Credit crunch to real economy – 1million migrant workers going home: job seekers need to look at their core competencies

The credit crunch is now leading to a severe downturn in the real economy, and creating severe problems for job seekers.

Firstly, we had the credit crunch. As a result of various bans not lending to each other, and a 40% drop in stock and equity values, Oxford Economics estimates that 194,000 jobs will go from the London markets in the next two years. The London borough of Tower Hamlets it estimates will be highly effected, with half of its 18,000 financial services employee residents made redundant out of a total workforce of 38,000

Secondly, we had the downturn in the housing market. Effectively recruitment in the construction industry is non-existent, while the estate agent sector is now suffering.

And now we have the result on the high street, resulting in spending on the service food and clothes sectors down turning, and UK plc heading for an inevitable recession.

Where will this end, where will this turn – and is there any hope of employment?

The answer for the job seeker is to follow the Boy Scout’s motto, and BE PREPARED, and hence be flexible.

The first up turn has been in HR services. With so many people being reviewed, there is a UK national shortage of HR specialists. This in turn has led to growth in the insolvency and financial restructuring sectors. And all this pressure, plus the rise of 50% alone in the Polish Zloty in the past 18months, has led to many Eastern Europeans going home – an estimate of 1,000,000 over the next two years, with 250,000 already gone. This leaves spaces in the service sector unfilled

What does this mean for the unemployed or the job seeker? If for instance you are a financial services professional, the conclusion of all the data is that financial services jobs will not becoming back soon in the same volumes. To find new employment quickly and at a higher ratio, you need to think about your transferable competencies which could be transferred to another sector. Sales, HR and finance skills are the same sales, HR and finance competencies in any sector, not just financial services.

Please, in this financial downturn, and if faced with unemployment, think about your transferable skills. Your chances of employment just by doing so will have risen by three fold.

Good Luck!

The CV/Resume, and personal security - guidelines on protecting yourself

Have you ever thought about how much information you put about you on your CV/Resume? Not just about your career history and skills, but about you?

In a series of recent national surveys covering the UK, Europe and North America, each found that on average that 7 out of 10 CV/Resumes included enough information about the applicant to be able to successfully apply for a credit card in the candidate’s name.

As security expert Frank Abagnale said in a recent interview: "It's all publicly available on the internet. But actually I only need three pieces of information to get credit in someone's name: their full name, date of birth and national insurance number."

The Federal Trade Commission reported that nearly 15 million Americans have been victims of identity theft, costing consumers $5billion and banks and businesses $56 billion every year. In the UK, there were 28,500 victims of ID theft recorded between January and June 2008 by CIFAS members.

With recent legislation introduced in many countries, particularly related to age discrimination, there is a resultant shift in what level of information detail needs to be placed in a CV/Resume by a candidate.

For instance, as a result of legislation, there is no need even if the potential employer asks for it to include your date of birth in your CV/Resume. The only time an employer has a right to this information, is when they ask you to complete a separate job application form, the data entered into which is covered by Data Protection legislation.

So, what are the best personal security practices when creating your CV/Resume:

BEFORE you apply:
1.Ensure your contact details are focused on you and neutral. If in doubt or if you live in temporary accommodation, get a mail box – at around £20/$30 a month, it’s a security bargain
2.Your eMail address should be adult and focused around you, and not a childish online character – Jennie69 may be fun online but is a no-employment sign on a CV/Resume. If your name is Jim Smith, then Jsmith@aol.com is fine unless you happen to be a web designer, in which case get a domain and create a portfolio
3.Get yourself a nice new Pay As You Go cellphone. You won’t be making many outbound calls on it initially, so no need for anything more than the starter £10/$10 credit. Record the message greeting in your own voice – write down the salutation before recording it in a nice quiet room: “Hello, this is X. I am sorry I can’t take your call right now, but please leave your name and contact details, and I will call you back as soon as I can.”
4.Do a Google CV check, and clean-up your online profiles

In your CV/Resume:
5.NEVER state your full name, and leave out middle names. James Robert Smith comes down to James Smith, or if you use your middle name in preference Robert Smith. Never use Jim, Rob, or J Rob – this is a formal and professional application, plus middle names are often used by banks as security checks
6.Mainly for women, but also for men, never state Miss, Ms or Mrs. Never state your marital status – an ongoing messy divorce is a no-employment warning, a former marriage best left in the past
7.In your CV/Resume, state the contact details you have already lined up before. If using your home address, then just include district and city, nothing more: Manhattan, New York or Hammersmith, London is sufficent. No need for street, and certainly no need for apartment/house number
8.NEVER state your full date of birth. “Aged 32” at maximum
9.There is a lot of debate in the CV/Resume writing community about stating certain employment dates: if you do you could look old, if you don’t it is difficult to show the level of experience. The area to pay attention to are your educational dates, often used as security checks. If you are past 20, then no need for school (I can age you from that), and probably leave out your base degree graduation date – again often a security check used by banks
10.NEVER included any government issued numbers or related personal information. This covers everything from National Insurance/Social Security numbers, Passport numbers, and Tax code references. Even if you are a migrant worker, just state “Fully able and certified to be able to work in X country, full documentation available on request at interview stage.”
11.NEVER provide personal financial details, such as bank and credit card details. Avoid any employer who asks for a process fee or application deposit – it’s a sure sign it’s a scam
12.NEVER include the names and contact details of your references, even if asked for – the same goes for them as much as you

Please, think about what information you include on your CV/Resume. Often when candidates ask how they get their four page leviathans down to two pages, just applying the above rules would reduce it by at least a page.

If you think you may be a victim then send off for your credit-reference files from a recognised organisation like Experian or Equifax - it only costs £2/$5. They will show any fraudulent applications for credit. Inform CIFAS, the Credit Industry Fraud Avoidance System, which will put your name on an alert file.

For more information on this subject, you may like to read the following websites and articles:

- UK Government online ID website identitytheft.org.uk
- CIFAS
- Wikipedia article on Identity Theft
- Daily Mirror article on ID theft

How to present "MBA-equivalent training and experience" on a CV/Resume?

Russell asks: How do you present "MBA-equivalent training and experience" on a resume? I don't have an MBA or graduate degree, but I do have formal and informal education plus work experience that compares very favorably to MBAs from top schools and even PhD (so I have been told by past managers, performance reviews, and academic conference reviewers). What is the best way to present this on a resume? Challenge: It appears that automated and/or outsourced hiring processes screen for key words and simply matching algorithms for work history and training. Thus, people who do not "fit the mold" never get considered by the hiring manager, or even get on the short list for phone interviews or first-stage interviews. Possible Solutions:

1) Just the Facts -- just list work experience, education, skills, and accomplishments on the resume as though a knowledgeable human were reading it top to bottom. This assumes that the resume reader will be using "imaginative understanding" rather than simplistic screening based on criteria.

2) Add an entry under "Education" for "MBA (equivalent)" -- with "institution" listed as "Various" or naming one or more companies where the training and experience were gained. If space is available, add the specific skills and subjects mastered. This assumes that the resume reader won't barf over this non-traditional entry.

3) Fake It -- List an MBA degree. (You'd have to put a gun to my head for me to do this, some famous people have done it. Is this ever justified?)

I have only tried Solution 1), which works fine for consulting team selection. I have had no luck with this solution in the regular employment recruiting process. To be clear, I am not talking about ordinary management or consulting experience as being equivalent to an MBA. That general experience is very valuable but not the same. If you are curious, you can look at my profile where I have listed some of the subject areas where I have developed by theoretical and practical expertise.

In answer:
I think Russell, the problem is solved through focusing on your delivery results, and not through qualifications. Unfortunately, you choose to work in an industry where in the last ten years the number of degrees and Phd’s people have is seen as the basic floor of entry/operations, and any delivery is resultantly not devalued but only assessed after you have the right number/type of degrees/Phd’s.

So, let’s take the obvious first – option (3) is out: never ever lie on a CV/Resume, period. I think your learning point out of the exercise should be to formalize all that experience and delivery in some form of recognized qualification. If you walked into most colleges with the amount of claimed delivery and published work on your profile, then I can’t imagine you would need too many more credits for an MBA.

I would hence write your CV/Resume up personally as I wrote one up in similar circumstances a month ago, focusing each part on: situation, customer requirement, approach, result, follow-up. Simply this shows a potential employer about which situations you have addressed, how you went about tackling them, and the result – each with an extended re-engagement because of the superb result. The client candidate and I produced a two part CV/Resume, with an extended executive portfolio of such works each with individual customer recommendations, and then a focused CV/Resume for each job application – and the answer is that using this formula, he is now employed.

