Executive Resumes, Personal Branding & Executive Job Search

It's the elephant in the room. Employers aren't allowed to ask how old you are, but some interviewers try to get at your age indirectly by asking in what year you graduated or how old your children are. If you are sensing that your age is subtly or not so subtly being raised, try to deflect it by taking Scott Berry's approach: answer with another question. Instead of "I'm 54" try "How old is the demographic you are targeting?" If that doesn't work, here's another response that addresses the question directly and head-on (assume this interview is for a technology sales job):

"I'm glad you asked about age. I've given this some thought, and there are 6 distinct advantages I bring to the table directly relating to my having worked more than just a few years:

1. I would be a low-risk hire. As you can see from my resume, my career has progressed steadily, demonstrating that I have been highly valued by all of my employers and exceeded expectations in every position. That's a good predictor of what you can expect from me.
2. I can help you meet your numbers. Six months down the road, you can be pretty sure that your top- and bottom-line will be improving. (Show resume, spreadsheet, portfolio, graphs etc. demonstrating sales productivity.)
3. Hiring me rather than a relatively untested candidate will save you the possible costs, delays, and hassle of another recruiting effort. 
4. I've got street cred - I know what I'm talking about. I've been a player in the industry and know your target market's current technology solutions and their drawbacks. My ability to be agile and quick to grasp new technology solutions and where the market is trending gives me an advantage over less experienced sales reps.
5. I know my way around all kinds of people. This can come only from experience in the trenches. I've got the kind of good instincts that it takes to build relationships and adjust my approach to people in different roles and levels in the company. 
6. I'm a sales pro. I know what works in sales. I know how to get to the close and then deliver the sale.

I went to a holiday party last night with a lot of renewable/green/sustainability folks and had a talk with someone there about how she got her job. This is her story (paraphrased):

"I was laid off in 2008 early in the recession. I thought, 'No problem, I've always gotten jobs easily before.' I went ahead doing networking and watching my favorite job board, Idealist.org. Eventually I saw something on Idealist.org.  They had a great job posted for this organization (energy nonprofit where she works now), but my application went nowhere. Then, after a bad year of just not getting anything, I took some advice I'd read somewhere and got a volunteer job. Because my career goal was to work at a nonprofit, I identified four places I'd like to work, and I volunteered at one of them, the PEM Museum (highly regarded smaller museum). That was great because I got references from them that covered some of the time I'd been unemployed. I submitted the references here and was offered a part-time job. I took it and also accepted a fellowship I was offered at the museum. And then took another job so I was working three jobs. When a full-time option came up here I was able to grab it. So I love it here, and it's a great job."

What's the takeaway? VOLUNTEER! I've heard executive recruiters say they'd rather see some meaningful volunteer work on someone's resume than "Consulting." Recently tweeted about an article on CIO Magazine's site that listed "passion" as one of the key attributes companies are looking for in key IT hires. Passion for anything, not just IT, they said. So, in choosing a volunteer activity, go with one related to your field and/or your passion.

Cross-posted at Career Hub Blog

Went to a holiday party last night with a lot of renewable/green/sustainability folks and had a talk with someone there about how she got her job. This is her story (paraphrased):

"I was laid off in 2008 early in the recession. I thought, 'No problem, I've always gotten jobs easily before.' I went ahead doing networking and watching my favorite job board, Idealist.org. Eventually I saw something on Idealist.org  and they had a great job here (location of party), but my application went nowhere. Then, after a bad year of just not getting anything, I took some advice I read about and got a volunteer job. Because my career goal was to work at a nonprofit, I identified four places I'd like to work, and I volunteered at one of them, the PEM Museum (highly regarded smaller museum). That was great because I got references for the time I'd been unemployed. I submitted the references here (energy nonprofit where she works now) and was offered a part-time job. I took it and accepted a fellowship I was offered at the museum. And then took another job so I was working three jobs. When a full-time option came up here I was able to grab it. So I love it here, and it's a great job."

What's the takeaway? VOLUNTEER! I've heard executive recruiters say they'd rather see some meaningful volunteer work on someone's resume than "Consulting." Recently tweeted about an article on CIO Magazine's site that listed "passion" as one of the key attributes companies are looking for in key IT hires. Passion for anything, not just IT, they said. So, in choosing a volunteer activity, go with one related to your field and/or your passion.

