module 4 - cpcc career coach certification · asking w ith a pleasing personality, wit, and...

Module 4 Section 1

Intelligence Collection 2

Circle of Influence: The Effective Network 5

Professional Career Development Dialogues 21

Powerful Value-based Résumés and Written Career 30

Search Management Documents

Client Branding 49

Endorsements and References Upon Request 60

Résumés and Career History Analysis 70

Sample Career Marketing Documents 74

Module 4 Overview

Module four will engage you in exercises for job search techniques including intelligence

collection, networking, career development dialogues (informational interviews),

understanding the development of powerful résumés and written career search

documents via branding, including endorsements and references.

Section two includes Traditional and Social Media job search techniques including the use

of LinkedIn profiles, online job search, and online reputation management.

The Power Behind Career Success! Since 1990

Copyright © 2016 | For Exclusive use of PARW/CC CPCC program participants | All Rights Reserved | Written by Diane Hudson | Module 4 | Do Not Reproduce or transmit 2

|| INTELLIGENCE COLLECTION

Research Information The communication or reception of knowledge of intelligence via

investigation, study, or instruction: facts, news, data are power that promote authority,

control, influence and ability to sway.

Knowledge, familiarity, and understanding equals power.

Applying knowledge of information is powerful.

To be informed is to be enlightened and instructed. Research is the most critical

component to building a successful career. Job seekers must construct their own career

path and work hard to set and get goals. Reaching goals and locating employment

opportunities does not come without many hours of concentrated effort.

Some people shy away from the idea of Research. Some people simply do not want to

spe d the effo t. You a easil sit at a o pute fo a fe i utes to he k out so e things, and two hours later, you are still glued to the screen. Others, however, thrive on

seeking and obtaining information. As a career coach, you need to determine if you will

conduct career research for your clients and charge accordingly. If you have an employer,

you may decide not to expend the time, and you will you guide your clients to conduct and

obtain their own research.

The more informed you are, the more you will succeed. Career seekers who study hard to

design and launch a career search campaign will persevere with confidence and boldness.

But, they must apply the information they attain to the résumé, networking, and the

interview processes.

Career coaches who build a strong arsenal of intelligence from their clients will steer them

seamlessly to meet their career goals, prepare career management plans, and construct

powerful career search marketing documents.

Research more than you think you should or more than you think you need to. Knowing

how to construct a career search campaign, understanding the components of a powerful

résumé, career marketing documents, and an in-depth understanding of targeted

companies will build confidence!

“It is hard to navigate the world without a map.” –Anonymous


Intelligence collection involves two parts:

The Career Coach collects intelligence from the career seeker to develop powerful career

marketing documents, to begin the career coaching process, and develop a career

management plan and job search campaign. Intelligence is collected from the following

sources:

The client

Assessment tools

Goals, Values, Motivations, and other career choice exercises

Worksheets and intake documents

Research

Online networking and joining networking groups

Reading

Brainstorming

The career seeker collects intelligence about desired industries, positions, companies,

hiring managers, recruiters, salary data, locations, and other insider information. The

career seeker may be encouraged to collect intelligence from the following sources:

Internet searches such as LinkedIn, niche job boards, career services pages,

press/media rooms on specific company sites, and general Google searches

Industry magazines and periodicals are an excellent source for specific

advertisements and articles about industries—hard copy or Internet

Company press releases / Media Rooms – in the News

Company annual reports

Salary websites

Job boards

Blogs

LinkedIn, Facebook, and other Social Media sites

The library, the librarian, and book stores (yes, they still exist!)

Networking events

Association meetings

Recruiters

Colleagues

Alumni Opportunities


Networking contacts such as Rolodex or equivalent and your Outlook Contacts

Professional Career Development Interviews aka: Informational Interviews

Chamber of Commerce

Former colleagues and superiors

Reading. Read or listen to blogs, podcasts, and webinars. Motivational

videos/audios account for reading. Internet periodicals count for reading. Read and

learn about networking and promoting your business. Read about the careers

industry, the job market conditions, new trends in hiring, and recruiting. Read

newspapers and magazines, business journals, and books on success. Always reach

higher.

O*Net / Department of Labor

Strong intelligence collection activities empower the career seeker with information to

construct and execute an assertive career search campaign. Without viable intelligence

a out the lie t, the lie t s goals, a d i dust e ui e e ts the a ee sea h a paig may be much less effective.


|| CIRCLE OF INFLUENCE: THE EFFECTIVE NETWORK

Building a Strong Circle of Influence is Part of the Research Process No one knows for sure, but every employment / job search study or survey that has ever been

conducted indicates that EFFECTIVE NETWORKING by far remains the number one

employment source for both identifying and securing employment opportunities in America.

The Granovetter Study conducted by Harvard University sociologist, Mark Granovetter, found

that 74.5% of all jobs were secured through networking. As well, the U.S. Department of

La o s o u e tal stud ie ed all jo t pes across all industry sectors and concluded that

63.4% of the jobs were landed by networking efforts.

Regardless of how much the Internet has affected the job search process, regardless of the

vast number of people relying on the job postings on job boards, and regardless of the

seemingly overused and under-valued concept of networking – networking your way to riches

e ai s ki g of the hill. Think of it as relationship building. Relationship building softens the

i ti idatio of et o ki g.

Networking is the process of connecting, in some manner, with other people known and

unknown to gain information and support with the goal of soliciting their assistance in

helping you secure an employment opportunity. Networking a e defi ed as a interconnected or interrelated chain or group or system i.e., a structure of cords that cross

at egula i te als a d a e k otted o se u ed at the ossi gs. It does not mean the

person you contact has a job.

Contact ea s to joi togethe , o e se i g as a a ie o sou e. I agi e ou self as part of a structure of cords that cross at regular intervals joining together.

Each party serves as a carrier or source of information while networking with others.

The purpose of networking is to increase business through relationship building.

To be an excellent networker, you must learn to listen and observe. Networking is

attributable to LISTENING. Networking does not mean selling or boring a contact with your

company priorities. Rather it involves active listening and getting to know your contact and

how you can ultimately meet his needs. Learn the names of your contacts and remember

them. Listen carefully to their business issues. Expert networkers agree that a customer or

client should do most of the talking, and you should do the listening. Human dynamics

“If I had to name one single attribute that defines the most successful people, it’s their ability to network.” –Harvey Mackay, professional networker, author,

and entrepreneur


suggest that people like to talk about themselves, so it is best to ask a

customer/client/contact about themselves and listen to them take off and start talking.

If you are comfortable at, and proficient in, the art of networking then just go to it. For all

others which includes about 94% of us who are not comfortable with networking, who would

rather go to the dentist to have teeth pulled or a o k a oo , than to network, please read

on. Networking is NOT difficult and can be mastered with a little additional knowledge, a

strong commitment to succeed, and massive discipline.

Why all the Fuss?

Why is networking a challenge for most people? Networking is difficult because of our social

conditioning and imposed fears. I have identified four major reasons why people do not enjoy

networking and end up settling for less than they could be in their careers and in nearly every

aspect of their lives:

1) We are told at a young age not to talk with strangers – so e do t.

2) One of the greatest fears of all time – the fea of eje tio .

3) The process requires an effort of giving before taking – o e e o t o it to.

4) We do t full app e iate the i po ta e of et o ki g a d do pla its sig ifi a e.

Additionally, there is a trend that younger people (Millennials) are no longer networking or

communicating in person. Their level of socialization compared to a Boomer is minimal. This

population communicates via texting, Facetime, and games.

College career counselors have reported to me that they are struggling to get their clients to

network. They seem to be afraid of reaching out and meeting new people.

The Power of Networking

“The best new client, is referred from a successful client.” –Diane Hudson


Networking contacts include:

Personal

Social

Professional

Asking for Help

Some people think they can live e ti el o thei o i ou so iet . The sa the do t need help from anyone, never have and never will! They are too proud to admit they could

use a f ie d; so eo e to help o e i a hile. Well, the e o g! Ma e the ha e ade it on their own thus far, although I strongly doubt it, but there will come a day when they

will need assistance. I just hope someone is there to give it at that time.

Many career seekers say they are uncomfortable asking someone to assist them in their

career search or for a chance to interview for an open position in their company. Whether

they absolutely refuse to request help or if it is simply that they would rather not, their

reticence reverts to an innate fear of rejection or failure. It stems from feelings of

inadequacy, self-consciousness, and/or embarrassment.

If you approach others for help and information with a rotten disposition or a know-it-all

attitude, you will not accomplish what you set out to do. Asking with a pleasing

personality, wit, and self-confidence will provide more assistance than you requested. One

of the easiest ways to get on the right side of a person is to begin speaking with the words,

I wonder if you ight help e? These seven words place the other person in a position of

authority because you are admitting you need help, and this person seems knowledgeable

PRIMARY CONTACT

1

3

7 8

4

9 10

2

5

11 12

6

13 14


enough to assist you. With their ego already boosted, that person will do anything to help

you simply because you approached in the right manner. When networking, answering a

question in a LinkedIn group, calling on a potential employer, or asking for help in the

library believe that others genuinely want to help and they will.

By allowing others to help you, whether in a career search or in any other manner, you are improving the quality of their lives at the same time. Does that sou d as if I programming you with a new belief? The truth of the matter is that you are actually doing them a favor by asking for help as you are providing them an opportunity to show their benevolence.

Developing a network serves three critical purposes:

1) It provides you with sources that have access to information. Successful

networking is information-oriented. When you connect effectively with the

right people you provide accurate and pertinent information to your network,

utilize the intelligence gathered from them to advance your efforts, and

organize and manage the information flow to access meaningful referrals.

Maintaining regular contact with the individuals in your network is critical to

career success.

Use your computer, smartphone, tablet, or social media platform to track

those in your network; create an Excel spreadsheet. Communicating on a

regular basis via the telephone, E-Mail, or in person will keep the issue of your

employment top-of-mind with contacts. If you fail to communicate at regular

intervals with your network, you will be forgotten. It is just human nature. The

people you connect with have personal and business concerns of their own.

Therefore, it is your responsibility to maintain the critical lines of

communication among those in your network.

2) It develops a referral base if the contact is not a hiring authority. In most

cases, the people you connect with and include in your network will not be in

the position to hire you. You are seeking a referral to someone who is in that

position, giving you the opportunity to introduce yourself and describe your

ability to manage their company challenges.

