Last week I asked this question on Twitter and LinkedIn, "What should job seekers leave OFF of their resume?"  As of this writing, this question has generated 44 responses from recruiting, career, HR, and resume professionals and hiring managers.  The number one thing that was suggested to leave off of your resume is something that most job seekers simply put on there because that's how it has traditionally been done.  I'm talking about the Objective at the top of your resume. 

These days, if your resume is not laser focused on the job for which you are applying there is a good chance it will not make the cut.  An ambiguous Objective statement right at the top of your resume does nothing for that focus.  Career coach Ann-Marie Ditta suggested leaving off  "An objective that states "looking for a growth oriented opportunity where I can use my skills and experience" So what, it says nothing to the hiring manager other than you are desperate, self focused, or need a career coach. Avoid cutesy email addresses. "

Veteran recruiter Michael Kelemen, (AKA the Recruiting Animal) concurred with nixing the Objective, "I would leave off the OBJECTIVE or SUMMARY if they are just filled with hackneyed stuff like telling me they're results-oriented, time-sensitive workers. I've actually asked people for evidence of these claims. They tend to be shocked and angered by the question - again because they just mindlessly put down what some ancient resume book tells them to."

David Graziano, Darryl Dioso, Michael Keane, Andy Lester, Eric Thomas, Courtney Wunderlich, Tiffany Skoog, and Mike Avillion all agreed on eliminating the Objective.  There were only a couple of respondents who disagreed.  One caveat may be for a new grad for whom it's not obvious what they are seeking in a career.  But in general, I think if you are going to put anything in that top spot, it should be something of a positioning statement that speaks directly to the job description and includes every keyword in the employer's requirements.  If you don't have the background to back that up, you may not be a fit for the job.  Absolutely do not put anything there that is ambiguous.  When in doubt, leave it out.

The other main suggestion that was conveyed by the respondents is that job seekers should leave anything off of their resume that does not directly relate to the job at hand.  I think that is clear enough and covers quite a bit.  Less is more.  Bill Vick, author, and founder of ExtremeRecruiting.TV, suggests even that the resume itself is one of the smaller tools in a successful job search.    

"I think what should be included is as important to look at as what should be left off.

Too often smart, brainy and talented people forget what brought them to the party in the first place and spend so much time dinking around with their resume they seem to forget people hire people - not resumes.

Like driving your car glance in back of you as you drive down that road to your next job but concentrate on what's ahead and tell 'future' stories of what you can do - not what you have done. Telling is not selling and ultimately over 70% of all hires are done because of a reference or relationship. Focus on those, not your resume."

Thank you to all those who responded to this question, making this great list possible.

The top 10 things to leave OFF of your resume. 

10. Religious or Political Affiliations

9. Toastmasters

8. Hobbies

7. Photos

6. MENSA

5. Compensation

4. Family Info (Marital Status, Children, Pets)

3. References Available Upon Request

2. Anything not relevant to the position for which you are applying

1. Objective

View the full list of responses here.  What's your opinion?  Would love to hear your comments.

 

View additional comments at the RecruitingBlogs.com posting of this article:  http://www.recruitingblogs.com/top-10-things-to-leave-off-of-your-resume

Labels: careers, Hiring, interview tips, Job Hunting, jobs, LinkedIn, Recruiting, Resumes, Social Media, Twitter

This is how a highly skilled recruiter tackles an opportunity to land a dream job. 

I got to know Karla Porter through various recruiting networks over the last year or so, and more closely through Twitter over the last several months.  I have grown to respect her opinions, ideas, and her straight forward generosity.  So when she sent me a note on Twitter that said basically, "We are supposed to be the experts at this and I have a job interview pending that is making me very nervous", I immediately sent her some info to reassure her and offered heaps encouragement.  I asked her to keep me updated, and we kept digital fingers crossed through direct messages on Twitter for the next few weeks.

I didn't realize quite what Karla was going through until she told me one day that the finger crossing had worked and that she was offered this very high profile position.  I asked her to email me the details and she did.  But what she sent me was a lesson in expert preparation, interview strategy, and follow-up worthy of review by anyone pursuing a new job opportunity.