If you follow though on the formula to your online presence, you will see that your existing LinkedIn profile is potentially over written. Your opening paragraph sounds more “functional element” written and less “evidence of delivery” orientated, which is where you have to focus any application. For instance, what is a “skilled public speaker” – do you have a simultaneous fire eating act? A better way would be to say “Have presented at numerous national conferences and as guest speaker at (insert up to three well known organisations), on subjects including strategy and IT risk modelling.” On the same level, just lose the Microsoft office – be clear on communicating to the reader you are an executive strategist, not a PC jockey.

In your application process, pick out up to ten organisations you would like to work for, and write a direct letter to the President, CEO or COO. Explain why you have written , and an evidenced mini-scenario of what you could do for them. I doubt there are more than 50 recruiters in the world who would understand your niche, or who would understand who wants that skill set you possess. You know that niche far better than they do, and well enough to know who the players are. Even if those employers use external recruiters they will know of you - so just write to them directly, and effectively ask for a job.

I see this scenario regularly in people who have had highly successful careers, and suddenly for one reason or another find it difficult when seeking employment to adapt to the changed world around them, which needs certificates/degrees on which to jump the initial interview barrier. Don’t worry – just don’t lie, and focus on evidenced delivery for the new position you are aiming for. And take the hint and formalize those extensive experiences into a certificate – you are never too old to learn!

Good Luck, and if I can help you further, please – just ask!

The Google CV/Resume – what an employer may find out about you

Having written your CV/Resume, and having sent it off, are you wondering what a future employer may be thinking about you? Well, why not find out first by typing your name into Google – the result is your Google CV or Google Resume

I have written another article here about the pros/cons of an online CV, and the need to tidy up your online profile before applying for any new positions. But a simple test any employer can undertake is to check your Google reputation.

To check your Google CV/Resume, simply tap your name into Google – it is that easy. What comes up – is there anything that might embarrass you, or deter a potential employer from picking up the phone and calling you?

You won’t reach this stage unless your CV/Resume engages them and you get beyond the “thank you for your application” rejection pile, but the same reasons for rejection thought process occurs here. The second stage this task may be undertaken is literally just before an interview – a last minute thing.

No hire/fire decisions will be made on what is found at your Google CV/Resume. But an interview/don’t interview decision could be made, and a few pointers to some great interview questions can be found.

Good Luck!

Best practices for CV/Resumes?

Gail asks: I am in transition and have recently written a CV/Resume. My transition firm, communications consultant and an expert resume writer all differ wildly on content, format, style and length. What are current best practices for resumes? If you have experience with electronic screens for resumes - please describe how the screens work and what key soft and hard skills should be included on the resume. Your input is much appreciated!

In answer:
I think the fact you have three differing opinions from three different professionals should tell you a lot – there is no standard or best practice in CV/Resume writing!

There are some better options of choice when writing an interview winning CV/Resume, and the basics are: black serif type face in a 10point and upwards scale; on a crisp white heavy paper; no more than 2pages; don’t over do the bolding or bullets; don’t forget to include your name, telephone number and non-childish eMail address; and read it at least thrice before you hand to at least two friends for their opinion, before reading it thrice again!

The problem you have not spotted I think is two fold on these differing opinions: (1) you are writing a general CV/Resume over a job specific application – hence each professional has an opinion on what you should be aiming at, the priorities of presentation of your skills/competencies, and what resultantly you should be applying for; (2) many forget the CV/Resume should be accompanied by a Cover Letter, and hence feel that focusing and scene setting information should be included in the CV/Resume – WRONG! The certified resume writer is probably picking up on this later issue as part of their service, but getting confused as to what you/the others want written down in the CV/Resume.

Having gone through outplacement/transition myself, I think you need do yourself a favour, and pick out three ideal specific jobs you would like to do next – ideally don’t make them company specific, but role/title would be a good start. I found at some point during outplacement service that yes I could be anything from an artist/teacher to a nuclear scientist, but those varying options got me as confused then as I was scared going into the process! Grabbing three that I really wanted to do was the end of the roundabout and the start of progress.

Once you have picked those three target jobs, picking out what needs to go any job application becomes easy, as does hence the writing of your CV/Resume and the resultant companies to address it to.

Online is easy – it’s a portfolio, noting more/nothing less. Don’t think about it as an online CV/Resume replacement, because you can’t make it specific enough for any one post/employer. Think about it as extending your application potentially beyond your Cover Letter and CV/Resume, not an alternative to.

I wish you luck in finding your new job, and if I can help you further please - just ask!

Telecom Jobs

Mark asks: What are the best sites to find out telecommunication Jobs around the world? I've heard about Jobserve, JobDB, LinkedIn, hotjobs, Monster, nakuri, bayt, bdjobs, craiglist and much more. A great many job sites are available on the net. But Can you suggest the three best websites of your choice for telecommunication/GSM jobs? Please mention the specific location if they are focused to. Thank You!

In answer:
As we recruit for some of these people, how could we list just three? I suggest you start with the carriers/solutions suppliers, then the recruiters, and finally the jobs boards.


Carriers:
- www.att.jobs – AT&T
- www.btplc.com/careercentre - British Telecom
- www.cw.com/careers - Cable & Wireless
- www.ntltelewestbusiness.co.uk/about_us/careers - NTL TeleWest
- www.qwest.com/careers - Qwest
- careers.virginmedia.com – Virgin Media
- www22.verizon.com/jobs - Verizon & MCI

Products & Services:
- www.alcatel-lucent.com/wps/portal/Careers - Alcatel-Lucent
- www.cisco.com/careers - Cisco
- www.globalswitch.com/aboutus/careers - Global Switch

Mobile
- www.motorolacareers.com - Motorola
- www.nokia.com - Nokia
- www.o2careers.co.uk – o2
- www.rim.com/careers - Research In Motion
- www.sonyericsson.com/cws/corporate/company/jobsandcareers - SonyEricsson
- www.three.co.uk/careers - Three
- careers.vodafone.co.uk - Vodafone

Jobs Boards:
- telkom.careerjunction.co.za – Career Junction (ZA)
- www.cwjobs.co.uk/Telecoms_IT_Jobs - CWJobs
- www.hays.com/telecoms - Hays
- www.jobsite.co.uk/channels/telecommunications - JobSite UK
- www.totaljobs.com/IndustrySearch/Telecommunications - Total Jobs
- www.wirelessmobile-jobsboard.com – North American Wireless
- www.theitjobboard.com - for European jobs
- www.jobserve.com/Telecom_Jobs - Job Serve
- www.jobrapido.co.uk – Job Rapido
- www.jobs1.co.uk - Jobs1
- recruitment.justengineers.net/telecom-jobs - Just Engineers
- www.loadzajobs.co.uk/telecoms - LoadzAJobs
- targetjobs.co.uk/it-and-telecoms – TargetJobs (graduate)
- www.technojobs.co.uk/jobs/telecoms - TechnoJobs UK
- www.telecomsjobs.co.uk – Telecoms Jobs
- www.telecomsjobboard.com – TelecomJobBoard
- www.telecomsjobsource.co.uk – TelecomsJobsSource
- telecommunications.topjobs.co.uk - Top Jobs
- www.telecommentor.com - Telecommentor
- www.ukjobsnet.co.uk/telecoms - UKJobsNetwork
- www.utilityjobsearch.com/sector/telecom-jobs - Utility Job Search

Media & Publications:
- jobs.guardian.co.uk/jobs/it-and-telecoms - The Guardian
- totaltele.jobsite.co.uk - Total Telecom
- jobs.timesonline.co.uk/jobs/telecoms - The Times

Recruiters:
- www.agencycentral.co.uk/jobsites/telecoms - Listing UK focused telecoms recruiters
- www.ash-associates.com/mobile_telecoms - Ash Associates (UK)
- jobs.cerebra.co.uk – Cerebra (UK, Europe, EMEA)
- www.exec-appointments.com/sector/telecoms-jobs - Exec Appointments
- www.glotel.co.uk – GloTel (UK)
- hays.com/telecoms - Hays (UK)
- www.hunterrecruitment.co.za - Hunter Recruitment (ZA)
- www.idpp.com – IDPP (UK)
- www.matchtech.com/engineering/telecommunications - MatchTech (UK)
- www.robsontaylor.com – Robson Taylor (UK, Europe - Sales)
- www.thecommunicationsjob.com – Synergy Solutions (UK)
- www.technicalresources.co.uk – Technical Resources (UK)
- www.tiptopjob.com/search/telecoms - TipTopJobs (UK)

Other Useful Sites:
- www.itjobswatch.co.uk - IT Job Watch, for information on UK salary levels
- www.theregister.co.uk – The Register, for news and views on the IT and Telco world

NB: if you know of any other useful Telecom Jobs websites or links, please feel free to comment and we will add them to the list

Job application references - can I use my LinkedIn recommendations?