The primary methods to get in front of a hiring entity are critical:

Send a short email offering a bio, résumé or link to a LinkedIn profile

Email an unsolicited résumé

Contact them on your own by telephone or in person

Contact them as a result of a referral from someone within your

network

Have a contact within your network formally introduce you via

Facebook, LinkedIn, or other social media platform, or via email.


The most powerful referral is one that is actually facilitated by someone in

your network on your behalf. The people in your network provide you with

help, advice, and counsel but most importantly, they provide you with the

ability to reach decision-making authorities. Think about all the contacts you

have including friends, family, physician, dentist, teachers, dry cleaners, baby

sitters, your priest, minister or rabbi, the postman, LinkedIn and other social

media connections, alumni, community networks connection, and neighbors.

Virtually everyone you meet is a prospective member of your network. The

more quality people you meet, the more opportunities for referrals to speed

up your success.

3) It gives you the opportunity to secure formal introductions with hiring authorities through the members of your network. You benefit from the

rapport existing between the people in your network and hiring managers. The

following example and quotation properly illustrates the point. It comes from

author and business manager Ken Kragen in his book, Life is a Contact Sport:

"I had once attempted to buy the screen rights to a story about a man

who had organized a football team at a detention camp for teenage

multiple offenders. Through this process, he had helped to straighten

out many of the kids.

The deal never went through, but six months later, the coach called me

to say that his daughter was looking for a summer job in public

relations and Did I know of any openings?

“o I pi ked up the pho e a d alled Ke ‘oge s pu li ist, Che l Kagan, at the firm of Rogers & Cowan. Cheryl told me that R&C hired

interns and that she would be happy to interview the coach's daughter.

She got the job, and at the end of the summer, they offered her a full-

time position.

The moral: I was someone her father hardly knew, but I still made a

call for his daughter, and I happened to be able to open the door. It

never hurts to ask, because the worst that could happen is that

so eo e ight just sa o.

Almost all of us have some contacts be it through a distant relative, an

acquaintance, a teacher in school, a co-worker, or some other person.

Ask all your friends and family about any contacts, no matter how

remote, in the field or endeavor you've chosen. Leverage the

relationships!"


The 5-Step Networking System

1) Acknowledge your discomfort and face your fears - Change the meaning

- Change physiology

- Shift focus

- Play host

2) Develop a plan – and target your efforts - Personal

- Social

- Professional

3) Set Stringent Goals and Time Tables - Daily

- Weekly

- New and revisited contacts

4) Master the Communications Process

- Networking etiquette: Be polite, e o ti e, do t peste the o ta ts, do

send email notes of thanks, and be willing to reciprocate their kindness, i.e.,

send a link to an article of interest or buy them lunch or a cup of coffee if

appropriate

- Scripting: Have a powerful introduction and be confident in stating your

purpose for the contact

- Three Keys to rapport-building

i. Charm: Smile, be happy, be positive

ii. Courage Step out: Stretch the comfort zone

iii. Sincerity: Be sincere, positive, grateful in the interactions

5) Take Action - Showing up is 90% of the process whether it be in person, Skype, Facetime,

Chat, etc.

- Know your outcome in advance

- Eliminate procrastination

- Measure results

Needs Assessment

Spend 20 to 30 minutes in quiet solitude and uninterrupted time assessing your needs. For

many, this may be a bit uncomfortable because of the reality of who makes up your sphere of

influence. But this exercise is also a great motivator and life changing assignment because in

order to become more, we must develop a network of contacts that will help us to become

more. The purpose of this exercise is to think about whom we need to attract in our lives and


what information we need to become aware of that will lead us to our dreams and to fulfill

our goals.

So take 20-30 minutes just for relaxing, for thinking, for contemplating, and meditation. Ask

ou self, What t pes of people ould I eed to o e t ith that can assist me in achieving

aspi atio s? What ki d of i fo atio , if I had it, would dramatically enhance my efforts

a d lead e lose to goals? Do NOT ite a thi g du i g this ti e. Just sit uietl a d thi k, efle t, po de , a d o side the e ti e eal of possi ilities. Do NOT thi k, Ho ill I attract this person or informatio ? Fo o , e just a t to dete i e ho a d hat. O e e dete i e the ho a d the hat, – e ill get to the ho . It is o ti e fo ou to go and spend time on yourself. Enjoy this time knowing that you are beginning to create

your destiny!

OK – now based on your goals and aspirations – what types of information do you need to attract in order to attain your goals quickly and enjoyably?

Based on the information you need and/or goals you seek to achieve, what types of people do you need to attract in order to attain your goals quickly and enjoyably?

The following assignment will take some time, introspection, discipline, and even a number of

days to fully complete. In fact, this exercise would be a lifetime ‘olode / database

assignment where you begin to acknowledge and catalog the names of key people you know

or want to know. It is now LIST time! You will begin to list all those people you know or want

to know including names, phone numbers, email addresses, and value to the relationship.

(Use additional space if needed).


One of my clients received more interviews and subsequent job offers

by sending a note to his entire holiday card list. He let his family,

friends, and colleagues know that he was preparing to retire from the

military, and he would appreciate any advice from them regarding job

searches or leads for his encore career. He reminded his contacts about

his areas of expertise and said that he had a résumé available if anyone

wanted to see it or pass it along. He also sent his LinkedIn profile link in

the email.

Personal Contacts (Friends, relatives, neighbors, etc.)

Contact Name Contact Information Purpose Jill Smith 555-1212 / [email protected] Intro to ABC Company

Social (Social acquaintances, social club members, church/synagogue members, community

contacts, volunteer work, etc.)

Contact Name Contact Information Purpose Jack Jones 555-1212 / [email protected] Info on radio satellite industry


Professional (Business/professional contacts, chamber of commerce/business association members,

LinkedIn connections and groups, alumni, etc.)

Contact Name Contact Information Purpose Janet Wong 555-1212 / [email protected] Job positions open at ABC Co.

Brainstorming for Additional Contacts and/or Relationships

Think about other contacts you might have missed or left out. Below is a brief listing of

possibilities to help jog your memory.

Former teachers, college professors, or classmates. Conduct a Google search and find

the alumni page at the target university and connect with people via LinkedIn or a

LinkedIn Group


__________________________________

Vendors you have done business with. My bookkeeper introduced me to my IT guy,

organizer, lawyer, medical benefits broker, and financial planner!

__________________________________

Attorneys, accountants, or other professionals

__________________________________

Bankers, stockbrokers, or business leaders

__________________________________

Business and/or trade associations

__________________________________

Former bosses, peers, or subordinates

__________________________________

Non-profit executives

__________________________________

Political and/or community leaders

__________________________________

Retired executives – friends/acquaintances of family

__________________________________

Meet people at conferences. I called a speaker that presented at a conference, and I

was asked to write a front-page article for a national periodical!

__________________________________

Four main ways to Approach a Networking Contact:

In Person

By Telephone

Letter or Email

Via Social Media Site (Invitation and or online group)


How to Communicate In Person By Telephone By Letter / Email 1) Introductions 1) Introductions 1) Introduction / small talk

2) Small talk 2) Small talk 2) Purpose of the letter/email

3) Background information 3) Purpose of the call 3) Reverse benefits to contact

4) Request meeting/next steps 4) Request meeting/next steps 4) Request meeting/next steps

5) Reverse benefits to contact 5) Reverse benefits to contact 5) Close

6) Close 6) Close (may interchange 3&4)

Social Media Site 1) Request Introduction

2) Join Groups

3) Blog

4) Ask questions in groups

5) Respond to questions

6) Request meeting

7) Continue the process on all target social media sites

For younger clients, high school age, they may consider approaching a mentor in their target

field and asking the mentor to keep in touch until they graduate or land a job a few years

later. This mentor relationship can provide an opportunity for the student to learn about the

company, the company culture/the industry and industry culture, and may create leads for a

potential job. Also, the mentor will be able to connect with the student via LinkedIn and

introduce the student to others.

In Person

1) Good morning Tim; my name is Judy Myers. It was a pleasure to meet you this morning at

this chamber breakfast.

2) Imagine, while we are here enjoying this function, the rest of the world is sleeping and

missing this exciting opportunity. I see from your nametag that you work for Philips and

Associates as Vice President of Data Processing. How long have you been with them?

(Response from Tim).


3) I was the IS Manager for Franklin Enterprises until they were bought out by Stone and

Company last month. My specialty is leadership in developing software technologies to

significantly track revenue, reduce costs, and enhance sales performance.

4) I was wondering if I might take one of your business cards and give you a call next week.

Quite possibly, you might be able to share some valuable information that would assist me in

securing a new position.

5) And, if you have time to be my guest over lunch, that would give me the opportunity to

thank you for your time and valuable input. (Tim provides a business card).

6) Is it better to call you the first of the week or middle of the week?

Write a practice script that would be appropriate for your individual situation:

By Telephone

1) Good morning Tim; my name is Judy Myers – Steven Jones suggested I call you. I

u de sta d that ou t o e e golfi g pa t e s at the A e i a Hea t Asso iatio s Mega Fundraiser.

2) I too attended that event and am sad to say my partner and I did not fare very well (short

laugh) but I m happy to have contributed to such a worthy cause.

3) The purpose of my call is to see if you might be able to spend 15-20 minutes with me

sometime next week. I was the IS Manager for Franklin Enterprises until they were bought out


by Stone and Company last month. My specialty is developing software technologies to

significantly track revenue, reduce costs, and enhance sales performance. Quite possibly, you

might be able to share some valuable information that would assist me in securing a new

position.

4) And, if you have time to be my guest over lunch or coffee, that would give me the

opportunity to thank you for your time and valuable input. (Tim agrees).

5) Is it better to meet with you the first of the week or middle of the week?


By Letter / Email

1) Dear Mr. Harding: My name is Judy Myers, and Steven Jones suggested I contact you. I

u de sta d that ou t o e e golfi g pa t e s at the A e i a Hea t Asso iatio s Mega Fundraiser. I, too, attended that event and am sad to say my partner and I did not fare very

well, but I happy to have contributed to such a worthy cause.

2) The purpose of this correspondence is to see if you might be able to spend 15-20 minutes

with me sometime next week. I was the IS Manager for Franklin Enterprises until they were

bought out by Stone and Company last month. My specialty is developing software

technologies to significantly track revenue, reduce costs, and enhance sales performance.


Quite possibly, you might be able to share some valuable information that would assist me in

securing a new position.

3) And, if you have time to be my guest over lunch, that would give me the opportunity to

thank you for your time and valuable input.

