Improve Your Resume, Pt.1

Even if you have good information to share in your resume, information that is not useful, is counter-productive, or just plain unnecessary can be a distraction and shouldn’t be listed in the document meant to represent you in the best and most effective possible manner. Let’s go through some examples:

 

Incorrectly naming your digital resume file

The name of your document should be your last name followed by first name and, if you have a different version, i.e., long or short, or different language versions, abbreviate it after your name. For example: Mayher_Michael_resume_ENG

 

I have received resumes from people whose document was named Resume with no name, and the only way I know it’s theirs is because it was attached to their email. File it like that and it will be lost and no one will be able to consider you, much less be able to find you in a database. True, some companies will assign a resume with a file number but don’t leave it to chance. 

 

Stationery stunts

In order to stand out and be noticed some people use borders, a different background color, color highlighting or watermarks as a way to set themselves apart. But it can have an opposite effect. A good resume gets attention because it clearly and thoughtfully contains relevant content and not because of color or graphic stunts, which instead suggest overcompensation for professional shortcomings. 

 

Format & fonts

Similarly, people may use different fonts and formats to gain attention and to stand apart. Keep it simple; always use Arial, Calibri or Tahoma. Another reason is some fonts or characters are not only distracting, but might not scan or copy as well as standard block lettering. 

Unprofessional photo

I don’t think photos are necessary because they are often used to make judgments about you that usually have nothing to do with your ability to do a job. But if you choose to, or are requested to submit a photo, ensure it is a photo appropriate for your business / market sector. Selfies are childish, unprofessional and lazy -- don’t use them. So, too, is using a photo from a party or a vacation. 

Incorrect or outdated contact info

If they can’t contact you, it doesn’t matter how good your resume may be.

Work email address

Never list your work email address in your contact information, always use a personal address. If your employer wants to be picky and/or nasty, utilizing a work-related email address to find another job can be used against you.  

Unprofessional personal email address

Establish a grown-up, normal email address for your personal professional job search efforts. Silly email addresses diminish you and cause you to not be taken seriously.

Personal information (date of birth, marital status, family information)

It is not necessary and opens you up to unwarranted scrutiny and, frankly, it’s nobody’s business. It has nothing to do with your ability to perform a job role. A job application is a different matter. 

A vague or generic OBJECTIVE

I find this to be a space waster and unnecessary. Most people list an objective for no other reason than because they think they are supposed to. So they put something painfully generic like: “A good opportunity with a growing company and career growth possibilities”. Instead, save the space for something useful and craft a separate cover letter with substance, where you can elaborate with something real and more impactful, as a separate attachment sent with your resume.   

Employment history chronology

Always list your employment history from your current or most recent position, going backward. Listing oldest first to newest is irritating and a time waster to those who are reviewing your resume, for the simple reason that most recent history is more important and has more relevance.

 

I’ll post Pt.2, the rest of the list next week.

Social Media and the Other You

Many people display a different persona, depending on the environment we are in or with whom we are associating at that moment in time, whether privately or publicly /professionally. That separation is normal and more important in the modern era in which we live; as a result of social media and potential over-exposure of our private lives.

 

In our youth we don’t pay much attention to these things and young people are currently oblivious about what they do now, which can adversely impact their lives and careers later. I was no different many years ago and even if I wasn’t intentionally seeking attention, I just plain didn’t care if anyone saw, approved or disapproved. After all, back then I, like most of us, thought we were bullet-proof and invisible and nothing could touch us and, if it did, nothing would stick; such is the mindset of youth. But that was before the rise of social media, before there was Twitter, Instagram, Facebook and countless other means of getting in peoples’ faces to document most of our stunts and youthful indiscretions. 

 

I feel sorry for young people today, who, reflexively and as a matter of course put everything about their lives out there for the world to see, or, a friend will do it for them with or without their knowledge. Consequently, once it’s out, there’s no taking it back. This matters little in the minds of most but some things can have a detrimental impact later in one’s career.   

 

As a headhunter, I have watched this trend of people intentionally sharing their private lives, as they fail to consider who might be looking for and at them. I’ve witnessed people have an opportunity they really wanted, only to be snatched away from them after someone conducted a cursory background check. Not because of a drug test, not because of a criminal records check and not even the result of bad professional reference, no. But as a result of a simple check of Google; checking online profiles on Facebook and Twitter is enough to sink a person’s chances and makes assumptions about someone they don’t even know. However, much could be avoided by simply applying available online filters to somewhat close the voyeuristic window into one’s private life. What is shared with friends and family is not always to be viewed in the same context by those who don’t know you. I’ve seen people lose the job of their dreams for something that most would consider minor and trivial, even forgotten. Yes, everyone has the right to do what they choose; we all have the option to make mistakes. But nowadays, those small indiscretions are logged and archived somewhere.