"I was a high volume, full-cycle Recruiter for entry through executive level positions in a fast-paced call center. I was there for 7.5 years and was so busy and entrenched I really never looked for another job in all that time. I was very comfortable there, live 5 minutes away and had a good amount of autonomy which I liked. For the past year or so I had toyed with the idea of independent recruiting and the dream of working from home but I know it's a tough market to break into and I never moved on it. I did join an on line staffing service that sucks $68. a month out of my bank account for backend services which I have never used. I think it is wrong I should have to pay a monthly fee and a sizeable cut of the commission too. Something about lifetime residual income doesn't sit right with me. Joining must have been some kind of psychological plea because I could be giving that money to charity each month and it would have a purpose, and I know better. I need to cancel my account.

About a month ago I received a call to ask if I would be interested in interviewing for the Director of Workforce Development position that was recently made vacant by a person who had been in the position for many years. I know this person and she liked the job very much but she had moved on to another chapter of her life. I figured I should give it a shot after I read the job description and it sounded about 85% like me. The other 15% I had no clue about but I scanned for the word algebra and it wasn't there so I assumed it would be safe.

The interview was a 6 person panel and really very conversational. It wasn't the stiff corporate interview I expected or the kind I am used to conducting myself. They said they were looking for "fit" and that they had narrowed down a flood of resumes to 6 very qualified candidates. All the interviews were conducted the same day and I was the last person scheduled. I decided that after a day of interviewing the panel would probably be ready to go to sleep from exhaustion so I strategized to wake them up and engage them.

I went prepared with a flash drive of work examples. They didn't want to see any of it. They said they were familiar with both my professional work and service to the community and my skills were not in question. The interview was scheduled for 45 minutes but they talked with me for 1.5 hours.  I would be kidding myself and you too if I said I didn't have some butterflies behind my rib cage the first few minutes. it had been a very long time since I was on the other side of the table. I took the approach to interview them; asking questions that I knew would set me up for success. Questions like, "Are you looking for someone to maintain the functions of the position status quo or move it to the next level?" and "How important is it that the candidate of choice understand the changing demographic of our local workforce?" These were questions that I knew the answers to and that I asked to further cement my skills, talents and experience in their minds. The interview was full of thoughtful, passionate, dynamic conversation with a sprinkle of humor. I left with a really good feeling.

I also let people I have a solid history with that I would want to use as references know I was interviewing. I called them the day before the interview to let them know of my intent, to let them know of my excitement at the opportunity and to ask for advice. Without having to ask for support they offered to make phone calls to let the organization's leaders know I would be a valuable asset to have on board. I was thrilled!

I did everything that I would expect a top candidate to do; down to the handwritten thank you notes promptly sent the day after the interview, etc. I focused on accomplishments not a laundry list of responsibilities in my resume. I talked to a couple of Recruiters I respect and a friend who is a marketing genius about the opportunity and my interview strategy. I never acted interested in salary during the interview and of course didn't bring it up. When asked why I was interested in the position I said it was my desire to serve my community that compelled me to apply and that I was not an active job seeker. I told them I was perfectly happy with my job but that the opportunity to use my talents for the greater good of the community was more attractive than using them for just one organization.

A week later I got a call asking if I was still interested. There was discussion of salary and benefits and I found out I was one of two final candidates. I offered to come for a second interview or to be assigned a project of their choosing. I was told it wouldn't be necessary but it was putting me over the edge in a good way to offer and that my energy was impressive and to just sit tight. The next week I got the offer call. Though I had very positive feelings the entire time, I was concerned politics might get in my way because I am not politically connected and I didn't know who the other candidate was. I feel really good that wasn't the case, that I was offered the position based on merit and that they were savvy enough to recognize the best person for the job.

My boss claimed shock when I called to give my resignation notice. Other senior staff was surprised too.  But honestly, they shouldn't have been. For years I had worked outside of my job description, stretching it and pushing the boundary of it into other areas. I developed business cases and did presentations on the use of new recruiting technologies and employer brand management, educated my peers at other sites and superiors on Gen Y and effective strategies for multiple generations to work together, driven attract and retain initiatives, developed relationships with Area Agency on Aging for older workers, local technical schools and colleges. I was selected to serve on committees with Directors and VPs regarding HR and other areas like the integration of emerging technologies, for example. This in addition to 185 hires last year alone (The Generalist and I shared an admin assistant but it is a one Recruiter site). The hours were often marathon like.