4) Based on your schedule, would it be better to meet with you the first of the week or middle

of the week? Please expect my telephone call in the next day or so in order to arrange such a

meeting. Sincerely, Judy Myers.


By Social Media Site

1) Hi Dorothy: I see that you are linked with the hiring manager for XYZ company. Would you

please provide an introduction via LinkedIn?

2) Hello Mr. Hiring Manager: I was introduced to you by Dorothy from XYZ company. I would

like to connect with you via LinkedIn to learn more about your company.

3) Target and join groups of interest, i.e., companies of interest, industries of interest,

associations of interest, etc.

4) “ta t a log, o follo othe s logs o T itte a ou ts.


What people can you identify on LinkedIn right now that you would like to connect with? Who do you know on LinkedIn who can offer you introductions?

What groups have you identified on LinkedIn that you would like to join that might expand your networking opportunities?

What questions have you posed this week on Social Media Sites? What questions have you answered? Who have you endorsed?

Who do you follow on Twitter? What is your favorite Blog?

A Résumé /Networking Card

In the networking process, you will want to be sure that you leave the person you are

communicating with something more than a napkin with your name and telephone number

on it. Whenever possible, have networking/business cards available to hand out or carry a

résumé if you are in the appropriate forum to hand one out for an in-person event. Whether

you are employed or not, be sure to have networking cards to distribute to the people you

meet. If you are not presently working, have some cards made that include your name,

contact information, and vocation or profession.

Remember to use a signature line in emails with a LinkedIn Badge.


Judy Myers Information Systems Manager

Spe ializing in…

Tracking revenue, reducing costs, and enhancing sales performance

14 Willow Drive (561) 555-1212 Any Town, USA [email protected]

The key to the networking process is to meet as many people as possible who might assist you

in attaining a new position and to hand out as many networking cards as possible.

Your priority of Goals for Networking

1) You are seeking advice and information that may lead to qualified leads for job

openings

2) You are seeking names of other people who might help you secure qualified leads for

job openings

3) You are seeking qualified leads for job openings

4) You are meeting new, interesting people


|| PROFESSIONAL CAREER DEVELOPMENT DIALOGUES

During the process of building a network of influence and researching varied industries and

companies, you may seek out professionals to interview. Rather than asking for an

i fo atio al i te ie sa , I a e plo i g e a ee optio s, a d I e og ize ou expertise in the industry. Would you grant me a short meeting to discuss how you became so

su essful? Most people are complimented and willing to talk about themselves.

Request Professional Career Development Dialogues for the following purposes:

Where no position is posted in order to create opportunities

When you are exploring new industries

To meet and target business mentors

Write an email letter or make a phone call to request Professional Career Development

Dialogues. Ask the person if they would be willing to share 15-30 minutes of their time to help

you explore their industry or specific types of positions.

Tell them you would like to explore the details of their job and the industry. Tell them that you

are not looking for a position from them necessarily; you are gathering information. You do t want to make them feel threatened or obligated.

It is important that you conduct industry and company research as well as any research

possible on the person with whom you will dialogue to demonstrate your level of knowledge

when you conduct the dialogue. Express interest in the person you are meeting—be more

interested than interesting—you want them to talk. Use these questions as a guide for the

dialogues:

How did you get here? Tell me your story of success.

How did you get into this company?

What does your typical day look like?

What do you like best and least about your career?

What did ou lea o the jo that a t e taught i s hool?

How did you get into this field?

What are five skills that make people successful in this field?

How are these skills put to use?

How do your bosses measure your performance?

What degree or certifications did you get for this field?

Who makes it to the top fastest in this career? Why?


What personality is best suited for this career field?

Why do people leave this field?

What changes or trends are happening in this industry?

From the industry research I have conducted, I believe that salary for entry level in this

field is $XX and after 5 years about $XX. Am I close? Or, would you please indicate average

salaries in this field for various levels, i.e., entry, mid management, executive?

Do you have any book recommendations or training suggestions for me?

Do you have any literature about your company other than what is on your website?

What questions have I not asked you that I should have?

Based on what we have discussed, what do you recommend my next steps should be?

Who else can you think of that I should talk with?

Ask the executive to take two minutes and review your résumé and ask for feedback but not

proofreading feedback. Afte e ie i g résumé and noting my career history and

qualifications, where do you see me fitting into this industry? What type of position should I

e seeki g? Would ou e o e d othe i dust ies? . This also gets ou ésu é o thei desk.

Fi all , ask Do ou k o of anyone else I could speak with who may also provide helpful

i sights? If the do t k o of so eo e ight a a , ask if ou a all i a eek to follo up. Try to find reasons to contact the executive every month. Ask if you can connect with them on

LinkedIn and learn of suggested groups to join.

Be sure to send a thank you note and always offer to reciprocate in some manner such as

sending a copy of an interesting article or a link to an interesting website, etc.

Tell Me About Yourself (TMAY)

Public speaking is listed as a fear greater than death by Americans. And yet, in some form, we

a e all e ui ed to pu li speak o at least espo d to asi uestio s i g oup o o u it gatherings.

Are you ever caught off guard at a community social hour? You have a plate of snacks in one

hand, a mouth full of food, and a cup of coffee in the other hand, and someone new walks up

a d sa s, “o, tell e so ethi g a out ou self? Ha e e et efo e?

And, certainly there is nothing more nerve racking than being asked to stand before a large

group of people and make an announcement or statement unannounced. You may find

yourself at a community event or conference and suddenly you are called upon by the

speaker to introduce yourself as they recognize your credentials. Are you always prepared to


at least introduce yourself? What if you were called upon to provide an opinion or some

insights on the subject?

The uestio s, Tell e a little a out ou self. What do ou do? What usi ess a e ou i ? a d Who do ou o k fo ? a e all eggi g the sa e asi espo se which is let s eak the ice. These questions may arise in an interview, during a Professional Career Development

Dialogue, or at a community or social event. You must always be prepared to respond!

AARP is now training 50-somethings and up to learn to develop TMAY responses and how to

interview. AARP is t ai i g thei lie ts to a oid pe so al espo ses like, Well, I o ha e t o g a d hild e … to, I spe t a ea s olu tee i g i the o u it …

Sample Scripts

The 60-second infomercial scripts should be memorized but not recited from rote memory.

Rather, it should be conversational in tone. These scripts are helpful in role-playing scenarios

and very useful during telephone screenings and interviews. When you rewrite scripts, pay

attention to clarity and progressive flow. Scripts needs to remain positive and not dwell on

negative outcomes.

Tell Me About Yourself: Before I was in the Navy for eight years and then I got out and got a job with AT&T as a sales and

marketing manager. I have about 200 accounts with an annual quota of $300K. While I was in

the Navy, I briefed the executive level person on foreign naval activities. I also created and

owned a Dot.com company on the side. I got my deg ee i IT a d CIO e tifi atio …just this summer. I was also a collection manager to AT&T.

After As an IT professional and leadership developer, I effectively bridge the gap between IT and

business professionals. I am a conduit. I just completed my Maste s deg ee i IT a d simultaneously received certification as a CIO from the Office of Personnel Management. It is

a very specialized program, to train, graduate, and infuse CIOs into government and industry

and to lead in bridging gaps between business and IT. I was the second in the class to

graduate. I currently work for AT&T as a sales and marketing manager with 300 accounts, and

I have a previous career in the Navy where I briefed the Secretary of the Navy weekly.

Before I was born in California and graduated from Canyon High before going to college at Cal Poly

Pomona. I got a degree in journalism and worked as an investigator for the DoD, then as an

employment recruiter, and now I write résumés. I have three kids and a dog and cat. The cat

only has three legs, so we call her tri-pod. But, she does quite well after I taught her to walk

straight. She is about 14 now.


After I am Director of the Certified Professional Career Coaching program training and certifying

hundreds of career coaches since 2005. My office provides the full spectrum of career

coaching and résumé design services to ensure client success. My CPCC participants are

coached as they learn to career coach. I train career coaches to build lucrative businesses,

charge for the career coaching value they deliver to their clients, learn to increase career

center client engagement, gain confidence in career coaching, manage difficult career

coaching populations, and i teg ate Dia e s Whole-Person Theory into the coaching program,

and much o e. M su ess is lie ts su ess. My background includes a career in HR as

an employment specialist for a major aerospace company, Special Agent Investigator for the

Department of Defense, and 20 years as a sole proprietor /entrepreneur working for my

clients. Did you know that 80% of Americans go to work each day and are dissatisfied with

their current job and career path?

Before Well, there is not too much to say. I graduated from college this summer, and I really need a

jo . I ll o k like a dog. I am a quick study. I got a 3.7 GPA, a d I goi g to get Mi osoft certification next month. I am almost done. I was a cheerleader in high school and on the

swim team in college.

After I just graduated from college with a 3.7 GPA in Information Technolog . I ll e ei e Microsoft certification next month. Most of my knowledge comes from the classroom, but I

did complete a three-month internship with Maco Corp where I designed their website. Once

their website was launched, their business increased six-fold.

Here is an example of a 45-second TMAY response for a client that needed to develop a short introduction for a recruiting website:

“I drive profitability - not just numbers.” I gain attention and entrance to suppliers, and negotiate

complex agreements with Fortune 500, national, and international companies.

As a former COO and cross-fu tio al a age ith ea s e pe ie e, I offe ha ds-on

expertise in rescuing, restoring and growing weak companies. My career is hallmarked with

notable achievements including the introduction and successful growth in market of

Captain Morgan Spiced Rum which stirred off the chart sales creating an international

success.

I am pursuing a corporate position to lead Senior and Junior level executives to achieve

stretch goals and enhance company profits in marketing and sales. I bring determination,

pragmatism, and influential leadership with an intimate knowledge of channel distribution,

key account management, and sales force professional development programs.


Write a 60-second infomercial answering the question: Tell me about yourself? Keep it professional and short. Hit the highlights of your career related to the type of position you are seeking.

Tighten it up. Cross off information regarding your upbringing and family life:

Rewrite it to reflect value to a potential employer:


As you write your 60-second infomercials, remember to prompt action from the listener. What questions will they want to ask, after you deliver your 60-second response? If ou do t think they will ask value-based questions, then rewrite it. You do t a t thei espo se to

e, Oh, that s i e. ‘athe ou a t the listener to respond with questions such as That is interesting, tell me o e a out that… :

Networking Activity Log: Contacts, Networks, and References

In our business, we certainly appreciate referrals, and you tend to get more referrals when

you yourself give them. In order to be a good referrer, it is imperative to maintain a

detailed, up-to-date, and accurate contact list. Save business cards and regularly update a

‘olode o use a o ta t add ess ook o pute p og a . Lea a out the people ou are meeting and doing business with.

