Blog: Randy Anderson

You are a unique, focused person with job experience that would apply to many positions.  You have skills that would be highly prized by almost any employer. 

For these reasons and more, you would not say yes these questions: 

Are you generic?  Do you have no experience that relates to the job you are applying for?  

However, if you use the same general resume for every application – your resume may be saying yes to those questions for you. 

If you find a position you want, take the time to tailor your resume to fit it.  Here are some quick tips to make your resume relevant

1.  If you have a long list of old positions, unrelated to the one you are applying to, remove them.  These positions are clutter and will do nothing to support that you are the right person for the job. 

2.  If you have long lists of duties that are unrelated to the job you are applying to – refine the list to emphasize the skills, knowledge and traits specifically listed in the job description. 

3.  If you were to remove the objective from the top of your resume – would a person be able to tell what it is?  Make sure that your objective is both clear and supported by the every detail of your resume.  Even if you are applying to a new field and the jobs on your resume are not the same as what you are looking for – if you emphasize the skills and traits that are transferable and support your objective, your career goals will be clear. 

If the job is unique, and you are a fit – bring your resume in line and your chances of success will improve!

(Quick Jobing.com Tip – Save up to ten unique resumes using your My Jobing! account so your relevant resume is ready-to-go!)

Confidentiality in your job search – choose the level that is right for you!

On Jobing.com you have the ability to make your resume searchable, confidential, or hide your resume from individual employers. 

Here is an easy step-by-step list of how to adjust/view the privacy settings on your resume:

1. Log into your My Jobing.com Account.

2. Click on the Resume tab.

3. Click on the Update icon next to your Active Resume

4. This will lead you to a page that has a section named "Resume Availability". In that section there are four options to choose from that determine how you want your resume viewed

A. searchable by employers on Jobing.com only

B. searchable by recruiters on Jobing.com only (i.e. – staffing and temporary agencies)

C. searchable by employers and recruiters on Jobing.com

D. confidential – viewable only by employers you submit your resume to

E. individual employer block (which is located at the bottom of this section – where it says "Click here to hide this resume from specific employers/companies" – follow instructions on page for this feature).

Get your resume out there to as many or as few employers as you want.  Best of luck to you in your search for your next great employer!

When searching for a job, I bet you notice how recently the position was posted – you might even filter your results to only view the freshest jobs around.  Similarly, employers search through resume databases looking for candidates that have recently updated their information.  To an employer, having recently updated information means:

1.  You are actively looking for new employment – now.

2.  Your information:  address, phone number, salary rate, and employment history are current and accurate.

3.  You are ready to interview, and perhaps even start your new job on a reasonable timetable. 

Go ahead and brush the dust off your resume every two weeks.  Your information may not be changing that often – but there are always improvements to make.  If you need ideas on how to keep your resume fresh: use feedback and ideas from your friends and peers, use tips from online articles and books, or maybe even just reorganize your existing info.  Whatever you do - keep your resume fresh – and keep it on the top of the stack! 

With the proliferation of information and technology it has become your professional responsibility to stay informed.  Do you know how the economic stimulus plan affects H1 visas or COBRA coverage?  Which applicant tracking program do other recruiters really like? 

Previously we relied on our education, books and colleagues when there was a subject for which we needed more information.  Now, we can just type our question/subject into an online search engine and get everything we need.  But…don’t just wait until questions come up.  Find a couple blogs that you enjoy and are relevant to your specific field.  Check them out each morning while you sip your coffee.  I liken it to watching the nightly local news before you go to bed.  Sign up for notification emails and newsletters.  

A few of my favorites include www.recruitingblogs.com, www.cheezhead.com, and www.renegadehr.net.  Search on your own and find a few you like.  Enjoy!

If you're like most people, the thought of public speaking kicks up the heart rate and brings sweat to your palms.  A lot of people get nervous speaking to small groups or even just their manager.  The ability to communicate effectively and confidently is something that can be learned.  This ability is something that can set you apart in interviews as well as on the job.  You will motivate, persuade and lead more effectively.  Your self confidence will improve.  People will look up to you, trust you and follow your advice.