Cross-posted at http://www.aresumefortoday.com/high-tech-resumes/

Innovations in video conference technology are changing the job interview. Skype interviews are becoming more common. While you may not have to worry about traffic, parking, and making sure you arrive ten minutes early to the interview, Skype interviewing has its own rules to follow.

Make Sure Skype is Working

Your technology has to be ready for the video interview:

 • Make sure to download and test the Skype software well before the interview. This means configuring the audio and checking the video quality.

 • Use a professional Skype username. Not a good idea to to introduce yourself as “BigJohnnySurfGuy59.”

 Remember: They Can See You

 • Smile. Smile. Smile. By smiling and maintaining eye contact, you can directly engage the interviewer and make a real connection.

 • Dress for the occasion. Wear something that won’t clash with the camera. Dress in solid colors and avoid patterns that might confuse the eye. Also, just because Skype only shows the top part of your body, exchange the pajama bottoms for something that is as formal as your top half. You'll feel more professional!

 • Style your hair and apply make-up. Skype technology can pick up most blemishes and loose strands, so be sure to look like someone who has not just rolled out of bed.

 • Use proper lighting. The interviewer should be able to clearly see you.

 • Clear the background and make sure there are no cult movie posters or distracting paintings hanging in view.

 • Write out notes and prop them up on the keyboard to remind yourself of your career brand, success stories, and the questions you've prepared. 

The Skype interview doesn't have to be scary. For many people, interviewing from their home base helps them feel more comfortable and able to communicate effectively.

For more info, visit Alison Doyle's post on about.com. 

A good first impression can be squandered without an equally good follow-up. It's important to follow up with the employer in a way that shows your continued interest and helps your candidacy. Here are 10 tips:

1. Send a thank-you note on the same day as the interview. Make it handwritten, sincere, and appreciative of the interviewer's time. This gesture alone differentiates you from the competition who often don't send thank-you notes.
2. Don't just thank them for their time. Clarify any points that you failed to communicate well in the interview. Expand on some of your answers to more clearly demonstrate how you can add value. 
3. Write a brief email with key achievements you didn't have time to mention, such as how you increased productivity, cut costs, or expanded the client base at your previous job.
4. Use a range of different media for follow up: phone, fax, email, snail mail.
5. If you've got an idea about how to help the company achieve its financial and strategic goals, don't be afraid to mention it along with a brief Challenge-Action-Results verbal snapshot about how you helped your employers in the past.
6. Show the employer that you made their company a priority by keeping up with their business news. Attach to an email a news article citing the company's entry into a new market, adoption of an emerging technology, upcoming acquisition, etc. Make an intelligent comment about that news.
7. Have a professional reference call your interviewer to really drive home the point that you are the right person for the job.
8. Before following up, make it a point to do some research on company culture. Ask an employee what it is like to work there and what it takes to be successful at the company. If you're lucky, your interest may get passed along up the office chain of command.
9. Be patient. The hiring process can take longer than you might think. Regular follow-up once every two weeks or so makes sense.
10. Be persistent in terms of getting through to the hiring manager. If you have something of value to convey, make 10 or 11 attempts (an average number required to reach a busy executive!)

An assertive follow-up effort can make you a more attractive candidate. So, put your thank-you card in the mail, pick up the phone, and improve your odds of getting a second interview.

Job interviews are like first dates. The follow-up can make or break you. Let's say you've clinched the job interview and left the employer with a firm handshake and a good impression. You don't want them to think you weren't that interested in the job, so get ready to plan your next meeting. Your getting hired may well depend on how you choose to follow up with that employer.

When following up after an interview, you don't have to appear to be "the desperate job seeker." In fact, the real truth is that the employer needs YOU. So be prepared to show them some value that you bring to the table. You are the one with the skills, background, and expertise to help that employer solve some pain the company is having or jumpstart growth. But it's easy to make a mistake in the follow up. So, heed these tips:

1. Don't call just to follow up. After all, how does your following up benefit your potential employer? Call with something meaningful to say. 
2. Don't send your resume again. They already have it. Doing so will only clutter their inbox.
3. Don't call back the same day. The interview process takes a while and they are likely to be interviewing other candidates.
4. Don't leave long-winded voicemails inquiring about the hiring process.
5. Don't send emails about the voicemails that you left. Overdoing it can be a turnoff to the employer
6. Don't sound frustrated or annoyed on the phone if they are not responding in the way you would have liked.
7. Don't go over the head of your interviewer. If your interview is with the senior program manager, don't try to contact the CIO.
8. Don't skip the follow-up phone call altogether. This makes you appear uninterested.
9. Don't miss their next phone call. Make time right then to speak with them or set a firm appointment for another time when you are free.
10. Don't let them forget about you. Send a thank-you note after your interview. Then get in touch with them in some of the ways listed in my next blog post.