Harvey Mackay demanded that his salespeople knew 66 things about each client including

family, business background, education, special interests, lifestyle, and personality. Swim

with the Sharks without being Eaten Alive, Harvey Mackay, Ballantine Books, pages 43-53.

Knowing 66 pieces of information about each contact shows a great interest in knowing

about and pleasing the contact/client.

Be a detective: Whe ou a e i ited to a o ta t s offi e, pa atte tio to the surroundings. Talk with the receptionist, notice the magazines in the lobby, and read the

plaques and credentials on the walls. Learn and know all there is to know about the person

with whom you are doing business. Set this information up in an Excel spreadsheet and

keep it updated on your desktop, or use the notes or other functions on your smartphone.

Contact Name

Title

Relationship to contact and number of years known


Personal informatio i ludi g Bi thda , “pouse s a e, Pets, Child e s a es, Fa o ites (Travel, Hobbies, Sports)

Friend / Colleague / VIP / Reference (circle all that apply)

Name of Company / Organization

Work Phone Number Email address

Home Phone Number

Business Address

City State Zip

Home Address

City State Zip

How, where and when met, if they are a new contact:

Able to Assist me with:

Leads Provided:


Activities / Results / Follow Up:

Weekly Networking Activity Plan Job Seekers not employed

A minimum of 15 New Contacts per month

Job Seekers Who are employed

A minimum of 5 New Contacts per month

NAME OF CONTACT COMMENTS

1)

2)

3)

4)

5)

6)

7)

8)

9)


10)

11)

12)

13)

14)

15)

Follow up from the previous Weekly Networking Activity Plan

Job Seekers not employed

A minimum of 10 Follow-up Contacts per month (Following up on previous contact made)

Job Seekers Who are employed

A minimum of 5 New Contacts per month (Following up on previous contact made)

NAME OF FOLLOW-UP CONTACT COMMENTS

1)

2)

3)

4)

5)

6)

7)

8)

** See the Networking Tips for Clients in the Career Coach Gear Box for more information


|| POWERFUL VALUE-BASED RÉSUMÉS AND WRITTEN CAREER SEARCH MANAGEMENT DOCUMENTS

The development of powerful written career search management and marketing

documents is an important component of career coaching and is the result of detailed

intelligence collection efforts.

A Résumé is a sho t a ou t of o e s a ee o ualifi atio s p epa ed a appli a t fo a e plo e t positio . It ea s to su a ize. But, it does ot ea a boring,

historical, career obituary. It, also, does not mean a novel.

A Curriculum Vita (CV) is a chronological history of employment and education. Typically

Curriculum Vitas are used by medical professionals or those in academia. Many foreign

countries prefer a CV. A CV may be several pages long.

A Biographical Sketch is a su a of o e s a eer that may also include tidbits of

i fo atio a out the i di idual s fa il o pe so al a ti ities. It uses a third person,

o e satio al to e, i.e., Dia e is a Ca ee Coa h ith 5 ea s of e pe ie e…

A LinkedIn profile is similar to a résumé; however, many people choose to use first person

narratives in the write up. It includes a professional headshot and may include pictures. It

has been expanded to include hobbies, languages, awards, associations, as well as

endorsements and recommendations. Some companies will only accept a LinkedIn link, in

On the Résumé:

“You need a good résumé to get an interview.”

“I like to see how many jobs a person had. Do they list a job at a grocery market from the old days?—that shows progression. That tells me they are willing to

take on any task…”

“You need some experience based on the specific job at hand. You cannot believe how many résumés I receive, where there is no experience for the job at hand…”

—George and Carolyn, a summary from The Apprentice

“Proofread, proofread, proofread. I read a résumé recently that had 20 typos on

the first page. That did not make a good impression. Even if the candidate had

the right experience and credentials, the lack of attention to detail will screen

out this applicant. – Federal HR Manager


lieu of a résumé for an initial introduction. Thus, the LinkedIn profile needs to be full of

searchable key words and entice the reader like a well-branded résumé.

A Cover Letter may accompany a résumé with the purpose of reaching a decision maker.

The cover letter should be addressed to a specific person whenever possible. The cover

letter provides the candidate with the opportunity to express her value to the search

professional. The cover letter must seize the attention of the reader. The cover letter may

also address such items as relocation, minimum salary requirements, the desire to secure

an interview, and express to the reader initiative to pursue a meeting.

An Endorsement Folio is a list of references detailing specific value of the relationship to

the candidate (See Endorsements Section). The full endorsement portfolio may contain

endorsement letters written by the references listed.

To accompany this package, your client may benefit from sending his references a letter

reminding them they may be contacted by employers during the career search campaign. An Interview Thank You/Follow-up Letter often breaks or makes an employment offer.

Many candidates fail to send thank you letters after interviews. Search professionals

consistently indicate that very few candidates send thank you letters (less than 20%). One

recruiter said he was so surprised to receive a thank you letter after an interview, that he

hung the letter on the office bulletin board for all to read. The applicant got the job by the

a . This lette o tai s feed a k f o the i te ie a d o e s the appli a t s desi e to pursue the position with suggestions for fixing the interviewers problems.

The thank you letter or some ha e alled it the jo i h lette , ost likely will be sent

via email. Traditional, snail mail may take too long. Emails can be sent the day of or the day

afte the i te ie . It a e itte a d CC ed to all e e s of a pa el or interview

committee via the HR representative if needed. Avoid the ge e i , Tha ks fo ou ti e… letters, and rather, address specifics from the interview:

Afte ou dis ussio , I a e e o e i te ested i the positio ased o the halle ges you posed. I am ready and able to launch your new IT project applying my expertise in

de elopi g soft a e s ste s…u de udget a d e eedi g ti eli es…

“No duty is more important than that of returning thanks.” –James Allen


About the Résumé The purpose of a résumé or LinkedIn profile is to create a center of attention for the reader

such as the search professional, recruiter, or hiring manager. A résumé should energize the

reader and prompt them into action and call the candidate for an interview based on what

he has read. The reader should be drawn to the résumé believing that the candidate he is

reading about has genuine value to offer the employer.

A résumé does not get someone a job; it can happen, but it is rare.

How many times have you written a résumé for someone, and they received a job offer

without an interview?

How many clients do you know who write résumés and receive job offers without an

interview?

Who Will Write the Résumé? As a Career Coach, you need to determine if you will write résumés for your clients, if you

will teach them how to write their own résumés, or if you will refer résumé-writing services

to a colleague with a reciprocal referral fee system.

If you write the résumé or you teach your client to write the résumé, your client will

benefit from understanding the components of a powerful résumé and most definitely will

benefit from the query-system of extracting value-based accomplishments, skills, and

experiences for the résumé. These components will e o e the i otes fo illia t interviews. The entire process of constructing the résumé through strong intelligence

collection activities is a blueprint for preparation for the networking and interview

processes.

Résumé Essentials Determine the reading audience. You write for various audiences: your client, Human

Resources for the first review, Applicant Tracking System for the computer, and

interviewers/recruiters/potential employers.

Identify a purpose and target for the résumé. There is a huge difference between a

general résumé and a highly targeted résumé. A résumé can be tailored to a specific

industry or position, and it can be pinpoint-targeted to a specific company, position

title, and hiring manager within a particular industry.

Use appropriate words, phrases, and industry jargon.


Ensure accomplishments and successes bring value to the reader and are prominent.

Use the CPR method: Challenge—Process—Result to write accomplishment bullet

statements.

Manage obstacles well. Will you add ou lie t s You g Me of the Yea A a d f o 1980? What if your client insists? How will you handle a four-year gap of time?)

Select résumé headings.

Dete i e ou lie t s pe so al alue with regard to soft skills, behaviors and

characteristics as well as professional values as identified by the value of their hard

skills.

Construct sentences well using powerful words that are in an active voice and provide

clarity for the reader.

Employ résumé mechanics: edit for spelling, punctuation, capitalization, parallelism,

consistency of first- and third-person, active voice, and concise writing.

Review style elements for proper use of formatting, creative formatting enhancements,

page length, and white space.

Spell check and Proofread. Look for words that spell check may overlook: Field/Files,

Manager/Manger, Form/From, Report/Retort

Strategy

Determine the reading audience and select an appropriate format for the résumé, i.e.,

Vocational, Management, Executive, CV, International, Federal, or Electronic (Applicant

Tracking System). Write the résumé for the reader.

As a résumé writer, you write for two main audiences initially—your clients and their

potential employers. And in some cases, you write for a specific search professional.

Sometimes a recruiter calls a client and asks them to reformat a résumé to the liking or

specific formatting requirements of their company. You may also write a résumé for an

Applicant Tracking System or to meet the needs of recruiters or companies seeking

branded LinkedIn profiles.

The client must conduct thorough research to create a value-based résumé for the

intended reading audience. The client will then formulate a résumé, speaking directly to

the reader, accentuating value-based, work-related behaviors, and achievements. As your

client builds her intelligence portfolio, explores career options, and creates career

awareness, she needs to know the following:


What companies she wants to target?

What industries she wants to target?

Why she wants to work for the company? What is her reason?

What kind of company and industry culture is she looking for?

How does the company operate?

What a e the o pa s p odu ts and services?

Who a e the o pa s o petitio ?

What are the Industry- or position-specific jargon, words, and phrases?

What is the salary level for chosen profession?

What is the position title or level she is seeking?

What are the names of the hiring managers?

Focus

Résumés that express a clear focus convey immediate value to the employer. A résumé

without an objective, focus, or target headline is like a one-size-fits-all document. Most

e uite s o t aste e e se o ds t i g to figure out what the candidate wants to do

or what the candidate has to offer the employer.

How many of your clients tell you this? I a do a little of e e thi g. Just gi e e a ge e al ésu é that I a use o li e a d gi e to f ie ds.

The competition is fierce for positions in the employment marketplace. A one-size-fits-all

ésu é o t ake the ut.

The focus of the résumé needs to compel the reader to believe that the candidate

understands his problems and the candidate has the attitude and abilities to fix the

problems.


Objectives / Target / Headlines are Important The purpose of the objective or headline section is to convey to a potential employer the

a didate s i te t fo e plo e t o the a ee fo us.

An unsuitable objective reads like this:

Seeking a management position with growth potential in a progressive company.