Toastmasters is an organization that has been around for a long time.  There are chapters in all major cities that hold meetings, events and even competitions.  Take a look at www.toastmasters.org to find a chapter near you.  We write a lot about networking and this is a great place for it.  My experience with Toastmasters has been wonderful.  The people are great and you'll learn a lot.  Check it out!

Over the last few days I had the pleasure to attend the 2009 Western Region IPMA-HR Conference in Denver, Colorado.  Jobing.com was a sponsor of the event which attracted speakers from across the country.  While scanning the event program I noticed a trend.  Virtually all the education session summaries mentioned leadership at least once. 

Daryl Ann Moore of Blu Ice Consulting talked about developing a peer mentoring program designed to pass knowledge from Baby Boomer employees to Generation X and Y employees.  As Boomers leave the workforce it is critical that a smooth transition takes place.  Another consultant, Victoria Littlefield, also spoke regarding leadership development due to the large amount of retirees coming soon.  Her recommendation is for HR to develop and execute succession plans to ensure continued leadership through the upcoming retirements.  Karen Main, a leadership consultant, spoke about the importance of ongoing leadership development despite the current economic concerns many companies face.  Yet another speaker, Sam Lloyd of SuccessSystems, Inc., talked about the importance of leadership from HR to ensure employee productivity during layoffs or just the notion that layoffs are possible.

It just goes to show you that leadership takes on many faces.  Is your organization doing what it takes?  Are you doing what it takes?

We’ve all been hearing so much lately about “going green.”  I had to investigate a little further to see what people see as the business benefits of doing so.  Here are a few themes based on opinions, brief history and a few surveys.

1.        Attracting Talent – One survey (Ipsos Morey) I saw said 81% of people in the United States would prefer working for a company that has a reputation for environmental responsibility.  As the workforce gets younger you’ll have more Generation Y employees who definitely have an affinity for the recent green trend.  Other articles opined that if people feel good about their employer’s level of social responsibility they are bound to be happier and thus more productive.

2.        Reputation – Of course, reputation plays a part in recruiting but other areas of the business can benefit as well.  The community in general will increasingly prefer to support and purchase products from socially responsible organizations.  Suppliers may begin showing favoritism.  Partnerships may be forges based on the notion of being green.

3.        Risk – Lawmakers are bound to increase restrictions on waste, pollution levels, etc.  By starting good programs now companies who do so will be ahead of the curve and will avoid last minute expensive projects to get up to code in the future.  Think EPA.

4.        Bottom Line – Of course, more productive employees and additional sales because of green efforts will help the bottom line.  Surprising to me was that many articles cited costs are lower for companies who go green.  They talk about using less energy and creating less waste.  I’m not completely sold on lower costs but I do sense additional revenues especially in the next 5-10 years.  Companies who don’t get on board now will definitely have some catching up to do.

As a recruiter in today’s marketplace there’s no doubt you see a lot of great candidates.  Some of them you just have their resume.  Some of them you interviewed.  At some point in the future, when unemployment shifts again, you’ll be wishing for the days when good applicants were easier to come by.  What are you doing to keep in touch with these people? 

I recall years ago a software company in California that received recognition for a system they developed to keep in touch with great applicants.  Some candidates were narrowly edged out during interviews.  Some were people honing their skills and would develop into future talent.  Whatever the case, this company wanted the ability to stay in touch.

The organization designed a special page on their website which contained company information and the status of upcoming positions.  They told people what skills would be desired in the future.  A monthly newsletter went out via email.  By adding a little marketing twist, people became interested in the company and were hopeful a position would open up fitting their skill set.  People told their friends and colleagues about this cool company.  Those people got in on the action.

You know how things turned out.  The employment market tightened up.  Good people, especially skilled people, were becoming very tough to find.  The organization I mentioned was easily able to find the people they needed while other organizations struggled.  They were able to move quickly, make great hires and the business prospered! 

