each month and you have questions written down or maybe you just chat whenever you can over lunch or on the phone.  Whomever you choose should be someone who you can trust to keep your conversations confidential.

3.  COME TO WORK EARLY / STAY LATE

In general you should be a few minutes early when you arrive to work.  I would say if you are supposed to be at work at 8:00, you should arrive at least by 7:45.  And as soon as the day ends at 5:00, you shouldn’t always be the first one out the door. Most managers work longer hours than their employees and if you want to be promoted, you should go ahead and adopt this practice. Coming early and staying late also shows flexibility and dependability, which is viewed very favorably in the workplace.

4.  DRESS “UP”

If you would like to be promoted, you must look the part and this means dressing a little bit more professional than what is required.  Take note of how management in your office dresses and follow suit (no pun intended).  If you notice that male managers wear a shirt and tie and the female managers wear heels, then you want to do the same.  Your supervisor has to already “see” you in the role you desire and this is somewhat determined by how you dress and carry yourself.

5. TAKE ON ADDITIONAL TASKS

You will be viewed as a team player if you occasionally take on more tasks than you are assigned.  Take the initiative to see if any of your team members need help.  Your manager will notice this.  Now, make sure when you take on these additional tasks your own workload doesn’t fall by the wayside. (See tip #1)

6.  ASSIST YOUR SUPERVISOR

Assisting your supervisor is key.  He will more than likely be the person doing the promoting and/or be your main cheerleader, so he must see your value and potential.  Do whatever you can to make his workload lighter….WITHOUT being the “teacher’s pet.”  You just simply make yourself available to assist when needed.

7.  IMPLEMENT NEW IDEAS / PROGRAMS

Regardless of what industry you are in, the ultimate goal of every company is to save money while making more money.  If you can initiate an idea that does either one of these, I would say you are well on your way to being promoted.  Companies normally identify some annual goals and perhaps a slogan for that year, center your idea/program around this.

8.  EXPRESS YOUR INTEREST TO BE PROMOTED

A lot of times people are never considered for promotions because no one knew they wanted to be promoted.  Also, your manager can’t groom or prepare you if he doesn’t know what area you are interested in.  Now, of course you shouldn’t walk into your manager’s office on day 1 and say you want to be promoted, but after a reasonable amount of time you do want to express your desire to move up.   Be sure to have an idea of what role you would like, so you can find out how to get promoted for that particular job.  Make sure you keep the lines of communication open and have frequent meetings with your supervisor.  Most employee reviews happen once a year, however, you should ask to meet once a month to discuss your strengths and opportunities for improvement.  This eliminates surprises during your annual review.   Ultimately, you must be patient and persistent because most promotions do not happen overnight.

9.  BE A DEPARTMENTAL LIAISON

When other teams/departments have an issue, you want them to think of you as the ‘go to guy.’   Learning a skill that no one else in your office knows how to do or being the best at something almost ensures this.  This way other people outside of your immediate department also recognize your value, which could give you more options as far as what areas you could be promoted to.

10.  GET MORE EDUCATION / TRAINING / SKILLS

Look into the job you want and see what education and skills are required, then do what is necessary to fill in any gaps you may have.  Get a certification, take an online training course, get better at public speaking, start a blog, join professional organizations and attend professional development workshops related to your industry, etc.  Oh yeah….as you’re doing all this, update your resume!

11.  GET LETTERS OF RECOMMENDATION

Getting letters of recommendation from those who you’ve done business with could prove extremely beneficial for you….especially if they are your clients.  After you have successfully completed a project or closed a deal, don’t be bashful about asking for a letter of recommendation.  Remember, you have a goal you are trying to reach – promotion. Three letters of recommendation should suffice.  And it doesn’t always have to be a formal letter.  If a  client emailed you praising your work, keep that email and use it as a recommendation.

12. KEEP A PORTFOLIO WITH YOUR ACCOMPLISHMENTS

This is actually something you could do for your entire career.  You should include things in your portfolio such as recommendation letters, certificates, awards, special projects, education, training, etc.  When it is time for your annual review, you are ready to show your value to the team. Use as much hard data as possible – numbers, dollars, and percentages.  Some companies may have a shared drive where they track all projects, but I highly recommend that you keep track of all your projects yourself.

BONUS TIP:  Not all promotions are vertical.  You may make a lateral move and it still be a promotion for you and get you well on your way to your ultimate goal.  Also, don’t get caught up in job titles.  Regardless of what the job title is, it is about the work you performed and what you accomplished.

Test Your Resume IQ

See how much you know about resumes by answering TRUE or FALSE to these statements.