These were things that my peers at other sites and our HR VP's were not versed on; they all just rely on internet job boards, newspaper classifieds and job fairs. I openly asked for opportunity which was often given but rarely recognized for in the way I had hoped. My hope had turned out to be an unrealistic one, that the company would recognize my contributions with a promotion or the creation of a specialized position. Senior leaders through the highest level expressed that they were sad to lose me but happy for my opportunity. I felt weird about it because I would have stayed with them had they allowed me to grow formally within the organization. Instead, it took an outside organization to recognize my value.

I'm overjoyed to have accepted a wonderful opportunity and high profile position in the community with what I see as endless possibility. I start April 10^th, wish me luck...."

Karla Porter can be found on major social networking sites. She welcomes you to follow her on Twitter @karla_porter .  I highly recommend that you do.  -CF

Labels: careers, interview tips, Job Hunting, Recruiting, Twitter

Very funny post on EmploymentMetrix.com about the extremes some job hunters go to in order to get noticed.  Talk about branding yourself!  Great stuff, enjoy.

EmploymentMetrix.com: Extreme Job Hunting - How Far Would You Go to Get Hired? by Jeremy Hatfield

"Experienced M.I.T. grad for hire," and "I will buy an interview," are the messages of many brave job hunters looking to draw attention to their career aspirations. On a daily basis we hear major corporations reducing human capital as a means for cutting costs and counteracting this recession. Jessica Dickler of CNNMoney.com recently reported that candidates outnumber job openings three to one. Is it any wonder that individuals seeking jobs will go to extreme lengths to attract the attention of potential employers?

The Untraditional Method for Finding Employment

Put aside the traditional methods of attending job fairs, emailing resumes, and networking.  Those tactics work in a stable economy, with normal unemployment rates, but when times are tough it is a MUST to stand out from the crowd!

Desperate Times Call for Creative Measures

Many professionals are pioneering new job search tactics as evidenced in the following job search stories.  Keep in mind that these guerrilla tactics should be taken with a grain of salt as not all of these actions have resulted in employment.  

Send Tangible Objects To Get Their Attention!

. After an interview, one candidate followed up with the interviewer by sending him a T-shirt that said, "I interviewed Bob and lived to tell the tale."

. Another applicant sent his resume on a giant hamburger roll, implying that "he was on a roll."

. After going on a first interview and taking notice of an employer's relatively empty office the job seeker showed up for the second interview with a plant to "add some life". 

. It's even been reported that some job seekers have used singing telegrams as a creative way to get their resumes in front of prospective employers.

. One applicant had breakfast delivered to the office he wished to work at for an entire month until he was finally hired. 

So if you are looking for ways to get a potential employers attention, below are a more extreme job search tactics to consider.

Sell Yourself

A few job seekers have tried putting their services up for auction on eBay. This was successful in gaining the professionals attention but also led to eBay removing the listings from its site.  Perhaps they overpriced their services?

Create Public Visuals

.Now famous Joshua Persky, stood in the streets shamelessly self promoting his skills on a wooden sandwich board while passing out resumes to passersby.

.Javier Pujals had the interesting idea to pay companies for their time.  If they took the time to interview him he would pay them based on the type of position he was being interviewed for. Employers could visit BuyAnInterview.com to access his fee schedule. 

.One candidate even rented a billboard and placed a personal advertisement within view of a company's office so the HR representative would see it.

Place a Bounty

One job seeker leveraged his personal network of family, friends, and colleagues to help him in his job search.  He offered a cash bounty to the first person who referred him to his next job.

So How Far Would You Go To Get Your Next Job? 

Would you audition on American Idol to sing your resume objectives?  Or hire a sky writer to inscribe your contact information within the clouds?  Whatever the method you use in these tough times, keep the outcome of your actions in mind.  Remember to maintain a level of professionalism in whatever tactic you choose to distinguish yourself from the crowd and understand that if one of these crazy antics does get you're hired that you'll have an interesting reputation to live up to.  Good luck and happy hunting!