Technically, most people applying for employment are seeking growth potential with a

company that will be around for a while. This type of objective is self-serving to the

candidate and it conveys what the candidate wants in a position. It does not convey to the

search professional how the applicant can fix his problems or bring value to his

organization. It does not provide any insights to the recruiter as to what the a didate s a ea of e pe tise a e a d ho it akes a fit ith the e uite s jo o de s.

An appropriate tailored objective reads like this:

Seeking a position as a Logistics Manager.

This objective is straightforward. It is not self-serving, and it conveys to the reader,

recruiter, or hiring manager who may have a job order in hand that reads job title: Logistics

Manager. That objective will prompt further reading to determine a possible fit.

A highly targeted objective or headline reads like this:

Logisti s Ma age ith Ja iso Co po atio offe i g …

Ma keti g “pe ialist ith Deuts h offe i g …

Ca diologist fo Joh s Hopki s Child e s Ce te

Administrative Office Manager for Macklin Corporate Office

Ensure the résumé documents have proof of problem solving; the reader needs to know

how the candidate achieved the results.

Sample Difference Increased volume by $120,000K in the first quarter.

Improved employee morale by 50%.

Versus Designed and implemented a comprehensive training program for sales managers in the

field, resulting in a significant rise in sales volume of $120K in the first quarter.


The résumé should be succinct. The average person reads at a sixth grade level, and

recruiters who scan résumés manually have very little time to review lengthy, wordy, and

flowery résumés. Search professionals want to read résumés that portray value to meet

the e plo e s eeds. The ésu é eeds to e a alue-based document even though the

client may want to include awards that bring pride from xxxx high school football it does

not offer value to the reader.

As you write a résumé, consider every sentence, bullet, and word, and ask this question:

Does it offer direct value to the reader, recruiter, client company, search professional,

employer, or hiring manager?

The I ALREADY ha e a jo ; I just eed a résu é sy dro e

How many of your clients tell you this? I just eed the ésu é. I al ead ha e a jo offe , but they require a ésu é fo the files. Just gi e e so ethi g si ple a d ui k.

I reply with this, You ha e a itte offe of e plo e t?

No, ut I just ha e to gi e the the ésu é, a d it s do e.

And, how many times did you write the résumé and you still did not get the interview?

Résumés ultimately will be read by a number of people along the path to receiving an offer

of employment. Even if your client thinks he is just giving the résumé to a friend who will

deliver it to his boss to get hired, the boss may not like the résumé or what he reads on the

résumé. Or, he may pass the résumé to the employment department where discrepancies

will be found.

All career-seekers should be highly encouraged to carry the best quality, most powerful

résumé possible at all times. They should never be caught off guard without a résumé in

their desk drawer, desktop files, and in the LinkedIn profiles.

Résumé Obstacles As you build the résumé, ensure that value-based accomplishments and success are

prominent. Search professionals desire to hire candidates who can fix problems and have

the observable behaviors, skills, and attributes to implement strategies to fix problems.

Not how they think they can fix a problem, or how they would fix a problem.

Seriously consider obstacles such as gaps of employment, short employments, more than

20 years of experience, religious affiliations, political affiliations, career changes, household

time, military transitions, etc. These types of obstacles need to be managed well and


properly documented, expanded, or left off the résumé based on the circumstances and

target industry or positions.

It is not necessarily illegal for companies to ask questions of a personal nature, but it places

them in a very difficult position of possible discrimination. If the applicant does not receive

e plo e t a d the o pa is a a e of the a didate s eligious affiliatio o the a didate s ife s edi al o ditio , that could be a future problem for the company.

Do t add pe so al i fo atio to a ésu é to prevent such discrimination at the outset.

Résumé Mechanics Style Design a creative/attractive-to-the-eye résumé

Use formatting enhancements and maintain consistency

Determine the best use of reverse chronological or functional format

Say what needs to be said in one to two pages or more if appropriate

Use bullets or separate accomplishments for a distinguishing appearance

Use plenty of white space and adequate margins

Many recruiters and hiring managers are now viewing résumés on mobile devices, so

résumés need to be short and clear. The information specific to the target jobs needs to be

highlighted to make it easy to read for the recruiter.

Functional résumés are more challenging to review and score as the recruiter is not able to

place accomplishment into job timeframes. So, be cautioned when creating functional

résumés; be certain that it is the best option for your clients. They can work well for clients

with varied backgrounds such as a military transition résumé with active duty time, reserve

time, and a parallel federal or industry career track.

Here is an example of a creative résumé that can work well in the specific environment. He

was a marketing professional and used this very creative approach.

http://i.imgur.com/vjdVFqO.jpg


Template Whe desig i g a ésu é, sta t ith a heade that i ludes the a didate s a e, add ess, phone, email, LinkedIn link and other contact information. Use 10 or 12 point fonts. I see

people use 2 and 4 point fonts for headers and contact information and 8 point fonts to

keep résumés to one page. This makes for very challenging reading. Do not embed contact

information in headers or footers.

The résumé may then contain any of the following sections based on the résumé type, i.e.,

administrative assistant, versus executive level manager. Select titles based on the type of

résumé you are building:

Objective / Headline

Professional Focus

Intent

Purpose

Summary of Qualifications

Profile

Overview

Executive Summary

Executive Profile

Skills may include a matrix – but all skills or keywords need to be validated and justified

in the résumé

Special Proficiencies

Competencies could include Technology/Computer or Medical

Career History

Work Experience use months and years

Progression and Accomplishments

Education

Professional Development

Training

Other Values that are appropriate to the reading audience Hobbies

Languages

Security Clearance

Testimonials

Certifications

Honorariums

Scholarships

Other Credentials


Community Service

Awards

Licenses

Media Placements

Speaking Engagements

Highlight accomplishments using the Challenge – Process – Results (CRP) model

Use qualitative and quantitative statements whenever possible

Describe the challenge or problem

Communicate the process used to conquer the challenge or fix the problem

Convey the results of fixing the problem

Sample questions to pose to your clients to develop CPR stories which also lend credibility to the interview process:

Describe problems solved and the results.

Can you offer a comparison to that problem? What was it like before you managed the

problem? What is it like now?

How did you identify the problem?

At the outcome, where else was your work used?

Who did you get involved to fix the problem? What was the timeline?

Who did you inform during the resolution process?

How did you get your current position? How many people applied?

Tell me about the award you received. What achievement prompted your nomination

for the award? How many others were considered for the award?

Who do you report to? What level is that?

How does your boss measure success?

What is your definition of a strong ______ (job title, i.e., facility engineer, finance

officer, hotel manager, etc.)? How do you or your boss measure your performance?

How do you know when you have succeeded?

What value do you offer a potential employer? What else can you tell me?

What ROI can you offer a new employer? How? Justify your statement.

We need to put your accomplishments in context. Please tell me all about it, and I will

keep asking questions to get to the bottom of the story.


Sample Took over management and accountability for a $6.9 million budget. Reformulated

accounting requirements using a new finance software program and monitored

expenditures saving $300,000 in FY 20xx.

Sentence Construction Use numbers and justify accomplishments

Look at sentences and rewrite for clarity

Use powerful, value-based words

Proofread for spelling, typographical errors, punctuation, capitalization, content, and

formatting errors. A red flag for a recruiter is reading a résumé in third-person. Job

orders are written in third-person; résumés are written in first-person; d op the I .

I manage or I managed (First-person)

He manages (third-person)

In the résumé, it is assu ed fi st pe so , Ma aged p oje t…

But, ou a ot sa , I a ages p oje t…

Ensure parallelism of content and formatting

Use first or third person consistently

Use active voice

Write with clear, concise, understandable verbiage for employer-focused

communication

Sample High-Impact Sentences

Executed the best repair parts recovery plan that recouped over $8 million. Reduced

the direct support backlog at the warehouse by 50%. Developed, coordinated, and

executed a recoverable item turn-in program that recouped over $5 million.

Dynamic, results-oriented program administrator and fundraiser with proven success,

brokering over $65 million in commitments in the last two years alone from senior

government officials, foundation executives, and corporate chairmen.

Created the strategic supply chain integration plan and the operating plan to seamlessly

combine the supply chains of two major retailers. Leadership oversight spanned the

entire supply chain with 17 locations and 5,400 employees focused on supply chain

strategy, reconciling operating differences, and creating the two-year integration plan.

Featured in CIO Magazine and recruited to pen a series of MPLS articles for Converge!

Network Digest.


Pitched our unique proprietary desktop solution to the xxx organization increasing

desktop revenue by 30% in six (6) months.

Developed and currently hold copyrights for several commercial-grade software

programs and design specifications in Oracle, Ingres, Access, SQL, and Visual Basic. This

included the design and implementation of a statewide, distributed relational database

for client tracking and physician billing.

Co-created a computerized Excel daily register report and successfully converted 10

stores from a manual sales report system.

Direct the daily purchasing for seven (7) product line managers purchasing $103 million

annually. Manage daily service levels and monitor inventory levels for hundreds of line

categories for 37 branches across the nation.

Created a special price list system for national accounts that provided a list of items and

pricing for chain account customers. Traveled to nine (9) branches to implement the

system, price items, and train branch personnel.

Drafted the business plan for the o pa s Logistics Service and negotiated a joint

venture arrangement with a consumer electronic/OEM supplier expanding the market

reach to clients in high tech manufacturing. Established Revenue and Earnings target.

Launched and sustained a revenue-generating, referral-based promotional products

company within 12 months. Navigated an unknown industry and sold to businesses,

schools, and non-profits. Created loyal, long-term client relationships by always making

good on promises.

Team Leader for a water heater project. Designed and prototyped an electronically

controlled device that regulated temperature using microprocessor controls.

Consistently attain top-ten ranking on top search engines for many critical keywords for

clients.

Increased targeted Web traffic tenfold resulting in over a 500% ROI within first four (4)

months of promotional efforts for a telecommunications firm.

Facilitated a new, substantive IT development work including a client portal with access

to key customer data including sales, inventory levels, billing, and order management.

Performed rigorous research, convinced Principal to invest, and selected CRM tool to

manage and track customer relationships and generate reporting. Hired and managed

CRM vendor.

Maximized operational efficiency and minimized theft exposure through continual

assessment of areas of vulnerability and by training associates to enhance their

awareness. Contributed to a 68% reduction of store inventory shrink over tenure.

Collaborated with a London-based event agency to create a co-branded response to

RFP opportunity for a 10,000 person, high-profile company event that resulted in


winning a $400K project. Collaborated with Director of Operations on right messaging

and melding of two brands to demonstrate partnership.