  1. Your references should be included at the bottom of your resume.
  2. You should list a home and cell phone number.
  3. You should only put experience on your resume that you were paid for.
  4. An employer will look at your resume for 10 seconds or less initially to determine if he wants to call you for an interview.
  5. You have to put every job you have had on your resume.
  6. When listing your jobs you should put the entire address (street, city, state and zip) of the company that you worked for.
  7. When putting the dates you worked at a job it is acceptable to just list the year.
  8. It is very important to have extra-curricular activities on your resume such as professional memberships, volunteer work, etc.
  9. It is okay to use a font less than size 10 on your resume.
  10. When mailing your resume to an employer, it is okay to fold it to put it in a standard envelope.
  11. To make your resume easier to read, it is okay to capitalize, bold or underline things.
  12. Having just one mistake on your resume could disqualify you from getting an interview.
  13. When describing your job duties, you should use complete sentences.
  14. A resume is more likely to be considered if it has keywords and uses industry terminology.
  15. Your education should always be listed before your professional experience.
  16. It is acceptable to decrease the margins to fit more information on the page.
  17. You must have an objective to let employers know what job/industry you are interested in.
  18. You should list your supervisor’s name and phone number for each job.
  19. A lot of employers use resume scanning software to “weed out” resumes.
  20. You should use ‘Duties include’ or ‘Responsible for’ to describe your job duties.

Below are the answers to the statements above.  If you did not get all the answers correct, you should consider having a professional Resume Writer restructure your resume for you.  

1.  F                 2.  F                 3.  F                 4.  T                 5.    F

6.  F                7.  T                 8.  T                 9.  F                 10.  F

11.  T               12.  T                13.  F               14.   T             15.  F

16.  T               17.  F                18.  F               19.  T             20.  F

 

FAQ – Recommendation Letters

1)  Are recommendation letters really necessary?

Absolutely!  They are very important as job seekers look for ways to stand out to potential employers.  Having letters of recommendation that speak favorably of your skills and qualifications can be the difference in whether you are hired or not.

2)  What should be in recommendation letters?

They should include how the person writing the letter knows you and for how long.  They should also mention your skills, qualifications, character, work ethic, personality, etc. – things that would make you a desirable employee.  If you want to make sure your recommendation letter states specifics things about you, submit a rough draft to the person you are asking to write the letter and ask them to use that as a guideline.  Sometimes they may just tell you to write the letter and they will read over it and sign it.

3)  Who should I get to write recommendation letters for me?

Recommendation letters can be written by supervisors, instructors, co-workers, advisors, pastors, mentors and clients.  Also, if you are a member of a professional organization or volunteer for one, the leaders of that organization can write a letter for you as well.

4)  How long should I know someone before I ask them to write a letter of recommendation?

At least a year (or close to it).  However, there is an exception for an internship/co-op which you may have participated in over the summer or for 6 months.  Another exception is volunteer work.  Perhaps you just helped plan a luncheon or community service event and the planning process was less than a year.  The person writing the recommendation letter in this instance could just focus on your planning skills for that particular event.

5)  How many recommendation letters do I need?

Three – preferably a letter from people in 3 different capacities.  For instance – supervisor, instructor and an organizational leader.  This would show how you are at work, in the classroom and in the community….3 different aspects.

6)  How long should recommendation letters be? 

3/4 page to 1 page

7)  When should I give employers (or others) my recommendation letters?

You can give them your letters of recommendation up front when you are submitting your resume or after the interview when you are following up with a thank you letter.  If you are trying to gain the business of a client or form a partnership with someone, recommendation letters will come in handy to speak of your previous work and business relationships.

8)  Should I print my recommendation letters on resume paper?

Yes.  Print the cover letter, resume and recommendation letters all on the same resume paper for a polished, professional look.

9)  Is it better to give names and phone numbers as references or have the actual recommendation letters?

I think they serve the same purpose and are equal.  Some employers say if they have the actual letter that saves them the extra step of having to pick up the phone and call.  While other employers say they like to be able to call a person’s references in case they have specific questions they want answered.  However, do not submit both….one or the other.

10) When and how should I ask for recommendation letters?

You should ask for recommendations NOW!!  You want to ask for them and have them before you really need them.  You don’t want to wait until you are ready to apply for a job and have to pressure the writer to give it to you in a short amount of time.  You want to give them at least a week to write the letter and have time to make any changes that might be needed.  Remember, they are busy and your request is probably not the only thing on their ‘to do’ list.

You should simply call or speak with them in person and ask for a letter of recommendation because you would like to apply for a job, apply to graduate school or have it to add to your portfolio.  Also, send them a copy of your resume so they will be familiar with all of your experience and skills.  Keep them abreast of your progress and be sure to inform them if an employer will be contacting them.  Don’t forget to send them a thank you letter.

11)  Are endorsements on LinkedIn the same as letters of recommendation?

In today’s job market, your LinkedIn profile is the new job application.  Having endorsements from those in your network, can give you the “boost” you need to be seen as a professional or expert in your field.  Since your profile will mostly likely be seen before the interview; thus the endorsements will be seen before the interview, that can suffice as letters of recommendation.  (Tip:  Include the hyperlink to your LinkedIn profile on your resume to make sure employers will see your endorsements.)   However, when you follow up after the interview with a thank you letter, you can still include your actual letters of recommendation as a “reminder.”