Posted by Jeremy Hatfield

Labels: branding, Hiring, interview tips, jobs

I often advise candidates on targeting their answers in a job interview.  But sometimes this gets misinterpreted.  It's something hiring managers will complain about occasionally,  "I think the candidate was just telling me what I want to hear."  Avoiding that seems to be a very slippery slope, and a very fine line when trying to do your best in a job interview.

It is always a good idea to ask the interviewer what they feel are the most important qualifications to have in the job for which you are interviewing.  Listen carefully to the response.  Then try to target your answers accordingly.  What you want to avoid is attempting to interpret what the interviewer wants to hear in answer to each question.

Interview questions come in all shapes and sizes.  Some are quite innocent and straight forward.  Others are designed to see how your respond to tricky questions.  Others still are open ended and attempt to get you to "speak freely" about a subject.  Don't attempt to get tricky in your response.  Just remember what the job is, and what the interviewer said are the qualities they feel are important.  Highlight the truth about your background and skill set that compliment those things.

It will help to be well prepared.  Be sure you know your resume as it applies to the job description.  In a great article written by A-List Solutions' Jeff Lipschultz on How To Prepare for the Interview, Jeff suggests making a check list to bring with you to the interview:

• On the left side of your desk, put the job description (and any other company information beyond the job description—a good recruiter will have this, along with the company’s web site).  Put your resume to the right.  Then put a blank sheet of paper next to the resume.
• Literally connect requirements and company info on the left with the resume experiences and skill set on the right.  Literally, it’s like connecting the dots with a crayon—child’s play!  Hopefully, you create a complex web of connections as you may connect a requirement to several spots on your resume.  And several requirements on the left may link to the same experience on the right.  These connections are checklist items.
• Build your checklist by listing the requirements (and related company info) along with the best examples of your ability and experience.  You should include boxes to check off as you interview.  You need not write out details, as all you will need is some code words to remind you of the example(s) you want to share.  More

And what about those tricky interview questions?  It may help your nerves a bit to know, in advance, what some of the seemingly innocent and obviously tricky questions you may be asked are geared toward.  Colleen Clark has a nice list of What an Interviewer Wants to Hear on Monster.com.

What motivates you the most?
They want to know what gets you out of bed - helping people, building a safe facility, developing teams, completing projects on time, implementing fair and honest practices, making people laugh.

How would you describe your personality?
Mention two or three personal characteristics that you are confident about -- a sense of humor, patience, supportive of others or highly versatile. Try to make them relevant to the company or position being applied to. If you have done any assessment testing, take words you most identify with out of them. Of course, prepare for this question beforehand.

How do your subordinates perceive you?
Stick as much as you can to work-related skills that you know they know you have. Interviews are not personality disclosing interrogations; they are to ensure you have the skills and fit to do the job. Say you are conscientious, ambitious, tenacious or helpful.

What can you offer us that other candidates cannot?
You have no idea what the other candidates bring to the table so your best answer is to mention at least two benefits you will provide: I will save the company money on.... OR I will decrease OR improve OR increase OR implement...

What is the most demotivating work environment for you?
This question comes in the back door of what kind of people or office personality do you like best? Negativity, inflexible, non-team supported or closed-door policy are safe answers and not too revealing. You can always turn that question around and say, work environments that are supportive, friendly, helpful and congenial are my favorite places to work.

Where would you like to be in five years from now?
Keep in mind that you are not interviewing for any other position than the one you are there for right now. Best you say something like, I hope to still be working for the company and hopefully promoted based on my accomplishments. Telling them you want their job is not a job idea or saying that you want to start your own business, but you need some practical experience first, do not go there.

What important trends do you see coming in our industry?
This is your opportunity to tell them your opinions and to show that you have read up to the minute articles or books on what's coming down the pike.

In your last position, what where the things you liked the least? The most?
Have a reserved list ready of activities or tasks that you don't like, but really try to accentuate the positive as best as you can. Know your must-haves and flexibilities.

So now that you have seen these questions, remember not to try to do any interpreting on the fly by saying what you think the interviewer wants to hear.  Know yourself, your background, and your skills.  Know how they apply to this job.  Target your answers, but don't suck up.  A savvy interviewer will spot it and likely rule you out as a candidate. 