Helmed comprehensive SWOT Analysis and drafted Transformation Roadmap and

Improvement Action Plan creating foundation upon which the Acquisition and Program

Management Division will perpetuate future business practices.

Elevated corporate brand positioning company head-to-head with competitors thereby

attracting a wider market. Opened new doors with vendor-partners spurring new sales

opportunities.

Sentence Restructuring

Read sentences aloud to determine clarity and understanding. Does the sentence make

sense? Is it too wordy? Does it convey value to the reader? Review each sentence and cut

out three words per sentence. Rewrite each sentence or bullet as required to ensure a

clear and value-charged message to the reader.

Samples of Sentence Restructuring Original Interview potential hires with purpose of interview to identify applicants who clearly would

not pass security screening in order to obtain national security clearances.

Better Interview job applicants for global provider of security personnel services. Pre-screen and

identify candidates ineligible for security clearances.

Original Developed a spreadsheet for tracking shipping costs, tonnage shipped, designation of

shipments, and value of the equipment for each shipment. This spreadsheet is used by the

Program Manager ASG, Director of Resources Management Office to accomplish their

reporting requirements to the Department of Defense and the Under Secretary of Defense

who manages the program.

Better Designed and incorporated a spreadsheet to track shipments, costs, tonnage, and value.

This is now the definitive device used by top-level and national-level decision makers for

program and resource requirements.

Original Person-to-person work relationships are for the purpose of giving or obtaining information

on problems where some explanation or interpretation of facts is required in order to

render service. Implement regulations and policies and maintain coordination.


Better (you try)

Original Assisted with inspections and surveys under the computer and information security

section.

Better (you try)

Skills and Keywords

Keywords, key phrases, a d uzz o ds a e i po ta t i ésu és as these o ds help the reader quickly recognize industry terms. And, keywords are very important in an

electronic résumé that will be initially scanned and rated by a computerized Applicant

Tracking System.

Keywords are plastered on every résumé, and recruiters need to differentiate between

résumés and candidates. Thus, keywords need to be used in value-based statements.

To detect keywords ask your clients to provide samples of open position vacancy

announcements and search position descriptions for employer-focused keywords,

qualifications, competencies, and skills. Ask your clients to review multiple position

descriptions for similar position titles to compare similar requirements. You will then begin

to create a pattern of skills, experience, or competences required for similar industry-

specific positions and ensure critical items are included on each résumé.

Whe usi g ke o ds, a oid usi g st i gs of ke o ds ith ze o alue. Fo e a ple, I a a detail-oriented, self-motivated, goal-driven, multi-tasking, team-playing, hardworking,

su essful, people pe so . I see this ofte o résumés.


That s g eat! As a former hiring official, I hope you are all of the above at a minimum. Now,

tell me why this is valuable.

Remember, my dog is a people-pe so . “he lo es people, people s eds, a s, u folded clean laundry, the sofa, and carbs. She loves brownies and cheese bread. I can justify why

she is a people-person!

**Please ote, so e a ou e e ts, ho e e , a e itte poo l a d do t eall tell the reader what is required. They actually leave the reader wondering what the position is

really for. That is why it is very important to gather several announcements for analysis.

Use a highlighter to mark minimum requirements and note specific needs of the employer.


Sample Director, Sales and Marketing Trade Finance Key Accountabilities / Activities:

Reporting to the Senior Director. The Director will be the main point of client contact on

matters relating to trade finance. Working within the Eastern Regional team, this dynamic

role is focused on marketing, selling and supporting import, export and standby/guarantee

trade related services and solutions to targeted clients, prospects, and Relationship

Managers.

The successful candidate will develop and implement tactical plans to support the

achievement of the revenue targets, build stronger, deeper relationships for company with

targeted customers and prospects. Expected to work in Account Teams in an effective,

compatible manner with a variety of business partners.

Provide practical solutions in the structuring and arranging of trade transactions

Manage a close working relationship with a portfolio of diversified companies active in

cross border trade or guarantee business

Identify new opportunities to grow our correspondent bank relationships through

effectively communicating to the Financial Institution Team

Maintain an active and aggressive tactical plan relative to your Must Win, Must Keep,

and Must Grow clients and prospects

Grow revenues and profitability from your portfolio of clients and prospects in

accordance with agreed targets

Be prepared, conduct all necessary research, and plan your meetings effectively

Develop Point of View documents to engage your senior contacts in trade/country

issues that are not directly sales-related. Maintain working knowledge of the political

and economic conditions in international markets of particular importance to your core

clients. Working with Financial Institutions specialists, distribute pertinent and timely

information to them on changing developments

Competencies (skills and knowledge required) Fluency in both French and English

Strong ability to market solutions to a diversified client segment

Ability to absorb and leverage information on a timely basis. Incorporate sales training

into day-to-day activities


Working knowledge of the products and services offered by the Group of Companies

Ability to develop creative solutions that exceed client needs

Strong written and verbal communication skills to interact with a wide range of

individuals in a variety of situations which frequently require tact, diplomacy and

discretion

Excellent interpersonal skills with a full understanding and ability to build and maintain

both internally and externally

Strong presenting, influencing and negotiating skills with the ability to sell complex

conceptual information and ideas to clients demonstrating the inherent value of our

product line offers vis-à-vis the competition

Advanced knowledge of multiple software applications, including Microsoft Word,

Excel, Access and PowerPoint

Sound administrative, organizational and time management skills

Willingness to take initiative, and exercise judgment using developed self-managing

skills to be able to work independently with minimal direction. Respond effectively to

issues arising in absence of a senior relationship manager and/or management

Maste s deg ee i i te atio al usi ess o e o o i s required

Note the differences between

Qualifications Ba helo s Deg ee

Maste s Deg ee

Licenses or Certifications

Language proficiencies

Personal Attributes (Character traits) – these must be verified to create value Highly motivated

Energetic

People person

Excellent communicator

Organized

Detail-oriented

Interpersonal skills & engaging personality

Efficient

Self-initiative


Results-oriented

Service-oriented

Thorough

Quick learner

Problem solver

Other

Intangibles 5 ea s e pe ie e i … ‘eputatio

A solid network of contacts

Best-selling author

Customer / Vendor list

Quoted industry expert

I side k o ledge of …

Li ed i … ou t ultu al e pe ie e

Other

Professional Value Offered—Hard Skills Budget analyses

Administrative management

Hardware and software

Teaching and empowering

Team-building / leadership

Management / supervision

Purchasing

Bookkeeping / budgeting

A/R Collections

Maintenance and repair

Inventory control

Public speaking

Curriculum development

Technical troubleshooting

Mechanics

Start-up management

New product introduction

Classroom management

Meeting planning

Computer programming

Expense / cost control

Regulatory compliance

Customer service

Community leadership

Liaison

Event and activity coordinator


Human relations

Instructor, Mentor, Coach, Advisor

Trainer and motivator

Student and leadership development

International Business development

Project management

Operations management

Outside sales

Negotiation and closing skills

Account management

Other


|| BRAND YOUR CLIENTS

You lie ts ésu és a d othe a ee a keti g do u e ts ep ese t thei a d and

make an indelible mark on the mind of the reader. Your clients have a number of skills,

experiences, education, and accomplishments that make them attractive to potential

employers.

Brand your clients by combining their career history, experience, and competencies into a

hole o ept. Ask ou lie ts, What alue do ou i g to the egotiati g ta le? As

they describe their career- elated alue, that alue eeds to e tu ed i to a hole alue

and a message of value that combines personal and professional.

The résumé represents professional value and the interview represents a combination of

personal value such as personality and the ability to get along with the hiring manager

posing a good fit for both the candidate and the employer.

Let’s reak this do :

A client lists personal value and characteristics: hardworking, loyal, energetic, goal-driven,

and honest.

A bullet to represent this professional and loyal client might read: Goal-driven financial

executive with 15 ea s e pe ie e and a keen eye for monitoring the bottom-line.

Later in the résumé it is revealed that the candidate worked at one company for 15 years

lending itself to loyalty and staying power.

From this bullet, there is an image of a proactive financial professional with a lot of solid

experience. He noted that the bottom-line is very important and all managers would

agree.

So, now the client adds some specifics: Financial executive with a keen eye for monitoring

the bottom-line, quickly turned-around a flailing department through implementing

internal control measures resulting in cost savings of $6 million in one year.

“Sometimes attitude and experience are better than education” – A Recruiter


To o ti ue a di g the lie t, desig a stu i g lette head ith the lie t s a e at the top for easy recognition. Use 10 point fonts or larger for contact information.

Use the same heading on all written career marketing documentation, i.e., cover

letters, thank you letters, portfolios, salary histories.

Place the name of the client and email on each page of the résumé and other

written documents.

Construct notable networking / business cards and email signature blocks using the

same fonts from the résumé. Encourage your clients to use the networking cards in

place of their regular business cards when seeking employment. Attach the

networking cards to paper résumés, and use for circulation at job fairs and

community events.

Coach clients to follow up on all résumés that are sent out. Following up, brings the

lie t s a e to the top of the ésu é pile as the e uite has to lo ate the ésu é…a d pla e it o the top of the pile.

Coa h lie ts to d ess fo su ess. If the i est o e a d ti e i branding the

appearance of their résumés and branding their signature value-based message,

they should invest the same money and effort into a professional interviewing

wardrobe. This is an investment in their future job as the clothes can be worn on

the new job.

Branding your clients is creating a concept or image of them as the absolute best in their

business and any employer would want them on their team. They need to be branded as

hardworking professionals in their industry/profession, offering high value to employers in

a specific field of expertise, able to solve problems, reduce costs, or make money.

What is your brand?

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________


What is the bottom-line value you offer an organization?

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Exercises to help build brand and value-added statements. Ask these questions of your

clients to help them develop their brands and really think through this exercise.

1. Imagine that you are in an interview with a CEO who has a 10-minute window to see

you. He asks you to "bottom-line ou i pa t to ou u e t o ga izatio i se o ds. How would you reply?

2. Let's do this in "headline" style. Tell me what the end-result was and then back into it

with the why it needed to be done and how you did it.

3. How does this accomplishment fit with your brand/target? Explain to me in just two

sentences only why it is something that will have impact on your target and reflect your

brand.

4. Let's really back into this and think of it back to front. What was the strategic impact of

the accomplishment? What was the result? How did you make it happen? What was the

initial problem or challenge?

5. What would NOT have happened had you not done your job well?

6. Imagine that you had to write an accomplishment on a paper the size of a business card

and get an interview from it. What would you say?