Identifying Leadership

There is clearly a crisis of leadership in most company and organizational structures; a lack of that which represents true leadership in business. Current hiring practices, as they are trending in the last decade, screen out all but the generic, cardboard cut-out conformists. Likewise, the utilization of psychometric testing has the same objective: to identify a cross-sampling of the “right kind of people” which, whether it was intended or not conveys to innovators, outside-the-box thinkers and stand-apart leadership types that they need not apply. 

 

Universities don’t develop leaders, it isn’t their function and campus activism isn’t analogous with leadership, in case you needed clarification. Institutions of learning might provide courses in leadership that may identify what leadership is, but this doesn’t produce or develop leaders. Same for most MBA programs in which the operative words, when it comes to Master of Business Administration, is management and administration. By the way, the terms management and leadership are not synonymous; telling people what to do is not emblematic of leadership qualities. There are a lot of managers who think they possess leadership qualities, many of them have Jack Welch’s books displayed for all to see; props that most of them have never read. With regard to company managers, most are preoccupied with self-preservation and maintaining the status quo than they are developing talent around them, preferring instead to surround themselves with yes men and women who won’t challenge them.

 

Yeah sure, there are people who rise to a challenge and can become fine managers, but they are increasingly fewer. However, there is still a place, an institution where real leadership skills and abilities can be found with predictably higher frequency; an environment of true equal opportunity, of shared risk and mutual respect, a place where developing such people is both a priority and necessity. I am, of course, referring to the under-appreciated, under-valued and under-utilized resource of military veterans. Granted, not every veteran is a leader, but a good many are. In fact, military veterans from most nations possess the very traits that many corporate and organizational structures lack and need - increased self-discipline and organizational skills, to name just two.

 

Meanwhile, spending company money on goofy and contrived “team-building” weekends, running obstacle courses or walking on hot burning coals, with lots of high-fives, is a bad joke and in this veteran’s opinion, a waste of money and a poor substitute resulting in very little to show for it.

Another Stupid Interview Question

I feel compelled again this week to address yet another ridiculous question interviewees are subjected to and feel obligated to answer. Clearly, the most basic premise of a job interview is for the hiring manager to challenge those with whom they will meet by asking “can you do the job and why should we hire you?” How is it such a basic task can be turned into such a circus; nevertheless, leave it to people without any business sense or bureaucrats to turn even the most straight-forward and clear processes into something unrecognizable and, quite nearly, pointless. 

 

Have you ever been asked this one, “…what animal would you choose to be?” or any variation referring to a kind of car, a food, even a candy bar you would choose to be? Along with the inevitable follow-up question, “…and why…?” My own wife experienced this very question at an assessment center style interview at a well-known and recognizable company that produces and sells chocolate and coffee, among other products.

 

She related to me afterwards, one of the attendees answered that she would choose to be a panda, to which the interviewer replied and challenged, “Well, that’s a lazy animal isn’t it?” This sounds more to me like something you’d encounter in a kindergarten or a therapy session. Pardon me but what in the hell does that line of questioning have to do with one’s abilities or qualifications for a job? And yet, somewhere there is some degreed and lofty intellectual who thinks this should be a part of the interview ritual for a Fortune 500 company. Near as I can tell the only thing it really measures is the threshold to which potential employees will allow themselves to be diminished, condescended to and their willingness to be humiliated by whoever is running the interview. I was rather pleased that my wife gave a flippant answer and soon after extricated herself.  But following their example, can I suggest something similarly stupid and pointless?

 

Here, try this, jump up and down on one foot, rub your tummy in a circle with one hand; meanwhile, at the same time, repeatedly pat the top of your head with the other hand. Yes, please do that because I want to evaluate your multi-tasking skills.

A Stupid Interview Question

“What is your biggest weakness?” is one of the dumbest, brain-dead questions to ask a person being evaluated for a potential job opportunity. The people who ask this question actually think they are clever. This question is demonstrative of a true amateur pretending to be otherwise. And if I’ve offended anyone with my direct, but honest, statement please just go crawl away to your safe space and suck your thumb. Sometimes the truth simply needs to be delivered right between the eyes. Sadly many people are not good at conducting an interview, so they compensate with condescension and/or arrogance as a shield to deflect attention to their own shortcomings. We’re always told about the flaws in job candidates but, sometimes, it is the unfortunate applicant who must suffer through a meeting that has more in common with a pointless and meandering inquisition than an interview.