The bottom line is that if you are well prepared, you will be most likely to do well in an interview.  Being prepared gives you confidence and a positive attitude.  And if that still isn't enough to you you the job?  Chances are there are other factors involved about which you will never know.  No use worrying about them.  It's also possible that the job is not right for you.  In which case you chalk that interview up to good experience and move on. 

You will land the right job if you continue to prepare properly and stay positive.  Happy hunting!

Labels: careers, First Impressions, Hiring, interview tips, jobs

I have collected the most clicked upon recent links that I have shared on Twitter about interviewing and job searches as compiled by Tweetburner.

There is some great info in these articles.  Hope you find them helpful.  If you want to tune in for these links in real-time you can follow me on Twitter, http://www.twitter.com/fishdogs, where I am always sharing great career, hiring, marketing, and branding tips daily.  I will continue to list them here as well. 

Let me know what you think.

1. fishdogs: Life after layoffs: How to move forward after a job loss: http://twurl.nl/qxv5vj

2. Preparing For Your Next Job (Hint: start now) http://twurl.nl/qiq8y8

3. Happy Thursday good Twittizens: Do You Want Your Executive Resume to Generate More Interviews? http://twurl.nl/i31k2g

4. In Depth Interview Preparation and Checklists: http://twurl.nl/tekq3w

5. 8 Job Interview Tips: http://twurl.nl/vrccwv

6. Looking: Applying, Follow-Ups, and Interviews: http://twurl.nl/ns5zyf

7. Phone Interview Tips for Entry Level Job Seekers: http://twurl.nl/sc7tyh

8. The Idiotic Things People Say in Interviews : http://twurl.nl/d78rc1

9. How To Prepare for a Newspaper Interview: http://twurl.nl/cakyus

10. Pour some sugar on my . . .job search.  http://tinyurl.com/6mh9l4

11. Job seekers, don't take December off, experts advise:http://twurl.nl/sa0hlv

12. The Importance of Interview Practice: http://tinyurl.com/6rrdoe

13. Resumes and Interviews: A Thin Line Between Embellishment and Lies:http://twurl.nl/8ixvg5

14. Can social networking hurt your job prospects? Or help them?http://twurl.nl/tbvalr

Labels: branding, careers, Hiring, interview tips, jobs, Resumes, Twitter

These are some of the standard interview tips I give to job candidates prior to an interview.  Of course there are endless other suggestions that can be made on a case by case basis.  But this is a solid general list.

Follow these tips all the way to a job offer.

• Be confident

• Ask the interviewer what he or she believes is the most important skill for this job.  Gear your answers to highlight that skill in your experience

• Answer questions thoroughly.  One to two paragraphs, never one word answers.  But don't give   a full page answer either.  If you feel that more answer is  necessary but have already given your one or two paragraphs,   stop and ask if this is what the interviewer is looking for and would they like you to continue.

• Be specific - you don't want an interviewer to feel that they have to pry information out of you.

• Don't say anything negative about your current or former employer.

• Remember that your object is to get a job offer.  So no matter what you think about this job, you want to be professional, enthusiastic, and get the offer.  You can't turn down an offer you never get.

• Towards the end of the interview ask the interviewer if there is any reason you are not a perfect fit for the job. If they give you a reason, then answer this objection.  "I have done something very similar to this (give example), and I am a very fast learner.  So I really don't see this a being an issue."

• Close again - any other reason you wouldn't offer me this job?

• Express your interest in the position:  "I am really interested in this position." or even "I want this  job, I am perfect for it, it is perfect for me."  Be enthusiastic!  Many people interviewing for a job feel that it is implied by their being there that they are interested in the  position.  But often after an interview the employer will call me and say that they "really liked so and so, but they just don't seem that interested in the position."  So and so didn't ask for the job.

• Find out what is the next step.  If an interviewer commits to you what the next step is during   the interviewer they are much more likely to follow-up   accordingly than if you don't get that commitment.

• Say thank you.

Related Fun:  Here are some crazy interview questions...

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Labels: branding, careers, interview tips, jobs