Eric asks: Is it legal and professionally acceptable to use recommendations from your LinkedIn Profile in your resume/CV?

In answer:
Not necessary, unethical, and not best practise.

Not necessary because it would make your CV/Resume too long. Ideally each reference should be on a separate piece of paper addressed to that potential employer, or a generic "to whom it may concern" on the referencing parties letter headed paper.

Unethical, because you should ask each referee first before each job application in which you propose to use their name before you send the application.

Best practice would be to call each referee first before each job application, and get them on message about this job. Never send a potential employer in on a blind referee: the referee may not work there any more!

Candidates need to recognise the difference between online generic profiles, and CV/Resumes which are focused on a job application. My blog on this article should show you the difference.

Good Luck!

CV/Resume formatting - what works best?

Charles asks: Has anyone ever heard of anyone doing any research on fonts, type size and other formatting in regards to resume submittals? If so, what was the outcome? If not, what are your thoughts? Is there a preferred font, type size, color or format that you would consider a competitive advantage for resumes? Also interested in thoughts about standard formats and logo headers from agency recruiters - do they help or hurt the value of the resume to the client?

In answer:
The primary issue of any CV/Resume is that it should communicate to the reader that the candidate more than addresses the skill and competency requirements of the specified job.

Part of that communication is met in the form of presentation of the CV/Resume, which primarily should be neat, well organized and easy to read. Only in the creative fields should it vary from black font on white paper with no photograph; while in the educational format a Curriculum Vitae is a formalised presentation of information, which would extends beyond the most effective format of two pages.

What research has been done on font types relates to business letters and communication, where Times New Roman is seen as more professional, while Arial is seen as more creative and personal. Both are forms of serif fonts, which in general have little lines that come off of tops, bottoms and end of each letter, thus making them easier to read.

Which ever your choice, use standard serif fonts (Arial, Times New Roman, Mariandra) and avoid fancy bullets (arrows, stars ...). Most HR/candidate management systems use scanning technology, and resultant font degradation is better coped with by the reader using these standard type fonts. With this in mind, which ever font you choose I wouldn't go below a 10-point font, and don’t over vary font type, scale or use excess bolding/underlining throughout your CV/Resume.

However, this doesn’t mean that every commercial/non-creative candidate CV/Resume looks exactly the same in layout, with clear variances in Skills based versus Chronological, and others in information/skill order - if you have served half you career in one field, and the other half in another, you place the most relevant piece to that job at the top. Things that should be addressed should include: Summary, Skills, Certifications, Professional Experience, Educations& training; and Affiliations - thus giving a step by step approach to your career.

You can't get around an “irrelevant to this post” skill set or poor work history by making a CV/Resume look pretty: you will only help an employer remember a bad work history by calling attention to it with bright colors, fancy fonts and slick graphics – at this early stage it is more of exclusion decision by the employer/recruiter over an inclusion exercise.

Hence, the same candidate for the same position can be presented in multiple ways, and the best layout/format of the resultant CV/Resume is the one that gets the employer to pick up the phone and ask the candidate for an interview.

Good Luck!

I do everything, but I can't find a job. What could be the problem?

Laura asks: Sincerely.... I'm going down day by day! I've been following all the advices: improve my CV/Resume, make some different models & salary expectations depending on the position, re-build a network, trying to introduce by myself face-to-face my new status, my professional goals, take contacts with new contacts. I have something to bring but it seems nobody (literally) is interested..... more than a 100 applications in 7 months, and less of the 10% percent calls from recruiters. HELP!

In answer:
Firstly Laura, I am sorry to hear about your situation: keep your spirit and your chin up, and you will get a job.

The statistic you give suggests to me one of three causes of your low call back rate:

- The sector you are in is in recession – the most common areas at present are financial services, construction, or banking; manufacturing is suffering from overseas outsourcing, and depends on which sector
- You are targeting the wrong jobs with the wrong skills – you just don’t have the skills, are over qualified, or seeking to high a salary are the most common problems
- You are not engaging with your CV/Resume – you just are not communicating your skills in your job application

The first thing I would do from now on any job application you send, whether you hear from them or not, is to pick up the phone and ask for feedback. Just say: “I applied for your job XYZ, and I am assuming that I didn’t get an interview by now as its past the due date, but could you please give me some feedback on my application?” A good HR department or recruiter won’t say no to that request, and at worst you get some feedback to modify your next application, and at worst you may get an interview: around 10% of jobs which go past due date don’t get filled.

Candidates should always ask for feedback, and if you do Laura then you will soon find out where your applications are presently not fulfilling the requirement to get into the “call back” pile. If you need help in modifying your CV/Resume as a result, please drop me a line and I will happily help.

Good Luck!

Reverting back to an earlier career path, having previously changed jobs for a new market

John asks: I started my career as an electronics engineer developing products and I loved the work mainly because I am a creative person and a problem-solver. I got sucked into the world of IT mainly because of the money, and even though I have been in many areas of IT, including management, I don't find it the least bit enjoyable. I would love to get back into engineering and product development, but I have been out so long I have no idea what is available to someone with my skills. I feel that I have been floundering in my career over the past several years; that is lack of satisfaction, no motivation, and etc. I have spent the most part of the last four years, while at my current job, doing a lot of soul searching and I really need to make a change. If anyone has any ideas on how I could go back, what someone with my background could do in product development, or even if I am too old to go back, I would greatly appreciate any advice you could offer.

In answer:
This is a not uncommon question for many who seek a new job path, but I think you are missing something here in this specific sector which may provide at least a third if not more choices

Let’s take you first. You changed paths logically from one thing to another, you say for money, and you now find that an unenjoyable career. Just using your own thought path here, but reverting back to what you did previously John you are therefore accepting a lower paid but happier (I would question that part of the choice) job – yes? Add in that you accept the knowledge path/skills gap, and you would need to go back in at a lower level than you had before, on even lower pay – yes? This personally seems a large compromise for what on the surface could just be as simple as a “looking for happiness in what I do” driver.

Now let’s take the area of design. A decade plus back, things were designed were they were made. Then along came outsourcing and low cost economies like China, and the production and inline development moved overseas – original design was still held in country. In the last few years, design has moved in two directions – high level design think tanks exist in country, to create successful product concepts: “designers” here are drawn form artistic and psychological backgrounds, with the product line concepts given over to out of country/outsourced design teams; most design is now outsourced to small conceptual teams, who are tasked on fast turnaround and low cost – this means many are heading towards low cost economies. What I am trying to say here is that, the concept you have of in-country product design may not exist, and if it does more and more of it is getting dragged overseas. What does exist draws mainly from non-engineering fields, or exists in bespoke design houses which will take concepts into trial runs, and then hand over to overseas factories. In my mind, your dream old job may either now not exist for your skill set, or now be sat somewhere in Asia.

I think you are missing a trick here though. Singular products in most markets now don’t exist – but systems do, and the hardware is tied together with IT systems solutions and software. Secondly, even if a product exists, there is far more customization of that product both in-life, in-country and well as in-deployment to customer that involves the collection of market/client data, and the customization of product system through use of IT and software to the developing market or specific client requirement. You are a designer with IT skills, right?

I really think you should get yourself in front quickly of a good certified career coach, who has taken someone before through a similar situation. Chat to at least three, check the level of certification (one NLP certificate does not make a career coach), and don’t engage until you have spoken to the reference client they took through the similar transition. You may also want to check what career management services your former colleges/universities have for alumni, while ex-military personnel also have access to great career counseling services. I would also chat to a recruitment company that specializes in design work, and ask for their advice – if they think they can help, then they are accepting you have the skills that their clients want.

It is great that you are asking questions John, and the final answer to the fulfilling career you seek may not be the one you are focused on at present – there may be an even better one that you don’t yet know about, let alone can’t yet see. Keeping asking the questions, writing down what you like/don’t like, and quickly you will find a great and fulfilling answer.

Good Luck, and if I can help you further, please – just ask!

How do you retain focus in your CV/Resume with a broad experience level?

Barry asks: How do you retain focus in you CV/Resume with a broad experience level? Does demonstrating experience in other realms provide an accelerated path for promotion? How often should you tailor your CV/Resume - per position or per company? How important is it to take risks to stand out from the crowd, i.e., even stooping to what seem like obvious, gimmicky advertising ploys?