So, find a happy medium between stalker and slacker when following up after an interview. The goal is to help the interviewer remember you and want to engage with you further.

Photo by scottchan: Cloud Computing Technology Concept

Matt Ferguson, the CEO of CareerBuilder.com, the largest online job board, has a uniquely broad view of the labor market. And what he sees is that, despite high unemployment, there is a major labor SHORTAGE in some niche fields, including technology, engineering, and health care.

In his article in the Harvard Business Review, "How American Business Can Navigate the Skills Gap," Matt suggests several strategies for addressing what he views as a critical skills gap that, if not addressed by business and government, could cause "a long range structural problem."

One of those strategies is retraining. For example, if you are an IT professional and can't find work, consider retraining in one of the IT niches that are in demand right now. Cloud developers is one such area. 

ComputerWorld lists 11 skills that are hot right now. They include:

1. Programming and application development (Java, for instance)
2. Project management
3. Help desk / technical support
4. Networking (& virtualization)
5. Security
6. Data center
7. Web 2.0
8. Telecommunications
9. Business intelligence
10. Collaboration architecture
11. Business acument and communication

(Beautiful image by Federico Stevanin)

What?? Here we've always been told that giving positive feedback is important. And we've always felt it helps improve behavior (of our co-workers, direct reports, spouse, kids!) So what does the new study on the subject suggest for job seekers in particular?

A Harvard Business Review blog post by David Rock, Praise Leads to Cheating, suggests some provocative conclusions. A Carol Dweck study presented at the NeuroLeadership Summit in 2011 finds that praising someone's talent, intelligence, or some other quality viewed to be "inborn" makes the person more inclined to lie about their performance (3x more likely) and less likely to take risks.

Those whose work is praised are more likely to take learning risks and be truthful about their performance. The critical distinction here is between praising someone for a static trait s/he is born with and for a work product that is the result of effort. Dweck is quoted as saying:  "trusting in the value of hard work and effort is not just a stronger predictor of success, but a much more powerful motivator."

She contrasts the "fixed" mindset of people in the "inborn quality" camp and the dynamic, willing-to-take risks-and-learn-new-things attitude of those who believe that their hard work will produce results - she calls it a belief in the neutroplasticity of the brain.

What does this mean for job seekers? Job search involves large elements of learning new behaviors and information and taking significant risks. If you can prime yourself with the belief that you can, by hard work and trying new things, be successful at getting a job, you will be much more likely to acheve your goals.

Let go of any ideas such as "more talented people than I are getting the jobs," or "you have to be really smart to do that," or "I'm not as good as the rest" or any other belief in the fixed quality of your traits. 

Focus instead on your ability to make something great happen for yourself through dint of hard work and taking risks. Risks would include networking boldly and actively and directly approaching hiring managers. They would also include becoming more active in online conversations (LinkedIn, Twitter). It's within YOUR power!

(Beautiful image by Federico Stevanin)

What?? Here we've always been told that giving positive feedback is important. And we've always felt it helps improve behavior (of our co-workers, direct reports, spouse, kids!) So what does the new study on the subject suggest for job seekers in particular?

A Harvard Business Review blog post by David Rock, Praise Leads to Cheating, suggests some provocative conclusions. A Carol Dweck study presented at the NeuroLeadership Summit in 2011 finds that praising someone's talent, intelligence, or some other quality viewed to be "inborn" makes the person more inclined to lie about their performance (3x more likely) and less likely to take risks.

Those whose work is praised are more likely to take learning risks and be truthful about their performance. The critical distinction here is between praising someone for a static trait s/he is born with and for a work product that is the result of effort. Dweck is quoted as saying:  "trusting in the value of hard work and effort is not just a stronger predictor of success, but a much more powerful motivator."