 

Consider that when you interview for a job, your stated goal is to present yourself in the best possible manner. Granted, their job is to confirm, verify and when there is doubt, to challenge a job seeker’s claims; to test their abilities, evaluate their attitude, learn about their accomplishments and how that person might fit into the organization they want to join, and possibly become a part of it. And yes indeed, an interviewer is and should be looking to expose and identify weaknesses. But, come on, asking someone to describe their own weakness(s) is so clichéd and nobody gives anything but pre-planned and contrived responses anyway. Because, for their part, interviewees usually have at the ready a prepared answer in anticipation, something just as clichéd such as; “I’m a workaholic” which is an equally dumb answer, suggesting an exaggerated work ethic will score points with the interviewer. Or, “I’m a perfectionist and I always strive to do my best.” Yeah I get it; you’re turning a negative into a positive, blah, blah… The reality is both sides are phony, engaging in contrivance while the interviewee seeks to avoid a “gotcha” moment. Yeah, that’s constructive (insert sarcasm here).

 

Sometimes it ends up being one big waste of time, setting traps and playing games, when an honest business discussion between professionals would suffice and accomplish more.

Responding to Interview Questions

Let’s talk about just a couple of basic questions you’re likely to encounter during an interview. In this case, one is to evaluate problem solving, stress and integrity issues and how you would react. 

 

What would you do if you see a colleague do something wrong?

It is quite vague isn’t it, and you cannot nor should you answer that question as it is presented. So let this be an example of your own obligation as an interview participant. Anytime you are asked a performance related question that is so general and non-specific, your responsibility is to ask them to be more specific. There can never be an effective answer to vague questions, which can be wildly interpreted and therefore taken out of context. Whenever you are asked something so general, reply by asking them, “can you give me an example…?” You need to also press them because often some interviewers are just going through the motions and repeating questions they’ve been given, but have no clue why they are asking. 

 

Here’s another:

 

What it the most difficult situation you’ve had to solve?

Once again, ask them in what context they are speaking before you formulate your response because the question is again quite vague. It is possible it is intentionally vague to see what you will reply, in order to learn what you identify and reveal as a weakness or strength.  I also suggest you use anecdotal evidence describing a situation because that is to what they are alluding. 

 

My point is that when you interview, in order to stand apart from others and present yourself in the best manner, you need to do more than sit and nod in agreement like a bobble-headed figurine, offering only the bare minimum in response. Take your time, don’t be in such a hurry to respond so that your answers are thoughtful and complete. Engage them, subtly challenge them to step up in their role as the interviewer, in order to present to them why you are their best choice.

Entitlement Infection

When I work on behalf of any client company seeking to hire and, similarly, whenever companies look to hire new employees it’s never only about matching qualifications. I contend an individual’s accomplishments are equal and often carry more weight. However, there is an additional and no less important component that can make up for minor shortcomings in a person’s suitability - that being a candidate’s own attitude.

 

You can look great on paper, have exemplary qualifications, good accomplishments and even stellar references, but a person’s attitude can render all of it meaningless. To be clear, bitter, angry and whiny people wearing their grievances on their sleeves do not get job offers and are their own biggest obstacle as they tend to self-destruct before your very eyes. Likewise, these same people also refuse to consider their own failings, instead engaging in blame–throwing to explain why they are so “unfairly” discriminated against. Rhetorically speaking, what manager would willingly subject their employees to this kind of toxicity?

 

So, imagine a group of people with a sense of entitlement who feel owed a livelihood and show disdain for merit-based advancement; of having to demonstrably earn their professional and monetary advancement through merit. These are people who use phrases like, “I want…”, “I expect…”, “I deserve…”, and they always proclaim, “…you don’t understand…” I’m quite unimpressed with these types; most of them have never faced real adversity in their lives. Perhaps years earlier, they were the students who got 7 out of 10 wrong answers on a quiz but were praised for trying and given a B grade. Or they were over indulged, never grounded or punished by parents who wanted to be their pal; or parents who were  AWOL leaving them to learn their values from the TV or video-games that served as an aux pair. Sure I am generalizing in describing what is a growing demographic of the un-deserved who shout the loudest yet have invested the least in real terms; of course they’ll rant about why they feel  most entitled.   

 

I have learned to quickly identify and reflexively distance myself from their ilk. I am confident most readers recognize them also, the kind of people who attend an interview and display an attitude, which in essence, communicates to a hiring manager, “So, how much will you pay me to consider this job?” But let me just come to the point of this blog entry, I can assure you that there is another descriptive term that goes hand-in-hand with those infected with a strong sense of self-entitlement; that word is un-employable.