In answer:
Demonstrating that you do things well is always a positive on a CV/Resume. The final answer is in this case is always post specific, and would depend on the job position.

Most of the time varied experience would be beneficial, but having a lack of direction can backfire, even for the most qualified candidates. This problem is most often faced in career change candidates. I have hence counselled clients to downplay or exclude certain accomplishments from a CV/Resume, when their inclusion may cause an employer to doubt your focus or commitment.

In terms of tailoring a CV/Resume to a particular position, the answer is yes. If done correctly, reiterating key words from a job posting or perhaps rearranging your accomplishment-based bullets so they tie back to requirements listed for a position is just one more thing that you can do to try to get your resume into the 'call' pile.

And one last point: forget the gimmicks! Just apply the age of old lesson of matching the job specification with the words in your CV/Resume. Stand out for the right reasons, not ones which could easily backfire on you: would you employ a joker who didn't know when to be an adult?

Good Luck!

If a company gives both an email address and a mailing address to send job applications to, which one is best to use?

Malorie asks: If a company gives both an email address and a mailing address to send resumes to, which one is best to use? I am applying for a job and the company provided an e-mail address and a mailing address for resumes. I was wondering which one would be a better method, aside from the obvious benefit that an e-mail arrives much quicker. Also the ad asks for work samples with your resume, and I was wondering if I should send a short explanation of why each sample I am sending is relevant to the job. They are looking for someone with Photoshop, Illustrator, and InDesign experience, so I was thinking of sending a short description of each project along with the work that says what programs were used in each, but I was told once that you shouldn't put too much of a detailed description in a portfolio because A) they probably won't read it and B) if they do read it, you will have less to talk about in an interview or portfolio review. Any input would be greatly appreciated. Thank You - Malorie

In answer:
Simple - look at the job: technology orientated, so technology orientated employer who gives you the option (its probably a mini hurdle/test); so your application should use the technology. It is one of the clearest cases of using technology over paper for a job application I have seen: the normal case is that paper still gives more effect/weight, but not in this case

With regards the samples - I wouldn't send them. I would create an online portfolio showing off your work in the defined areas, and my even create a specific online section for that potential employer with the samples outlined with the explanations you suggest. The article here on the blog which refers to online CV/Resumes will show you some great examples of online designer portfolios, which is the way to address this requirement and stand out from the crowd

Good Luck!

Online Job Boards - is this happening to you?

Jan asks: A few months, one of my friends suggested that I join a few of the online job boards, The Ladders, Netshare etc. They had a great response and was offered a few positions. So, I did and I had horrible results which was fine - however not one of my first, second nor third follow-up was ever answered by anyone - the poster. Then I heard that most of the recruiters posting on these online job boards were bogus positions and even the recruiters calling were calling about bogus positions. So, I decided to test the waters and applied to over 100 positions in one day - no response. The recruiters calling would tell me the company and I would have my network find out if it were true - no positions open. Then another question was posted about the same thing and I responded as to my experiences. Over the past two days, I have received some from companies stating that my qualifications were inadequate and they thanked me. However, the e-mails are to "recepients" and are canned messages. Now some of you will say - they have so many applicants that is acceptable, but in today's age of technology - I beg to differ - they do have to do business - and they want people to have good will about them - no matter if it is employment, customers or partners. Are you getting the same messages and do you feel this is just a way for the recruiters and the online job boards to continue to bring in much needed revenues for them to stay afloat? I cancelled my memberships - and will not join again - I am starting my own consulting company as I feel my background is needed for a lot of companies.

In answer:
I am sorry to hear about your experiences Jan, and wish you luck in your new businesses and career path.

But truthfully from a recruiters view point, I am not surprised. There is much debate amongst the recruiter and HR professionals of the use of job boards, particularly with regards the quality of both jobs and candidates:

- which company would post their vacancy on a job board, when the branding is the job boards and not theirs? Many of the more established job boards recognise the topline corporates need this branding feel, and create special co-brand pages for large NYSE and FTSE companies
- which candidates would post their CV/Resume to a jobs board? Unless you are unemployed, it can be found as easily by your existing employer, and would hence been seen as an "I'm leaving" sign. Why not use a business focused social network like LinkedIn where you can post all your details and be passively found, but don't have to hoist up the "I'm looking" flag of desperation

For medium scale employers, I think job boards can offer a lot: it is certainly offers more effective coverage than posting your vacancy in the local newspaper, and cheaper than posting in one of the specialist sector magazines. For candidates who are on the open market, then I think it can offer much in raising the flag of availability higher: what have you got to lose?

To find a good jobs board, then look for people like you/from your sector, and employers you want to work for/good recruiters posting jobs you could apply for, in a decent volume: at least 10 opportunities you could apply for today. In the recruitment world, certain jobs boards have better reputations for certain sectors than others. Hence, why post your new vacancy everywhere when one posting at one cost will cover 80% of the market of ideal candidates? Candidates need to pick up on these subtleties.

However, that doesn't stop the old recruitment games going on. Not that I agree with it or allow it at my company, but it has to be accepted by anyone who posts either a vacancy or a CV/Resume on a jobs board that still there will be recruiters building their dBases through calling such employers (and offering secret/inside candidates), or candidates (and offering secret/inside vacancies). Most of the large national recruiters will train and pay their own new trainees to get used to a telephone by undertaking such dBase building exercises, and paying them on collecting CV/Resumes/vacancies.

Jobs boards are a good development in the market, but for these reasons and cautions they don't offer a whole solution for either candidates or employers, and in some cases not ideal for either.

Good Luck in your new venture!

Fight, Accomodate or Leave?

Ritu asks: A person joins a new company, and within some time say, 6-9 months, If he feels, the company is not justifying the roles and responsibilities provided to that candidate, in spite of being his capabilities, What would be your views:

- to leave the organisation, search for some other job?
- fight for the rights?
- should he accommodate, himself as per the organisation environment ?

While answering please think for the following points as well:
- it is very frustrating, that only because of the office politics that is being going on, suitable candidate is not being provided the role
- if the candidate tries to accommodate in such a situation, he is not left with any kind of enthusiasm towards the work

In answer:
I think you have answered your own question - LEAVE.

A friend who is a coach has a very good view on the first six months strategy for a candidate in a company:

- Months 1 thru 3: fit in
- Months 4 thru 6: do more than they hired you for
- Month 7+: you are indispensable!

Always, new recruits find the job they thought they were hired for is not the one they actually do. That is either because the company was over sold and under delivers; or the candidates either over or under performs. To avoid this in future, and avoid the "got the job I want, just hate the colleagues" social-fit problem, insist on at least half a day working in the environment where the proposed post actually is, meeting the people you would be working with. People fit is as important as job fit.

What next? I think your two supplementary points show that you are unhappy in both the job and the company, so cut your losses now - keep your head down, and start looking: fast. If you are not happy, you will never be happy in what ever ideal job you are working in.

Good Luck!

Making long term career choices

Saba asks: Which one, Business Analyst or a Product Manager is a better job role from long term career perspective ? I am about to change my current job but am a little confused. I have two different offers with me right now and I wanted to make a decision based on what field will take me more further up to reach top management roles. One position is of a Business Analyst and the other one is of a Product Manager. I am very much aware of the fact that many small companies have one person working as both. So that adds up more to my confusion. I want to work in a position that offers more learning and there are plenty offers out there in the market when I decide to switch and leave this job and off course also the one which will lead me to join my dream companies like Microsoft or Google. Also please guide me if I join the business analyst role, would this mean that I cant get a Product Manager job role in future? Thank you so much.

In answer:
I don't think this is a question of which is better, but more which is ideal for you and your career.

Generally, Business Analysts take customer problems and convert them into company focused and based product/solutions: they work from a customer view point. Product Managers are marketers with a fixed solution - the answer is the product, now what's the problem? They fund product development and market position from purchase revenues: they work from a product and hence company view point

As a general rule, its better to get closer to the customer and revenue stream early in your career to enhance career longevity: successful sales people can always move to marketing or management, where as its difficult for product people to move forward or across a company.

The questions always to answer to yourself when thinking about a career move are:

(a) What floats your boat? What gets you going in the morning, and would make you get out of bed with enthusiasm at least 4 days out of five to do that job?
(b) What will the choice of change look like on your CV/Resume? How will you explain it to the HR manager who interviews you for the job after this one?

A good career plan should make the choice for you, and if you think about your long term goals the fripperies of the enhancement of one post versus the long term skill and competencies gains of the other towards those ultimate aims should prove decisive.