She contrasts the "fixed" mindset of people in the "inborn quality" camp and the dynamic, willing-to-take risks-and-learn-new-things attitude of those who believe that their hard work will produce results - she calls it a belief in the neutroplasticity of the brain.

What does this mean for job seekers? Job search involves large elements of learning new behaviors and information and taking significant risks. If you can prime yourself with the belief that you can, by hard work and trying new things, be successful at getting a job, you will be much more likely to acheve your goals.

Let go of any ideas such as "more talented people than I are getting the jobs," or "you have to be really smart to do that," or "I'm not as good as the rest" or any other belief in the fixed quality of your traits. 

Focus instead on your ability to make something great happen for yourself through dint of hard work and taking risks. Risks would include networking boldly and actively and directly approaching hiring managers. They would also include becoming more active in online conversations (LinkedIn, Twitter). It's within YOUR power!

(Beautiful image by Federico Stevanin)

What?? Here we've always been told that giving positive feedback is important. And we've always felt it helps improve behavior (of our co-workers, direct reports, spouse, kids!) So what does the new study on the subject suggest for job seekers in particular?

A Harvard Business Review blog post by David Rock, Praise Leads to Cheating, suggests some provocative conclusions. A Carol Dweck study presented at the NeuroLeadership Summit in 2011 finds that praising someone's talent, intelligence, or some other quality viewed to be "inborn" makes the person more inclined to lie about their performance (3x more likely) and less likely to take risks.

Those whose work is praised are more likely to take learning risks and be truthful about their performance. The critical distinction here is between praising someone for a static trait s/he is born with and for a work product that is the result of effort. Dweck is quoted as saying:  "trusting in the value of hard work and effort is not just a stronger predictor of success, but a much more powerful motivator."

She contrasts the "fixed" mindset of people in the "inborn quality" camp and the dynamic, willing-to-take risks-and-learn-new-things attitude of those who believe that their hard work will produce results - she calls it a belief in the neutroplasticity of the brain.

What does this mean for job seekers? Job search involves large elements of learning new behaviors and information and taking significant risks. If you can prime yourself with the belief that you can, by hard work and trying new things, be successful at getting a job, you will be much more likely to acheve your goals.

Let go of any ideas such as "more talented people than I are getting the jobs," or "you have to be really smart to do that," or "I'm not as good as the rest" or any other belief in the fixed quality of your traits. 

Focus instead on your ability to make something great happen for yourself through dint of hard work and taking risks. Risks would include networking boldly and actively and directly approaching hiring managers. They would also include becoming more active in online conversations (LinkedIn, Twitter). It's within YOUR power!

If, like most people in this brave new world of job search, you're pinning your hopes on sites like The Ladders and other job boards, it's time to shift your hopes to social media. Read Nick Corcodilos' take on The Ladders, a resource similar to a job board, in his Ask the Headhunter blog post to find out his take on that service.

Social media? You mean like Facebook?!? It's worth a shot, so is Twitter, but the big bonanza is with LinkedIn. Check out these stats from a survey by jobvite reported in CIO Magazine's blog post by Meredith Levinson:

63% of IT job referrals are shared on LinkedIn

18% are shared on Facebook

17% are shared on Twitter

63% of employers have successfully hired a candidate through social media

95% have hired someone using LinkedIn

With metrics like these, you can't afford to neglect the social media channel as an important component of your job search. Yes, networking (often leveraged by using LI's database and process) is still the boss, but, as an adjunct, do these things:

1. Put a complete profile up on LinkedIn including a professional photo - and make sure it's focused on what you want to do next and that it's on-brand.

2. Pay close attention to the keywords you use: they will determine whether a hiring manager finds your profile in a search.

2. Add some bells and whistles to your LI profile: links to other websites where you can be found online, a PowerPoint Presentation, a list of relevant LI groups you participate in, a video, etc.

3. Take advantage of LinkedIn job search tools and searches.

4. Consider whether you have the time to invest in Twitter and, if you do, follow thought leaders and contribute yourself.

5. Do the same with Facebook - remembering that your identity there has to be 100% clean.

Your online identity - what a hiring manager finds in a search of your name - is becoming increasingly critical, with 45% of employers saying they ALWAYS search someone's online profile before hiring them. Start with setting up or improving your LI profile, and good luck!