Building the Message

Building a résumé or LinkedIn is the blueprint for the interview. The value-based message

presented to an employer on the résumé needs to be answered at the interview:

Why should I hire you?

You and two other candidates have similar qualifications, what makes you unique to this organization?

What do you have to offer this company?

The résumé and the interview should answer these questions. In most cases, you will be

hired based upon the value you offer the employer. Value is made up of three

components:

1) Skills are specific talents you have that are valuable to a prospective employer and your

a ilit to e efit a d o t i ute to a p ospe ti e e plo e s goals a d o je ti es

2) Formal qualifications that indicate specific training and preparation to include academic

credentials, certifications, licenses, and so on

3) Intangibles value that is neither skill nor qualification oriented. If a salesperson has a

ook of lie ts that she a t a sfe f o o e e i o e t to a othe that s hat e all an intangible value. If a person is good looking and wants to become a model, then being

good-looking would be considered an intangible value. If you have strategic contacts that

would be of value to a prospective employer, that also would be considered valuable.

Yes, most of the time employers are looking for specific skills, but oftenti es it s the i ta gi le alue that akes the diffe e e et ee ei g i te ie ed a d getti g a

offer, and not getting an interview or losing out to another candidate.

Ask your clients to think about the job responsibilities from prior positions and activities

and describe ways that you feel you can best contribute to an organization in the future.

(You can do this as an exercise for yourself as well.)


What skills do you have, what specific qualifications do you possess, and what intangible value do you bring to the table that would be of interest to a hiring entity?

1)

2)

3)

4)

5)

6)

7)

8)

9)

10)

11)

12)


Identify 10 skills, qualifications, and intangible values that would lead to an interview and eventual hire.

In othe o ds, if ou e e asked i a i te ie , WHY “HOULD I HI‘E YOU? HOW DO

YOU SEE YOURSELF CONTRIBUTING TO OUR COMPANY? How would you respond?

A word of caution: Loyal, dependable, and hardworking are NOT skills; they are character

traits. We are looki g fo solid, o ete skills. If a i te ie e e e to ask ou, What ke skills do ou i g to the ta le? How would you answer?

Also, try to a oid fluff. If ou a e p o e to sa I ha e good o u i atio skills, the go a step further and sa , I ha e good iti g, egotiati g, a d pu li speaki g skills, espe iall i f o t of la ge audie es. If ou ight e p o e to sa , I ha e good people skills, the go a step fu the a d state, I ha e outsta di g ediatio , o fli t esolutio ,

and rapport- uildi g skills. And, then give an example

1)

2)

3)

4)

5)

6)

7)

8)

9)

10)


Examples I am a contributing team leader in enhancing sales and profits (Sales professional).

I see and implement the big-vision with the ability to rally consensus and incorporate a

wide circle of influence (Executive).

I consistently raise the awareness level of world and corporate leaders to create

measurable results for clients and critical causes including HIV/AIDS prevention

(International Programs Management).

I have strong technical, clinical, and public health experience (Public Health

Administrator/Hospital Administrator).

I provide quality education leading to an enriched life (Teacher).

I improve customer retention levels through solid problem solving skills (Customer

Service).

I improve efficiency and productivity through strong training and development skills

(Manager).

I improve health and reduce stress through solid nutrition management (Nutritionist).

I have a perfect safety record, and I am a team player (Forklift operator).

I significantly improve receipt, storage, and issue procedures for shop operations and

supply requirements (Logistics manager).

I manage high-profile security operations, strategic assessments, and international

multilingual negotiations while operating in extreme pressure leadership environments

(Security).

I am a creative marketing consultant, business developer, and successful entrepreneur

ith ea s We e pe ie e a agi g the full life le. I a age fast-paced and

rapidly evolving Web design environments (Web master).

Exercises

Why should I hire you? What value do you bring the organizational mission?


List 6 to 8 of your most VALUABLE skills, abilities, qualifications and credentials that would meet the criteria for hire: In other words, what makes you valuable?

1) 5)

2) 6)

3) 7)

4) 8)

If you ere asked i a i ter ie , Please pro ide e ith three reasons why you feel you are the right a didate for this jo , ho ould you respo d?

1)

2)

3)

What are your five career highlights? What five things are YOU most proud of in your career or school if you are a graduating student? If you were asked in an interview, What ha e you do e i your areer that you are ost proud of, ho ould you

respond?

1)

2)

3)

4)

5)


If you had to select five words / phrases that best describe you, what would you want a prospective employer to know about you? What would they be?

Examples: Personable, team-spirited, competitive, intense, results-oriented, detail-

oriented, solution-focused, dynamic, energetic, self-motivated, compassionate, bottom-

line oriented, analytical, expert in ________, proactive, good with numbers, mathematical,

quick-study, disciplined, etc.

1)

2)

3)

4)

5)

Write Three Sentences Describing You that provides value to an employer:

Sample: I proactively managed administrative and operational support initiatives across a

diversity of enterprises such as Medical Services, Fortune 500, Transportation and more. I

am fluent in English and Spanish.

Write Your Own Résumé Headline Draft your own two- to five-line HEADLINE to use on your résumé, in your marketing

materials, and as an introduction for your 60-second infomercial. Remember, it has to

sparkle and glitter! It has to capture the attention of the reader to take action and

respond!

Hints: The Headline will state clearly what you want to do and/or your main value to an

e plo e . It should a s e the uestio , Wh should I hire you? It should, also, state

clearly what benefit the hiring manager would receive from interviewing and hiring you.

Take a look at a few samples: Relax and enjoy this assignment. Be creative, but stay on

point with your message! In other words, be sure what you have to say builds excitement

and addresses the needs of the reader! Then, use your creative/marketing genius and

prepare your own.


Sample 1

International, results-oriented Program Administrator and Fundraiser

Brokered over $65 million in commitments in two years executing complex resource

o ilizatio pla s i ol i g the o ld s ost i flue tial people.

Speak fluent English, German, French and Spanish

Sample 2

Director Level: MARKETING MANAGEMENT RESEARCH & ANALYSIS

Marketing & Communications Strategy Development Brand Equity & Awareness Corporate Messaging Public Relations Major Event Coordination Tradeshows Online Marketing

(Website & Social Media presence)

Provide vision and thought-leadership. Lead the development and launch of clearly defined, innovative, and precedent-setting marketing and communications strategies that support corporate business growth objectives. Incorporate online marketing and social media platforms to elevate corporate presence.

Sample 3

Executive Administrative Assistant Administrative Manager Ca ou a age alo e? Do ou a s er our o e ail?

Develop and implement Personnel and Administrative policies.

Directed large-scale, day-to-day Administration support operations.

Task oriented. Managed budgets, purchasing, and ledgers.

Sample 4

Logistics and Supply Chain Management Do ou k o here our i e tor hides?

Direct logistics and manage custodial accounts and funds for all NATO supplies in Northern

and Western Europe worth over $176 million.

Received the Logistics Manager of the Year Award for excellence in financial management.

Sample 5

Food Service Operations / Management

Ho as our last di i g e perie ce?

Selected as Cook of the Year multiple times.

Oversee the planning and execution of special functions, holidays, and community

activities. Manage protocol functions for VIPs.


Sample 6

OPERATIONS EXECUTIVE | BUSINESS DEVELOPER (COO | EVP)

Forward Focused Leader. Assume a positive intent and exploit history to shape future operations.

SUPPLY CHAIN & INTEGRATION MANAGEMENT | HIGH GROWTH / PROFIT | CORPORATE CULTURE

TRANSFORMATIONS | STARTUP, TURNAROUNDS, REV-UP AND SUSTAINMENT MANAGEMENT

“Improved area of operation at every stage: startup, turnaround, and sustainment for every company to date.

Sample 7

Information Technology Security Management

- Senior Level Operations -

Protect Your Proprietar I est e t … Mai tai a Co petiti e Ad a tage - 10+ Years in High Pressure Environments

Sample 8

LOGISTICS & OPERATIONS MANAGEMENT / SR. ANALYST

Plan and Implement Comprehensive DoD Logistics Management Programs

Combine Tenacious Leadership Strengths in Planning and Directing Logistics Activities for

Large Scope, Matrix Organizations Globally. Transform Underperforming Operations.

Setup, Launch and Manage New Operations that exceed Organizational Goals

Subject Matter Expert for Modular Logistics Doctrine & Integrated Logistics Support

WRITE YOUR CAREER HEADLINE Answer the question: What will a client say about you if they call after receiving your

se i es a d sa , WOW! Tha ks, ou did ________ fo e!


|| ENDORSEMENTS AND REFERENCES UPON REQUEST Webster's New World Dictionary defines the word reference as The gi i g of the a e of another person who can offer information or recommendation; referring or being

referred. A reference attests to what you have done for someone in the past.

For the word endorsement it reads: A statement, as in an advertisement, that one

app o es of a p odu t o se i e; to gi e app o al to; suppo t; sa tio . An endorsement

promotes a candidate to a prospective employer in anticipation of future production

capabilities.

You might consider the difference between a reference and an endorsement subtle;

however, I assure you it's not. References attest, endorsements promote. There can be no

doubt that endorsements are powerful sales tools utilized today in many market segments.

Seldom has the concept of endorsements been used in securing a career opportunity until

now. LinkedIn uses referrals (references) and endorsements (to promote skills and

knowledge).

An employment endorsement is similar to the concept of celebrity sanctions of a product

o se i e. Fo e a ple: “ha uille O Neil d i ks Pepsi, Jennifer Anniston uses Aveeno,

Paulina wears Maybelline, and Rachel Hunter and Tyra Banks use Cover Girl products.

If basketball superstar Michael Jordan appears on television and says that Nike basketball

sneakers worked well for him, you might be a little impressed. However, if he insinuates

that they not only worked for him but that they would work equally as well for you, it

would excite you to emulate Jordan. This would prompt you to purchase Nike footgear

because with them you feel you will play nearly as well as he does. You are impressed by

his endorsement. It added that extra degree of credibility to entice you to visit the store for

a closer look at the product. It was instrumental in persuading you to purchase the

product. In much the same way, a solid employment endorsement communicates to a

prospective employer that you will successfully meet his needs and assist him in solving his

organizational problems. And, it is based on a credible source other than yourself.

Those selected to provide your endorsements are, in reality, your sponsors. Not a sponsor

in terms of monetary sponsorship, but one who believes in you and supports your overall

efforts. These individuals will provide you with one of the most potent weapons in your

Career Marketing Portfolio.