One final thought: as a 22year veteran of the telecommunications world myself, I have seen many well paid and enthusiastic Business Analysts, but few happy Product Managers after their product is more than 18months old: your career opportunity as a product manager is defined by the life cycle of your product. This often means you go from being the cream of the crop to an also ran quickly, and then trying to find a new opportunity with an old and commodity product on your CV/Resume often becomes difficult

Good Luck!

Thinking you might be laid off/be made redundant?

If you listen to the media at present, we are probably heading right now into the worst recession since the 1929 crash. Looking what goes on a round us in our daily lives, that could be true – the only construction going on right now is that associated with either long term projects (ie – shopping centres, which on average take seven years to plan and come to fruition), or government projects like roads or schools.

The question therefore is – who is going to take the brunt of this recession, in the form of unemployment?

If we look back at classical recessions, then

- The young will still be employed, particularly post-school leavers. Simply, it is an economics calculation: young people are cheap, energetic and lacking work place experience easily lead
- The foreign economic migrants will leave, whether they be legal or illegal, will go home. Why be low paid or redundant here in a high cost western economy, why not go home to a low cost economy?
- The old will retire. If you are three years or less from retirement, one year+ of tax free salary in the form of a redundancy is two years income in reality. Is three years worth of hassle really worth one years pay? Add to this the fact that you can now pick up some part time work and do some of things you always promised yourself you would do

That leaves the rest of us, or about 90% of the average work force:

65-16 = 49 years of potential employment, minus 3 = 46

If you are an HR Director, tasked with cutting 20% of a workforce, and you successfully released your close to retirees, what are you going to do next? There are two common strategies which are employed:

An open redundancy program: the company initially announces a consultation period – effectively a non-contractual on either side, open discussion on the scale of the package and who is interested. From the employees view point, it is an opportunity to explore options; from the employers view point it is a question like a fisherman of seeing who bites. If the employer arranges a meeting for interested employees, then it is not a tacit agreement on behalf of the employee to be made redundant: legally that’s against the law in a majority of countries. Most HR law requires a stepped redundancy process of: meeting followed by interview; confirmation of package; and finally a period of consideration by both parties before the final agreement is signed. The advantages form the employers view point of this method is that: it is relatively cheap in administration costs; you only address the willing; and it leaves the rest of the work force motivated knowing that you are a caring employer. The disadvantages from the employers view point is that some great employees could leave – hence there is often a selection/agreement on the employers behalf inside the scheme to stop top talent walking

A performance review program: the employer asks each manager to note the performance of their employees over the last period (a month legally would be too short, a year may not produce a sufficient result; last two quarters is legally defensible). Employees in the lowest performance bracket (you don’t need to be low performing against the previously agreed targets; just below any new mark they set at an overall level in the company), are added to a list comprising of two elements:

- those who are already under performing
- those who are below the new targets, who are then given a period to perform at the required level

Most employers will now take both groups through a process of meeting and review, offering the carrot of “redundancy now at these terms, which will reduce if we make it compulsory.” At the end of a period, normally at least three months, the employer may then select compulsory redundancy. The disadvantage to the employer of this option is that it is: higher cost; more open to legal redress by the employees effected; it takes longer to process legally; it leaves a severely reduced morale in the remaining work force. Often, remaining employees think “do I want to hang around for the next round of this” and hence start looking for new opportunities, and there is a long tail of leavers. It is also more difficult for the employer to take on new employees when the economy recovers, due to this residual feeling

What can employees do to make sure they get the choice of employment they want?

1. If you have not had one in a while (ie - over six months ago), ask for a performance review. Make sure any issues of under performance are addressed immediately, and that it is confirmed that you are ideally in the top quartile of performers, or have an agreed and written down step program to achieve this in liaison with your manager
2. Work a bit extra. You don’t need to do all the hours possible, just 10% more than the average employee is often sufficient – 1hr a day
3. Take on opportunities inside the company. Join works committees, performance initiatives or optionally groups which do charitable work on behalf of your employer. Do anything which gets you involved in the infrastructure of operations

These simple steps should make sure that you don’t end up on a performance review list, and you now have a choice of where you could be employed. So now make the most of that choice:
4. Review your career plan
5. Review your CV/Resume, and bring it up to date
6. Review you online profiles, and if you don’t have any create them NOW! Start with LinkedIn
7. Check out the local newspapers, trade magazines and online jobs boards for suitable posts in your desired next job
8. Make a note of all the employers and recruiters who list these jobs – they are your target audience

If you are unlucky enough to be made redundant, then know that attitude is the key to getting your next job: be positive, and be prepared to graft – these attitude issues will count as much as your skills to any future employer

Good Luck!

Inclusion of specialist education on new career CV/Resume

Jayson asks: I am a chiropractor, and I am looking to change careers. My educational background: Undergraduate 1989-1993 (graduated), Chiropractic College 1999-2003 (Graduated) with a Doctor of Chiropractic (D.C.) degree. It's the last graduation that's making things difficult in this process. To make a long story short, practicing chiropractic is not for me, and I'd like to capitalize (hopefully) on the management skills I've picked up along the way. I really do not want to draw attention to the fact that I am a chiropractor looking to change careers. This seems to be a nearly insurmountable distraction to potential interviewers, and, quite frankly, it might even hinder my chances at being invited for an interview to begin with. To this end, I have reworked my C.V. into a resume, and I have repositioned myself as having managed the practices in which I have been previously situated (I'm not lying here, either). My question is this: With respect to my chiropractic education, what is the best way to handle indicating that period of time in my life? I have considered various options:

- Eliminating/Omitting it - The drawback to this is that I feel that I would be hiding something, and that I would have 4 years of time unaccounted for.
- Indicating "Selected Courses at Life University, Marietta, GA" (possibly including an indication of a "concentration in healthcare management") - I might be asked about why I didn't "finish"/receive a degree, but, at least, I would be including the experience, and I could account for some, if not most, of that time.
- Including it outright - This would cause the distraction to which I referred earlier in this e-mail, and possibly exclude me from many possibilities.

I have also heard of the inclusion of a "professional development" section on the resume which would account for certain experiences that didn't lead to a degree. Any ideas? They'd be greatly appreciated!!!

In answer:
Here's a thought - at some point in time during a job application, it will come out that you had a 20 year career as a chiropractor, and you don't want to do that any more. Had you thought Jayson about when you were going to handle that in a job application process, because the question then from any potential employer will be why (us)?

The answer to the question (and the best tactic is to answer it BEFORE the HR manager asks it), really revolves about what you want to do next. Because it will be seeing what type of skills that ideal new job requires, and if/where those skills show up in your previous occupation that the then writing of your CV/Resume then becomes much clearer. If you are writing a blind CV/Resume with Cover Letter at a potential employer, then I can see the problem. I would address this under a "healthcare management" title to keep it applicable to management as opposed to the physical work. I would suggest your chances of an interview on blind applications would be low, sub 10%.

However, lets get back to the real nub of the question, which is the why the move from chiropractor. Most well planned careers would take your existing skills (a chiropractor who has managed and run his own business), and transition to say management in a healthcare practice, or something which used multiple areas of your skills and competencies before transitioning into a new industry. But the way your question is posed suggests the move you desire Jayson is a move away from being a chiropractor AND a move away from the healthcare sector.

I hence don't think the problem in any job application is actually in your CV/Resume as a "how I posed my skills and training" issues, but a "why do I want a career change issue away from so many of my core skills." This any employer will be reading as a high-level risk, and its the why as well as showing Jayson that you have transitioned those skills in other instance that will reduce the employers view of that risk, and result in an interview.

This is one of the clear cases where I think a career coach would be of use to you. They could probe that desire, work up a five year strategy, and then a plan with steps below that/answers to the obvious HR questions. I would always employ a certified career coach, and find one who has handled such a situation before and can reference you directly to that transitioned client.

A cheaper option is to approach a good recruiter in the new sector in which you wish employment, and ask for advice. But they make their money on quick placements and many would have similar risk/desire concerns as any potential employer. Any good recruiter who could show you similar career transitions they had placed and then took you on, would have signed-in to the fact they believed you, and could sell the transition desire to their clients.

Good Luck!

How do I get back in the market after several years of illness?

Paul asks: How do I get back in the market after several years of not working due to illness? I am currently disabled would like to work since my critical thinking skills are still sharp, but physically challenged. I was laid off at previous employer while ill. It took years to get a proper diagnosis for a complicated genetic disease, the literature says 7-11 years is the norm. If you have been through this I would appreciate your feedback. Working from home would be best. Medical benefit coverage is paramount with coverage for pre-existing condition.