Following virtually every interview you’ll be asked, “What questions do you have for me?”  Do you know what to ask?  Do you know what not to ask?  This is a critical time of the interview where you must perform.  You have the opportunity to show you’ve thought about the job and what is important to you.  Asking good questions can set you apart from other applicants.  Asking bad questions can drop you from consideration.  My suggestion is to have several written down and ready to ask prior to your interview.  Even if the interviewer has already covered your questions you can still go through your list to show you were prepared.  Mention to them what your questions were.  Have the interviewer elaborate on a couple of them. 

A few good questions to ask:
• Why do you like working here?
• What do successful people in your organization have in common?
• If I am successful, what are the opportunities for advancement and/or additional responsibility?
• What is the company culture like?
• What values does the organization hold most important?
• Why do customers do business with you instead of your competitors?
• Where do you see the business five years from now?
• Is there anything you’d change about the company?

Recently I surveyed several recruiters regarding the use of cover letters.  This was an informal poll but the results were quite revealing.  Less than 20% of people include a cover letter when applying online.  Of those, only a select few actually customized their cover letter to the specific job or company.  Results vary by job type but overall they are still very disappointing.

The usage of cover letters was better than average for positions that are higher level or more professional in nature.  This is expected and indicates that when applying for these positions you better make good use of a cover letter.  Other people are!

Usage of cover letters for more entry level positions is well below the 20% mentioned above.  Recruiters receive more resumes for these types of positions.  This highlights the importance of including a cover letter when you apply.  It is your first chance to stand out from the rest of the applicants.

You’ve heard it before and I’ll say it again…send a cover letter with your resume.  Even better…send a CUSTOMIZED cover letter with your resume.  You can still use your well crafted, generic cover letter but please add a sentence or two that is specific to the particular company.  Pick out a detail from the job posting and comment about it.  Look on the corporate website and comment on something you saw there.  Tell them how close you live, you use their products or you worked for a competitor.  Just tell them something.

This simple task will help you get that initial phone call or the first interview.  Do it!

HR Leadership for the New Economy
June 28 – July 1
Morial Convention Center
New Orleans, Louisiana

Key note speakers include Jack Welch, John Kotter, Earl Graves and Lee Woodruff. 

Register Now and Take Advantage of Lower Rates!

Key Reasons to Attend

·          Find sustainable HR solutions that address your individual issues as well as today’s significant business and economic challenges.

·          Stay on top of the latest legislative efforts. Hot topics to be covered include FMLA, labor, immigration, employment law, new HR developments and policy updates.

·          Gain access to the best minds in HR to discuss today’s top issues and to get your questions answered around downsizing, rising healthcare costs, compliance, talent management and more.

·          Learn the latest strategies and cost-cutting measures for your organization that will better equip you to be a strategic counselor to your company.

·          Acquire tools and data-driven resources able to be implemented immediately in response to today’s most pressing HR challenges.

·          Earn recertification credits for every program you attend – up to 26 – that’s nearly half the 3-year, 60-credit requirement. All at one time in one place.

·          Get insights from more than 150 sessions on topics relevant to every stage of your career.

·          Explore innovative solutions from over 700 vendors at the SHRM Exposition.

·          Take part in the world’s largest HR conference and network in person with participants from over 140 countries, including prominent business, policy and HR thought leaders.

·          Elevate the strategic abilities of your HR team and arm them with the tools and resources essential for dealing with today’s complex challenges.

Although we’re starting to see signs of the economy picking up things are still unsettled.  Some companies are forced to cut costs and even go through layoffs.  As managers, owners and human resource professionals we must keep everyone focused on the business at hand.  If people become distracted or disengaged, the business will suffer. 

I strongly believe the underlying cure to this possible scenario is creating a shared vision or goal.  Depending on your organization this can be done by department or throughout the whole company.  This will make people focus on something positive rather than the surrounding negatives.  The shared goal or vision will create buy in.  It gives hope.  It creates a feeling of teamwork. 

Hold a meeting and be honest with people.  Tell them how things currently sit.  Work together to create the shared goal.  Make plans on how to get there.  If possible, designate milestones and perks when they are hit.  If things are truly tight do something simple like a pot luck.  Anything you can do to get people working together toward a shared goal rather than worrying about job or company security is a good thing! 

