The Write Resume Career Strategies Weblog

Staying at a Job Too Long Can Be Hazardous to Your Career

Recently, my brother left a major auto manufacturer where he has been employed for more than 20 years. One of the challenges we face is his length of tenure with this company.

What???

It's true. While most people think that longevity with a company is good, it is not necessarily so when it comes to recruiters. Their view is that he is so "hooked in" to the previous company's corporate culture that it will be difficult to place him in a different industry. While I disagree with that notion, I cannot change their view.

What is a "safe" length of tenure? My opinion is 5-10 years. It is enough time to not be considered a job hopper, to gain experience, and be promoted through the ranks.

So, why do people stay so long in one particular company? Read this interesting article on the HRGuy's blog. His points are right on target. I know the information he details certainly applies to many job search candidates I have written resumes for in the past.

I believe that people get comfortable where they are; they know the routine and what to expect from their boss. I believe that fear plays a role as well; fear of making a mistake in selecting a new company.

How do you keep from making the wrong decision? Here are three things I suggest:

1. Conduct thorough research on the next company. Do a Google search on the company name and see what comes up. Is the information positive or negative?
2. Watch the news. Is the industry growing or downsizing?
3. Ask friends and family if they know anyone who works at the new company. Offer to take the person you identify at the new company out to lunch. Get the "inside" scoop and determine whether you will be a good fit with that potential employer.
    

While I do not advocate people changing jobs "just to change jobs," I believe that job search candidates need to expand their horizons.

Changing jobs can be stressful. However, it can also be good for your career. See what your value is in the marketplace. You might be surprised at how your experience can benefit a new company and you might even get paid more for your expertise!

Behavioral Interviewing is King Among Hiring Managers

Behavioral interview questions; hiring managers love them - job seekers hate them. So why are job seekers so scared of behavioral interview questions?

The answer is simple: many people do not realize that situations which have happened in their careers are valuable to employers.

But first, let me explain what behavioral interviewing is all about and why employers use these types of questions in the interview process.

The premise of behavioral interviewing is that past performance equals future success. Employers use these questions, usually surrounding key core values, like judgment, decision-making, ability to work well with others, management capabilities, and customer service issues, to determine whether you will be a good fit for their company. 

When they ask behavioral interview questions, they are asking about "specific examples" of when you solved a problem, what actions you took, and what the outcome was. These questions provide a very accurate picture of what contribution you can make in the workplace.

So, how do you recognize these types of questions? The questions usually start with "Tell me about a time..," or "Describe a time that you..," and incorporate either one or all of the core competencies that are important to the position or the company as a whole. The type of stories you use and the way you tell them is key to whether you will successfully answer the question to the satisfaction of the hiring manager.

Preparation for interviews before you receive a call from the hiring manager is critical. I usually tell my clients to prepare for these questions by formulating approximately 10 stories from their career that would address the core values of the target position or company. Make sure to develop your stories in a logical manner utilizing a “challenge, action, result” format. 

Subtle Mistakes on Resumes Can Cost Candidates Interviews

Use of business contact information or cute email addresses can be the kiss of death.

Most job search candidates are aware of the common mistakes, such as typos and grammatical errors, which can make a big difference in getting called for an interview.

However, most candidates are unaware of the subtle mistakes they are making, including placing personalized or company email addresses and company or cell phone numbers, on their resume. While some of these practices may seem harmless, there are valid reasons behind not putting this information on an employment search document.

Many of my clients want to include their work email or phone numbers on their resume. I advise against this, because the question a potential hiring manager may ask is whether a candidate will search for a job on their company’s time.

Further, if a candidate does get a call from a potential employer on a company phone, the job seeker may be in a meeting with their boss or client, creating a very precarious situation.

When a potential employer wants to contact a candidate, they are usually ready to either interview them by telephone in a screening phase or want to set up a formal meeting. They do not want to be put off by a job seeker who needs to call them back or cannot talk at the time. The hiring manager only has a limited amount of time to speak to a potential employee and if the individual is unable to talk, they will go on to the next candidate.

Job seekers also need to realize that including a cell phone number on their resume can cause just as many problems. First, the candidate will be at a disadvantage, because they may not have their resume in front of them to answer potential questions. In addition, they may be in a social situation, where once again they may not be able to speak at length to the employer.

I advise my candidates to control the timing of the potential screening interview. The best way to ensure the interview happens on the candidates’ terms is to have a reliable home telephone number listed on their documents. If an employer calls, they will leave a message and the candidate can call them back when they are prepared and uninterrupted.

I also suggest that job seekers not allow their children to answer the telephone while searching for a new position. In addition, a professional telephone message system, with an appropriate outgoing message, is the key to an employer actually leaving a callback number.

Many times individuals will have a cute message left by their child or a long, loud music selection on their answering machine. This will guarantee an employer will not leave a message.

The other common mistake candidates make is to have a “personalized” email address on their resume. Cute email addresses should not be used. Rather, a professional email address, such as the first and last name of the job seeker at the internet service provider address is the best guideline. Most internet service providers offer several email addresses per account. If a candidate does not have their own provider, free accounts are available from Yahoo and Hotmail.

If a candidate has a common name, like John Smith, they can still utilize their name, but perhaps use some numbers at the end. Do not use the year of birth as those numbers, as it could lead to age discrimination.

I had a client once who wanted to use “GreatBootyBabe” as their email address on their resume. I had to gently advise her that while it was fine to express her individualism to her friends, it was not professional and would send the wrong message to the employer.