In answer:
Paul, you clearly demonstrate the fact that man is made up of mind, body and spirit - and while your body may be challenging you presently, it is your mind and spirit which will both enable you to live a full life and an employed one.

The question now is - what "floats your boat," and makes your spirit really soar in the world of business? Understanding that and your existing skills/competencies will really help you to define what you could do, and in which environment it is best to do it in: either employed or self employed.

I have to be wholly open here, and say that most corporates would want to know that your health issue is at least stabilised. The open minded ones will recognise the benefits of employing disabled staff - they are more loyal, harder working, and often hence more productive. However, unstable conditions are the employers greatest concern - your question therefore has to be how work capable you are, and what could you do. You need to be really honest in this assessment, and agree it with your doctor - any employer will ask to consult them for a reference/report.

Self employment would offer many opportunities for you. There are a number of SME businesses who still to this day can't figure out whether they should be deploying IT systems, and if so how. I would do some research with the help of your local Chamber of Commerce to see what the market locally is like, and what they seek.

If you choose the corporate employment market, then I would choose a solutions based approach. Pick around 10 organisations, and do some research on the key issues for them. Then undertake a bit of scenario planning, and rationalise a solution for them with costs/time scales. Then send that in a report format via recorded delivery to the President's office, with a Cover Letter and including your resume at the back, and see what happens. Any good executive would recognise the sharpness of being able to employ your mind, while accepting the current status of your situation, because they see the opportunity.

I wish you luck in finding a new career, and if ever I can help you, please - just ask.

Good Luck!

UK HSMP Visa or Workpermit visa?

Mustafa asks: I heard about HSMP visa and visited their on how to apply. If the employer gives sponsorship, than do I need any Visa? Is there any work visa for European Union?

In answer:
The UK, like many countries, is tightening up its immigration conditions for migrant workers. After a period of study of other countries approaches, it implemented a points based system form 2007, where by an application is considered under three categories which each score points:

- Your age, qualifications, sector, experience and existing pay
- Your associations to the UK, including language capability
- Your ability to support yourself financially

If you get the right minimum score in each of the three categories, AND enough points to pass a minimum overall score, then you can be considered for issuing of a migrant worker visa. This gives you the right to come and work in the UK for up to five years in your agreed sector, but not to bring any dependants, even including a wife or children.

The number of points required depends on your skills and sector. Tier1 is for high skilled people and entrepreneur investors; Tier2 is for sponsored employees for UK based companies, and training sports people; Tier3 which is seasonal workers is still to be defined (it comes in in 2009), but would need sponsorship.

As you come down the tiers, the required points go down but the amount of proof required by the employer goes up. Sponsoring employers need to be registered with the UK Border Agency.

The website you listed, which is the actual application process, is not the best one to start with. Go to the UK Border Agency overview first for their guide to working in the UK, which explains the whole system. If you find you fall into Tier2 (most likely), then read the Migration Advisory Committee notes, which lists shortage categories - if you are outside their list, then even sponsored you will not get a visa. After that, go to the UK Border Agency points calculator - not all degrees have the same points ratings.

We deal with chefs, and were happy when MAC advised UKBIA that chefs were inside the short-skills sectors. But I have to say that in light of the global economic downturn, UK BIA are being quite tight presently on any visa issuing - there is a very stringent set of issues around employers being able to prove that a UK worker could not fill the desired position.

Good Luck!

If the CV/Resume is a sales document, then it surely must be OK to lie?

The hardest thing for any new or returning job applicant (also called a candidate), to recognise, is the strange world we recruitment people live in – that is both recruiters and HR professionals.

Firstly, we talk a strange language – a simple one, but a strange one. We also live in a world of words, but have cold and often formal handshakes – it’s a legislative thing, and we have to be equal in our manner to be neutral in our recommendations to the hiring manager. As a result, we are often the most liberal and open minded types, and horribly PC in our work. On the downside, we are a scheming bunch of so-and-so’s, so that when we talk to you on the phone or meet you for an interview, we regularly throw what to you seem like curved balls to annoy you and get you upset (Note: yep, that is the purpose on some occasions, but certainly not always – we are human being who are just trying to get at the real you and your potential.)

One early aspect all job seekers must pick up on, is that the CV/Resume is a sales document, and NOT a school-like list of everything you have ever done or achieved.

Now, many don’t relate sales with the truth. They think sales means that if they were a character actor, it would mean slipping on a 110% polyester suit, a pair of plastic brogues, and a silk tie; then getting in a far too flash car with chrome wheels, driving to a second hand car lot and lying their heads off.

So, here is why a CV/Resume is a sales document, and the type of sales document it is. Imagine you are a hiring manager, and you need a new member of staff. You approach the HR manager, and they ask you for a description (in the trade, that’s called a Job Description). Much as though you majored in art in college, you can’t draw to save your life – so the only way to describe the job is to create a 3D template in which the ideal candidate will fit.

Please note that I didn’t use the word mould, because moulds are like templates in many aspects but one – you pour liquids in which then set into a mould, while templates judge fit around solid shaped objects.

Hence, think of you and your skills (with evidence of delivery along a track record, we call those Competencies), as a lump of stone. You could carve that stone in many ways to many shapes, but if you just stand back a foot or two (the role of the mentor or coach), there are some clear and obvious things into which you could carve it. Now, it would be great if the employer gave you the applicant the template they were using, but they don’t – they give you an advert, which is like a pour quality paper version of a steel template. The CV/Resume hence takes the basic stone (you), and the basic paper template, and added with a few trade tricks carves the stone to fit the paper template.

In the employers mind, if you can’t fit the paper advert and its wide tolerances, you won’t fit the final steel Job Description – and if they really wanted a granite finish over an alabaster, well forget it!

You may think: well hang on, all I have to do is add a few bits and pieces here, and carve out a bit more there, and I will get an interview. Possibly is the answer. But those attached pieces and the incorrect carving of the stone will stick out like blue-tac added after thoughts to the classic Venus de Milo in interview.

What about the under qualified? Not enough stone in the right places to fill the template shape. And what about over qualified? Well, from the employers view point, they will be questioning the wasted stone lying around the carved result.

So the CV/Resume takes hard facts – the stone – and turns them into a shape which fits the adverts template. You can’t take things and add them because they will stick out; and you can’t understate competencies just to make you look like a better fit – the question will be why?

OK, so now that you know what a CV/Resume is, what is a Cover Letter? Think of the Cover Letter as a set of high lights, which with warmth light up the carved stone. They show the employer that the key issues of their requirements are met, and that they should proceed with the process of trying fit with the template. Hence, if you don’t attach a Cover Letter, then really it’s like turning the lights out on your job application.

Next, we can cover interview technique as a dance – I told you recruitment was a strange world!

How do you improve your leverage when you have been out of work for one year?

Pat asks: How do you improve your leverage when you have been out of work for one year?

In answer:
As I have explained many times before, when an HR professional looks at a CV/Resume of a job applicant, the first thing they do after confirming you have the required competencies to undertake the job, is to read your career history by concentrating on the progression and dates - ie: the gaps in between the jobs. They are trying to understand your career management - why go from this job to this job? What is the logical track of your career management? What resultantly are your motivations? Did the career track change, and if so why?

Any issue which brings up a question mark in this track brings up an immediate question for you to answer by the HR professional. It may result in you being excluded from the recruitment process, or if not it will result in a question of why?

Your aim in a job application is to explain those gaps logically. OK, we all have a wobbly minute - some more occasionally than others - but we all have them. It's just an issue of explaining why the change in jobs or the employment gap occurred.

The first thing NEVER to do in explaining a gap is to move the dates to remove the gap. There are very comprehensive checking services available these days to employers for not a lot of money, which can pick-up deviations of a day or so: so don't even try.

You may also be uncomfortable with stating the truth about the why, particularly if it was a health issue for you or a friend/family member. However, a period out of a career path is not a bad thing, and a period looking after others may show another competence you have previously not had evidence to write in to your old CV/Resume. Health issues can also be handled, and won't exclude you - some stated up front also mean that you can not be excluded from the recruitment process for that reason after that point.

However, the biggest gap problem to explain is "I just took a year out, and twiddled my thumbs." That to an employer says "Nice for you, but what does that say about your motivation?" It's the most common reason for being excluded these days as people take more and more career breaks, so make sure you did something. Did you rewire the house, build a cabin/boat, go travelling which was always a childhood ambition - just make sure you did something and that they can't question your motivation.