In business terms, a value proposition is a statement telling prospective clients why they should do business with the organization instead of other similar organizations.  Consider doing something similar with your cover letter and possibly your resume. 

If you really think about it, recruiters are concerned with what you can do for them instead of what you have done for previous employers.  Of course, you still have to back up your statements with previous experience but doing both will help you get your foot in the door.

Combine these forward thinking statements with company research to increase your chances even further.  So, you could say, “I looked on your website and noticed the Omega project.  This is a great fit based on previous experience where I led a team of ten engineers from concept through prototype.  I was also responsible for patents and product safety.” 

That’s nice but how about, “My previous experience leading ten engineers on a concept through prototype project makes me a great fit to lead your Omega project.  I will focus on a short time-to-market span while ensuring product safety and protective patents along the way.  This will help position ABC Company as an early entrant to the market capturing a large portion of market share.”

Look around on the internet and you’ll find a great deal of information regarding value propositions.  Try incorporating this concept into your cover letters and even your resume.  It will definitely help!

Everyone realizes how tough it is for job seekers in today’s economy.  What about recruiters?  You’re getting 100 resumes instead of the normal 25.  You have MBA’s applying for entry level jobs.  People follow up constantly.  You deal with internal issues like transfers and layoffs.  Wow!

My first suggestion is take a deep breath and survey the situation.  Remember, things could be worse.  You could have zero qualified applicants and upset hiring managers staring over your shoulder.  Look at this as an opportunity to find talented people.  The results can have a dramatic impact on your organization.  Seize the chance to help your company grow and succeed in a down economy.  Imagine sitting down with your boss in several years and being able to say, “Yes, that was me who hired Maria, Brian, Kathy and Luther back in 2009.  They were great hires that helped our company survive the economic downturn.”

Take a look at the most successful people in your company.  What attributes do they have that make them such a great fit?  List these out and create interview questions that uncover these things in your applicants.  Consider pre-screening questions to help narrow your list.  Think about personality tests.  You want people who fit your profile and are willing to work hard.  Every company in today’s economy needs people who seek a challenge and strive to win.

Is it time to upgrade?  There are a lot talented people available in today’s market!  Yes, it can be difficult from a morale standpoint to replace existing employees with new people but think about what is best for your organization going forward?  Personally, I’d rather have people who fit the mold and work hard than cater to people happy to have a job.  You make the call. 

Lastly, make sure you develop a strong applicant pool.  Be honest and have good communication with the people you interact with right now.  Keep good notes.  Without a doubt, people will accept jobs they are not entirely happy with.  By keeping things professional, you’ll have a chance at these superstars when future positions open up.

Use the surplus of talent available today.  Hire the right people.  Position yourself for future hires.  Do these things and you’ll look forward to that meeting with your boss!

If you’ve decided to go back to school, congratulations!  If you’re thinking about it, now is a great time.  Either way, here are a few tips that will help you make the transition easier. 

1.        Apply for Financial Aid – There are many programs out there to support adults going back to school.   You could receive grants, scholarships and low cost loans.  The registration office at your school of choice will point you in the right direction but do some research on your own as well. 

2.        Consider Starting Slow – You’re already working full time.  You might have young children.  You probably have activities you enjoy and are committed to attending.  Consider taking just a few classes to see how things go.  Easing yourself back into school instead of taking a full load right away might increase your chances of success. 

3.        Prepare Yourself Technically – Things are definitely different now.  Teachers communicate frequently via email.  Group papers are completed using shared documents online.  Some tests are even done online.  Make sure you understand how things these things work before waiting until the last minute. 

4.        Time Management – You must learn how to manage your time.  Only you will know what’s best for you.  A friend of mine went to work an hour early every day and stayed an hour late.  That gave him ten hours a week that he could dedicate to school work without the distractions at home.  As an added bonus, by altering his daily drive time, he spent three less hours each week driving!

5.        Hang in There! – As tempting as it is to hang it up keep pushing.  Don’t think about the excess work load…think about your goals and why you’re going back to school.  That term paper will be over with shortly.  The promotion, or better job you’ll get, will last a long time!

Good luck with your continued studies.  You’ll look great in that cap and gown!