Using a company email address is also another kiss of death. Many companies have a strong email policy and violating those rules can get a candidate terminated from their current position.

By following these simple rules, job seekers will portray a specific image to potential hiring managers, which in the long run, may communicate their professionalism.

Top Six Mistakes Job Candidates Make When Searching for a New Job

Understanding the job search game can result in more qualified interviews.

Job seekers looking for a new position should be aware of the most common mistakes made in conducting a job search. Knowing the "rules of the job search game" can help candidates be more successful in their efforts.

When clients come to me searching for a new job, I spend a great deal of time not only preparing their resume, but also educating them on the job search process. I always want to make sure they understand how a successful job search is conducted.

The top six mistakes made are:

1)    Sending unsolicited resumes. Most employers have a policy against accepting unsolicited resumes. They simply do not have the room to keep these resumes on file. If the candidate has a contact within a company, then walking in a resume that meets the qualifications of an upcoming position may be acceptable.

2)    Ineffective networking. Networking is not about asking friends or neighbors if they have any “openings” at their company. Networking is about building lasting relationships with individuals in a certain industry. Networking is a two way street – you have to give to receive. Sweeney says that candidates should make a name for themselves, but they should be “famous, not infamous.”

3)    Using an ineffective objective on the resume. Most candidates put a broad objective statement on their resume hoping to land “any job.” A better approach is to use a “profile” or “summary of qualifications” on the resume. The benefits are two-fold; a summary tells the employer what hard skills are possessed and also offers an opportunity to place “keywords” in the resume, which are searched by computer job management programs.

4)    Applying to every type of job - no matter what it is. More recruiters and hiring managers are receiving resumes from candidates who are not qualified for positions. This is a waste of time and effort on the part of the jobseeker. If the candidate is not qualified for the job, he/she will not get a call. Instead, candidates should focus on the type of work they would like to do and then go after that position, getting the training or education necessary to meet the qualifications.

5)    Being unprepared for the interview. Many candidates do not perform thorough research on the company prior to the interview. Research can be done on the internet or at the public library. Knowing information about the company and key products or services will give the candidate a competitive advantage in the interview process.

6)    Not following up after the interview. Countless job seekers never follow up with the employer after the interview. Sending a personalized letter, thanking the interviewer for their time, in addition to reiterating interest in the position, should be mandatory. Get the business card of the hiring manager to ensure the letter is addressed to the correct person. If a candidate really wants the position, impress the interviewer by sending the letter FedEx.

The most common mistakes that job seekers make can be corrected if they take the time to educate themselves on the job search process.

Success in the Job Search Process Requires Specific Facts and Figures

Many job seekers believe their knowledge of and ability to complete daily job duties alone will secure them a new job. However, this thinking is what separates unsuccessful job search candidates from their more successful counterparts.

What do winning job seekers know that other candidates do not? They realize that when searching for candidates or reviewing resumes submitted for specific positions, recruiters and employers look at a combination of position responsibilities and specific achievements when deciding which job seekers to contact for an interview.

Since most job search candidates do not realize that adequately portraying their accomplishments in a way that is meaningful to potential employers will make the difference between being called for an interview or not, they miss opportunities for great positions. Further, these individuals do not understand that those same accomplishments are the criterion which employers utilize in the interview process to determine which candidate to hire.

A recent survey of professional recruiters I conducted revealed that 91 percent of those completing the survey wanted resumes that had "position descriptions with a good mix of duties and accomplishments." Further, 65 percent of the respondents stated they wanted cover letters with "specific accomplishments or results."

So, why don't more job seekers include accomplishments in their resumes and cover letters? I  believe job search candidates do not know how to identify and quantify their achievements.

As a professional resume writer and interview coach for more than 19 years, I often find the toughest area for my clients to clarify is their career achievements. However, it is the most important part of a resume, as employers believe that past performance equals future success. It is also imperative that job seekers keep a record of their success, as the information will be critical when the time comes to interview for their next job, whether it is an internal or external position.

To make the task less complicated, I tell my clients to keep a "career success journal." It does not have to be fancy; just a notebook job seekers keep with them at all times. Further, job search candidates need to adopt a habit of completing their success journal at least once per week, including entries which detail contributions made in the workplace.

When keeping a career success journal, job seekers should ask themselves the type of questions below when considering successes in their positions:

• Did you sign on a new account that contributed either a significant dollar amount or percentage of overall business to the company?
• Did you recommend, develop and implement a process which increased productivity, improved accuracy or eliminated a step in the overall process?
• Did you source a vendor or negotiate a contract that saved the company money?
• Did you help increase your company's brand awareness through an innovative marketing campaign?
• Were you part of a team that worked on a major project for the company? Team contributions and achievements are just as important as individual successes. If you were selected as the Project Leader, that lends even more credibility to the success of the venture.
• Did you receive an award for your contributions (either an individual or team award)? Be sure to detail why the award was received.

By answering these types of questions, job seekers should be able to identify achievements and contributions in the workplace. 

Keeping a current career success journal job seekers will be able to remember their achievements more clearly when it is time to prepare their resume.

Many job seekers believe they are in a position which cannot produce quantifiable achievements. I tell my clients it does not matter the industry in which they are employed -- there are quantifiable achievements which can be garnered from their daily work experience. Further, I advise them no matter how insignificant they think an achievement is, chances are, an employer will find value in their contributions.