The question about anything - gaps or periods of employment - in your career is always: what can I write on my CV/Resume as a result of this?

Good Luck!

What does "over-qualified" really mean?

Mark asks: I would appreciate your assistance on my research into the executive job market for an upcoming article for CIO Magazine. Most executives, managers and senior functional specialists have heard that reply from a hiring manager, recruiter or HR person at least once in their careers. This response is especially frustrating for a job-seeker when they have actually spent the time verifying that their skills and experience do indeed meet the requirements. So, as a hiring manager, have you ever used the term "over-qualified" when in fact the candidate does meet the position's specifications? And if so, what are some of the reasons why you would do so (eg, candidate's age, price, reputation, prior history, etc)?

In answer:
I am a recruiter not an HR manager, but have been involved in the hiring process for hundreds of people over the years. The reasons most often I have seen for using an “over qualified” statement are:

1. Your compensation requirements exceed the hiring budget
2. You will be under employed, quickly dissatisfied, and we will have to hire someone to replace you in a few months
3. Favouring an internal candidate as a growth promotion, and have resultantly lowered the job standards to qualify them

Most employers feel that if a candidate is not challenged, he/she will soon be on to to a more challenging career opportunity. There is also fear in this current economic environment that people are taking jobs just to get through the financial crisis, and will quit thereafter.

I have never used the term "over qualfied" to remove any one from a hiring process, unless they truly were overqualified. If they are not overqualified but their salary range is out of budget, I am honest and tell them that while they are a strong candidate, our budget cannot support their salary requirement.

There are scenario's where candidates do, and more regularly now, down grade:
- People fed up with dealing with the headaches associated with high positions
- People very willing to start over and just looking for a chance

The risk is lower from the employers point of view with the former of them leaving the company for a better offer, the employer is just concerned that they may lack motivation - these people are normally financially secure. However, they offer great knowledge and experience to advance teams, and it is this aspect they should emphasise in their Cover Letters: I want to work because as well as I want to work for you Mr Employer because.

The second group are normally ambitious and have failed on some level. While there is a possibility they might leave for a better position in six months time, employers can manage the risk by motivating them in their present position and showing them a possibility for advancement. In this case employers should always implement a "non-compete" clause, so you are not preparing your next competitor. Candidates in this scenario should always emphasise in their Cover Letters why they want to work for that employer, and why they will remain loyal/show track of in their CV/Resume.

Good Luck!

Ready, Aim …. and then you can get hired!

In career management, the simple answer is – you never know where that next opportunity will be coming from, so you can never be too ready to be hired.

Yes, you can over plan a career, and not recognise the next opportunity for what it is – there is never too long or too short in a job, it just makes it more difficult to explain on your CV/Resume! So your first question should always be “how would this look on my CV/Resume” if you are offered a job opportunity.

So, what are the steps you should be taking for successful career management:

1. Life, family and friends first, career second – how ever great, wonderful or fulfilling your career is, your life and your family/friends must always come first. When the chips are down or gone, they will always support you

2. Have a life plan – I know to some it still sounds daft, but have a life plan – yes, even if it is written on the back of a cigarette packet. You can’t think on your death bed “blow, should have done that” so write it down and get out and do it. Have a balance of goals which include a few “everyone does that” experiences and a few “I know I won’t get life insurance for that” adrenaline days. Life is for living

3. Have a career plan – inside your life plan, the balance between work and play, write down a career plan. Yes, it can be as simple as something which fits on a few lines, but I have often found the best career plans that result in action are developed through answering three questions: I like this; I don’t like that; I quite like X’s job (where X is a named person). If you look at how X got to their job, it will give you a good path to gain idea’s from, the questions they answered in their own career, and a potential route to follow

4. Write down your full academic and career history – dates, places, results, managers, major customers, lecturers, contacts, etc. Write a paragraph or two of history on each period. Some develop this into a personal record or diary, while others carve that down to a portfolio

5. Go have a chat – with friends, with family, with almost anyone but your boss and anyone in your management chain (they will see this as an “I’m unsatisfied, I’m off” signal.) See what you friends think of your plan

6. A bit of reflection – take time to reflect on their answers and pointers. Always go back and amend the plan in light of their comments, as they are your friends/family they will know you best. Go round this loop as many times as you want, but if its more than three then perhaps you are just being too unrealistic

7. Words and Image – now you have a plan, your career plan need to be reflected in your public words and image. So amend your public portfolios – like your LinkedIn or Xing profiles for instances, or your VisualCV – to reflect your goals and ambitions. Also, have a CV/Resume written which reflects the new goals you have, and that you could send to almost anyone TODAY if you got approached (of course, you never would send it today, but it makes it easier to amend)

8. Meet with your boss – now you can sit down with your boss at your next quarterly review (you do have one? If you don’t, make sure you are scheduling one) and outline your career goals for the next year, and how you would like to reach them inside his company. Only if you are planning a massive career change, will this step not be necessary – in which case, start the job or university application process. Many employees are totally surprised when they approach employers with new career plans, and the employer turns around and says “We’ll help you.” Why is this? Employers want motivated employees, and the number who just turn up at best 9-5/M-F to do a mediocre job is scary if you are a boss or a manager. Hence, anyone who suddenly goes “I’m taking charge of my life, I have these goals” is suddenly transformed in the employers eyes and mind – how ever bad their previous record/relationship

9. When you get approached – and it will only be a matter of time, as these modern online tools spot not only skills and competencies but also ambition, you now know what you are/are not looking for. Explain to the employer/recruiter what your goals are, and hence how you will judge their opportunity. Just for saying that you will be more attractive to them – see notes in point8 on existing employees – and the ones who conclude you are their person will pursue you harder and be easier to negotiate with

10. Regularly review your plan – a plan is only as good as its depth, its concurrence, and its implementation when required. So regularly, at least twice a year, pull it out and read it/review it.

It is a simple mantra, but being prepared allows you more time to make better decisions that help you reach your gaols and your potential. Just follow these simple steps, and you will never have an unsuccessful career – you will have a fulfilled life.

Good Luck!

Do you enjoy doing performance reviews?

Gopal asks: Do you enjoy doing performance reviews? Why or why not? If there are key strategies or tactics which could be deployed, what are they?

In answer:
Performance reviews when undertaken correctly are a conformance of achievement from an employees view point, and a communications exercise on competencies, behaviour and development from an employers point of view.

The problems occur when: the goals and targets are poorly set or measured; when the system changes without communication; the notes from the last meeting are lost or not even taken; and when the economic situation takes a turn for the worse. All of these result in a potential occasion for confrontation. It is only when the meeting or what is communicated in it comes as a surprise that there are problems.

All managers should clearly communicate the required performance to their people - goals, targets, sub-markers, etc. If they are not, then why should they not be surprised when employees get upset? Resultantly from experience, managers and employees should have at least monthly one to one meetings, and quarterly performance review meetings. This then results in an annual appraisal.

The role of the manager is to communicate those goals and targets, and the measurement system. They then need to understand how the employee thinks they are doing against the target, and the difference between measured and actual results - a gap. They then need to explore this gap and understand the reason of under or over performance - perhaps the measurement system is wrong and rewarding poor behaviour, or perhaps the employee is doing something which could develop the whole team performance. The process then needs to adjust the set goals and targets in preparation for the next period, and the agreed checks.

The role of the employee is to both schedule these meetings if a manager is laxed in their diary, and make sure the communication of these goals and targats is noted down in a set of agreed notes. That way, incompetent managers can not create under-performance situations which could result in surprise/shock and resultant confrontation.

Performance reviews should not be scared, they should just be a conformation of what is known and has progressed since the last meeting. I have sympathy with employees who dread these meetings, but if your performance is up to scratch - and the notes confirm this - what have you got to fear?

Good Luck!

Is my Mensa membership worth mentioning?

Richard asks: I was just asked why my Mensa membership appears neither in my resume nor my Linkedin profile. I have always taken the view my qualification for Mensa is about my natural gifts, whereas my resume, etc., are about what I have achieved. Am I wrong? Are you impressed by Mensa membership? Would you take me more seriously as a potential business associate knowing I am a Mensan?

In answer:
In summary, on balance from experience - I would leave it out.

By mentioning it, you communicate that you have those natural gifts, and a potential employer may be impressed. This may distinguish you positively from other candidates by letting a potential employer know that they might get a little more in the bargain with you and your IQ.

On the other hand, there is a section of people that have a knee-jerk response to all such skills being included, and think that intelligence = arrogance. Those people might well be put off by seeing that on your CV/Resume, thinking that you're somehow "flaunting" your skill - in this case intelligence - arrogantly. Intelligent and arrogant are not seen as good team working skills.

I think your decision comes down to what risk you want to take. There will be people that interpret it as advertising your intellectual superiority, while others will find it impressive. Which group is bigger? Will the arrogance crowd reject you for this? (Yes, wholly) Will the impressed crowd rank you significantly higher relative to your competition because of this? (No, not by a lot)

Hence, from my experience, on average/playing the odds you have more to lose than gain. You can always mention it later in interview if you find the employer considers intelligence and benefit, and have not taken the downside risk of bragging.

One last point - there are many, many Mensans that though they have rich and varied lives are not very good business people, otherwise they would all be rich! With that in mind, membership does not necessarily signal business acumen or employable competence.

Good Luck!

What are the key transferrable skills to highlight in a sales CV/Resume?

Tara asks: After nearly 10 years working in automobile sales, my ex husband was recently laid off, and is looking to move into another industry altogether. What are the key transferable skills for the positions of salesman, closer, fleet manager, & finance manager which he should highlight on his resume when applying for sales positions in other fields?

In answer:
The most successful way of gaining employment is to write a focused job application - generic CV/Resumes and approaches can work, but are less successful.

I recommend that he finds a definite job target and write his CV/Resume around that. Do not try to create a resume around all of those job titles you listed titles, try to narrow it down to an industry. For instance, the reason you can be more succesful in a specific job application is to use the same language used in the advert to describe his skills. You are just reflecting the same key words, and this is a very easy method to make sure that his presentation aligns with his goals.

If he decides to apply himself in multiple sectors, then use multiple CV/Resumes if necessary. It's better to have several focused CV/Resumes than only one that you try to keep generic.

In general, transferable sales skills include the following keywords:

Relationship Development, Solutions Selling, Account Management, Account Retention, Network Development, Consultative Sales & Closing Strategies, Needs Assessment / Analysis, Presentations, Strategic Planning, Negotiations & Deal Structuring...

Some sales management skills/keywords include:

Sales Force Leadership, Team Building, Training, & Motivation, Compensation/Incentive Programs, Turnaround & Startup Leadership, Proactive Sales Planning, Partner Recruiting, ROI Maximization...

The CV/Resume should be highlighting the past achievements, with recommendations from managers and customers (as the sales profile is 100% based upon customer).

Good Luck!

Jobs after Real Estate

Sonia asks: For someone who has worked in the real estate industry, what are some jobs/careers that could follow this? There are so many valuable skills that come from this experience; do you have suggestions for careers that will make the most of those skills? Thank you!

In answer:
I think you are addressing one side of the career change question at best, in terms of quantified skills; another side is: what is your passion?

The clear skills from a real estate career are:
- sales and marketing
- project management
- people skills
- negotiation
- finance
- administration

But the way in which you have posed your question, it sounds more like a question of where you could next apply those skills in a different sector, as opposed to any possibility of continuing in the real estate industry.

It is in situations like these that a mentor or a certified career coach can help, to help you understand what your skills and passions are and how those align with your long term goals.

To start the process, as a first step, taking three sheets of paper, I would:
- write down a basic career history
- write down your life ambitions
- write down your resultant career aspirations

Then, take that to three good friends and see what they think. Reflect on that feedback, may be rewriting/adjusting the second two pieces of paper, and see how they then feel. Once your friends have given input, then find a certified career coach, or may be approach your old school/college/university and see what career planning options are available to alumni - the armed forces also have some great career programs for ex-members.

Good Luck!

Is hiring a career coach worth the cost?

Deborah asks: I'm trying to determine what additional assistance a certified career coach provides that one cannot get from going to networking events and taking professional development courses?

In answer:
Possibly, depending on your circumstances. It depends on you, your situation and your views of where you are compared to the market reality.

As a recruiter, as an average of ten candidates we get in front us:
- three know what they want to do, have thought through why they want to do that/recognise their owns skills/limitations (a majority have a career plan), and are realistic in their expectations. We could stick them in front of an employer tomorrow, and they would walk out with a job offer
- three have not got a clue what they want to do, just that they want another job. They don't recognise their skills or motivations, long term goals or aspirations. If we stuck almost any job in front of them, they would want an interview for it - it wouldn't matter if they had the skills, they just want a job. If we stuck them in front of an employer, they would be rejected (and our reputation tarnished), and if they got a job with one of our clients would be out of the job in less than six months (also tarnishing our reputation). They need career counselling of some sort
- there are then four in the middle who could go either way, of which half will pull round within an initial one hour conversation/a days reflection to the first group, and then be clear on their path. They may not get the first job they are interviewed for, but they listen/learn and adapt very quickly

The above assumes you have chosen to seek a new opportunity/are currently unemployed, and clearly at present you are employed Deborah. But I don't know which group of the above three you sit it, and you could also want to switch careers which creates new problems. I hence think that the options you have suggested as possible alternates are not: they are possible tactics inside a career strategy and resultant plan, which is what you need at present

As a first step, taking three sheets of paper, I would:
- write down a basic career history
- write down your life ambitions
- write down your resultant career aspirations

Then, take that to three good friends and see what they think (not your boss unless you really 110% trust them - its a bit like saying "I'm moving on" to them). Reflect on that feedback, may be rewriting/adjusting the second two pieces of paper, and see how they then feel.

If you then want to explore the possibility to move job/careers, approach a well known recruiter in the sector you seek for a career planning conversation: you are not looking for a new job, you are just thinking at present. If they think you need some help, they will tell you - and possibly introduce you to a career coach. Recruiters are driven by successfully placed candidates, and if they think they can place you quickly then they will tell you and start offering interviews; if they don't, most will give honest feedback on your skills/the market and the realistic gap between the two.

My view is, if you approach a career coach, of course they will tell you that you need career coaching. But the output of any need for a period of reflection, thinking and possible resultant change - think of a career coach as a tool/procedure to meet an ends: a better life - is that you may possibly already have the answers, and the way you think and approach problems it may well be that introducing a third party may not presently be the best answer.

If you do decide to engage a career coach, ensure that they are certified - one NLP certificate does not make a career coach. I would also suggest you approach at least three, and find a social/professional fit you are comfortable with - you are the customer after all, and it will be an intimate process. It may also help if you find one who has been through the same opportunity in which you find yourself, and possibly one who has worked in the same industry/market - that insiders view all helps.

Good Luck!

Can I get a job offer generated from my online profile?

Andrej asks: Would you think about to offer me a job if you look at my profile? And what kind of? I have never heard of a reporter getting a job without showing (written or video) clips. But my question is really only about whether my profile could attract some attention or not. I really do not expect somebody will offer me a job and his decision would be solely based on information from my profile. I would be weird also for me :-)

Profile:
During my journalistic career I’m trying to focus on various security topics, terrorism, US politics and world of intelligence agencies. Because of my job I have had chance to visit places like Kosovo, West Bank, Transnistria, Taiwan or USAF bases. I had also the privilege and luck to make interviews with many distinguished persons. Just mention few: Shirin Ebadi (Peace Nobel Prize winner), Kim Campbell (former Prime Minister of Canada), His Royal Highness Prince El Hassan bin Talal (uncle of King Abdullah II of Jordan), James Woolsey (former director of CIA), Gen. Wiliam Odom (former director of DIA), Mircea Raceanu (so called last political prisoner of dictator Nicolae Ceauşescu), Paul Wolfowitz and Richard Perle (two of eight Vulcans of GWB). The real special one was the interview with British explorer Fiona Thornewill. I called her when she was exactly on the South Pole after her record-breaking walk. I have many interests :-)
Specialties:

US internal, security and foreign policy and American society, Czech Rep. internal and foreign policy, China security and foreign policy, China-Taiwan relationships, world of intelligence agencies, security policy in general, transatlantic relationships, NATO, history of Cold War...but once again I have many interests :-)

In answer:
Simply put - NO!

Profiles wherever they are are profiles. They are there for peers as well as recruiters and HR Professionals working on behalf of employers to find you, but they are not focused enough to get you a job. Even if they are the best profiles in the world - like a VisualCV for instance - and say specifically I am Job Hunting, I or any other recruiter or HR professional would not offer you or anyone else a job solely on an online profile. A profile is there like an a positioning post at worst, and a bland advertisement at best - for those recruiters/HR professionals looking for those skills, it serves as a sign post to be found, create interest, open communication and possibly lead to a specific job application and hence later to a face-to-face meeting.

A profile is a profile, a CV/Resume is a job application.

Good Luck!