The lack of strong endorsements allows other candidates the advantage especially if it is a

close contest.

Maybe one of the people on your list neglected to return the phone call from your

prospective employer. Unverifiable references can also mean losing your opportunity. This

is a tragedy indeed and a needless tragedy at that!


Strong endorsements from professional outside contacts promoting your skills, abilities,

qualifications, and character are a critical element of your career search campaign.

Astute hiring authorities contest that some 30 to 40% of the candidates interviewing do

not receive a job offer primarily due to poor references. Jeffrey G. Allen considered the

subject of employment references important enough to write an entire book on this topic

alone, The Perfect Job Reference. You need to provide a prospective employer with more

than references even more than testimonials. I suggest you provide endorsements from

reputable, appropriate sources.

Do Employers Really Check References?

One popular author on the subject of job search writes that a mere 10% of employers

check references. Other national surveys show that over 75% of employers check

references for middle management jobs and nearly 100% for upper management positions.

Although it is popular to think that most employers do not require stringent reference

checks for blue collar, entry-level, administrative, and/or technical positions, it is a false

perception. Most employers do verify employment and check references. However, they

might not delve as in-depth for entry-level positions as they do for middle and upper

management positions.

The estimated cost of hiring and training a single employee runs between $5,000 and

$40,000 and considerably more for executives. With this type of investment, it is

understandable that employers take precautions to ensure the right person is offered the

job. Checking references is a significant step in the background investigation of each

employee.

Some clients tell me during the course of the career coaching program, that they will

provide me with certified copies of transcripts or other proof of education or employment.

I tell them, they do not need to prove anything to me. But, I strongly indicate that they will

have to prove their degrees, career history, and other licenses to a hiring authority.

Major corporations will contact universities directly for verification of degrees and licenses.

And, the hiring personnel department will often contact record departments from previous

employers to verify dates and salary history.

Most companies impose a probation period or conditional offer while receiving all of the

reference check materials and assessing the basic performance of the new employee.

Discrepancies in reference checking will be brought to the attention of the personnel

specialist, recruiter, or hiring official. The conditional offer is also very common for

positions that require a government security clearance.

A recruiter screens out simple discrepancies by comparing the résumé, application, and

other submitted documentation, i.e., military documentation or uncertified transcripts. It is


important for career seekers to ensure dates and companies listed on a résumé match

those on an application, that degrees are legitimate, and references are contactable.

Many companies require physical examinations and drug testing, reference checks, security

clearance checks (if applicable), and salary verification of the most recent employer.

Well-trained hiring authorities and recruiters may easily elicit the names of references that

a e ot o the a didate s e do se e t list. Fo e a ple, the a si pl ask, Tha ks fo your endorsement list. I see there are three names here, can you provide me with two

additio al a es? A d sudde l , you are offering names you did not plan to offer. To

prevent this scenario, carry an endorsement list with three to five names and a backup list

with an additional two to three names, and only provide it if you are asked.

Personnel offices attempt to corroborate such information as:

Dates of employment

Job duties

Discipline problems

Quality of work performance

Attendance and reliability

Ability to deal with people

Ability to communicate

Reason for leaving

Most recent salary

Eligibility for rehire

Employment specialists may send letters or contact references via telephone.

If the applicant is applying for a position that includes a security clearance, additional information is targeted:

Drug/alcohol use/abuse

Financial problems or unexplained affluence

Lifestyle habits

Patriotism


Loyalty

Criminal convictions

Security violations

Reference checks are easy to obtain. Additionally, many companies or recruiters simply

Google andidates. The Google search can unearth information that you may not want

an employer to see about you. See the section on digital dirt for more information. The

legal/ethical considerations of employers conducting a Google search are not in yet, and

may be debated for some time to come.

But, the bottom line is that some candidates are not considered and offers are rescinded

after companies do Google searches.

Endorsement Letters

Whether an employer investigates references or not, a professional endorsement portfolio

can powerfully support your career search effort right from the start. If you promote your

references as endorsements, it's quite possible that your list of endorsements/references

will not even need to be corroborated. An Endorsement Portfolio is a set of four to six

letters from business and professional associates describing your skills, abilities, and

qualifications. They are backed by quantifiable data and information promoting you to a

potential employer. These letters can be especially important for recent college graduates.

Please note that many employers will still want to speak to a recent supervisor or someone who was in a supervisory position or hiring authority in addition to the endorsement letters. Letters that are ge eri , Dear to ho it ay o er , are ot as powerful as letters that are written to specific employers.

Suggested list includes:

2 Superiors

Promoting your value and your ability to perform, produce, and

contribute to the bottom line. They certify your support of

organizational goals.

1 Peer Endorsing your ability to work as a team member and leader.

They confirm your ability to put organizational needs before

your personal agenda.

1 Subordinate Vouching for your training and coaching skills. They also

promote your supervisory skills (former subordinates are better

than current subordinates)

2-4 Major Affirming your high-quality customer service and professional


Clients/Vendors integrity.

1 Community

Volunteer Leader

Endorsing community service, pro-bono work, and team work

skills, as well as specific technical, administrative or other skills

You may alter the above list to fit your individual needs, but it must consist of influential

people who worked with you and who know you well. Be sure to include a person who has

known you for several years.

This is not the place to include personal endorsements. Ministers, friends, family members,

and others you list as personal references rarely provide uncomplimentary endorsements.

Should you be among the finalists for the position, the hiring entity will request personal

and character references along with the in-depth check into your background.

If you are currently employed, obtaining an endorsement from anyone associated with

your present employer may be a challenge or even impossible. If you worked for firms that

have gone out of business or were purchased by another company, you may find it difficult

to obtain endorsements. In these and other cases, you must depend heavily on your

imagination and creative resources to construct an alternate plan that meets the criteria of

endorsement marketing.

If you feel comfortable confiding in a superior at work but that person cannot endorse you

as a representative of the company, you may ask him to provide a professional

endorsement from a personal perspective rather than as an officer of the company.

Although this letter may be more influential written on company letterhead, you need to

weigh the benefits of having a sponsored endorsement versus not including his comments

in your portfolio at all. This person can mention his or her title in the body of the letter, but

they would make it clear that this was a personal endorsement as they were not at liberty

to speak as a company representative.

You may wish to pursue former superiors and peers for endorsement. Those you previously

worked with are an excellent source for testimonials. Although recent endorsements are

best, it is better to have past endorsements than none at all. The main objective is to

develop a portfolio of endorsements from people who can unequivocally promote your

skills and abilities and your value to contribute.

Many people leave a job and break all ties with their superiors and peers as well as the

organization itself. A word of caution is called for here. Do not burn bridges! For whatever

reason you depart, you must swallow your pride, file away your ego, and consider the

termination no fault thus allowing you to approach people for endorsements. You need to

leave with your head held high. Do not depart on a sour note, but if you have already done

so, mend fences! If you make a concerted and genuine effort, most former bosses, peers,

and subordinates will support your career goals and objectives by providing you with an

endorsement. Using a tactful approach, sincere communicating skills, and a lot of humility


will help you obtain a power endorsement. Burning bridges is an act of self-destruction,

and I caution you to avoid this action at all costs in the future.

Kenneth and Sheryl Dawson, in their book Job Search - The Total System, make it clear

what strategy you must adopt to obtain the all-important endorsement:

"Never write off your relationship with your ex-boss until

you've given your best shot at getting a reference. And note

that your best shot doesn't mean one phone call or a

perfunctory inquiry through his or her secretary. It means

professional persistence and courteous insistence that you

expect nothing less than the endorsement."

Each time you leave an organization be certain that a written endorsement and specific

reference is part of your termination package. Do not depart without it! Persistence and

tact will help you succeed. Be aware that many companies have iron-clad policies against

providing references much less endorsements. If this is the case where you work, request a

superior to write a professional endorsement from a personal perspective.

Who Writes the Endorsement Letter?

The English language contains approximately three-quarters of a million words. The words

used in an endorsement letter to describe your skills, abilities, qualifications, past

performances, contributions, and character may not be the exact words that powerfully

support your résumé. It is possible that the words used may not be compatible with the

direction you are heading. For example:

Bob, a branch manager of a community bank, lost his

job through a process of downsizing after a bank merger. His

primary responsibilities had been the daily management and

operations of the branch. He realized he thoroughly enjoyed

sales and marketing. He also knew he was instrumental in

improving the bank core deposits. He decided to seek a sales

and marketing opportunity.

Bob's former boss provided him with a letter of

reference. The letter mentioned that Bob was a highly skilled

manager, worked well supervising employees, and had solid

aptitude for finances and budgeting. These were very nice

references but poor endorsements fo Bo s pu suit of a sales position! What Bob needs is an endorsement emphasizing

his mastery of marketing and sales. His former boss should

highlight ho , due to Bo s effo ts, a k o e deposits g e 17% a year in the highly competitive banking environment.


Bo s e do se e t lette ust p o ote his p ofi ie at customer relations, and his strong negotiating and closing

skills all of which are critical to landing a position in sales.

As you can see from the example, the people selected to endorse your efforts may need a

little coaching. The more enthusiastic your endorsements, the more exciting the message

they will convey to prospective employers. Make them cognizant of the path you are taking

and the skills you need enforced in their letters.

Caution is also advised with the writing skills of the person asked for the reference. I know

of many executives who can sell, manufacture, distribute, and do a host of other things,

but they cannot write a letter. I recommend you write the letter you self. “upe sta s do t write the endorsements they make, the product manufacturer or advertising agency does.

It is also possible that you will need the document before they get around to writing it. Ask

them if they mind you drafting a letter for their signature. Some people are glad to have

you take the responsibility off their hands. However, you need to make sure your own

writing skills are excellent before attempting this task.

Endorsement Folio

Not all employers will accept an endorsement letter, and they require names and contact

information to speak directly with an endorser. In this event, you need to maintain a list of

contactable references including viable contact data to present to employers upon request.

Use LinkedIn, Google, and Facebook to find long lost employers and supervisors. For military,

ask supervisors if you can get their personal emails before you move on to ensure long-term

contact.

Individual & Title Contact Information Relationship

(1) (2) (3) (4) (5)


Nine Steps for Obtaining Endorsements

1) Identify four to six people to provide you with powerful endorsements.

2) Contact each and request they agree to promote your efforts.

3) Receive permission to write the endorsement yourself.

4) Write the endorsement linking the information to the résumé.

5) Bring or send the letter to the endorser for review and signature.

6) Have the endorser send the endorsement back to you on their own letterhead

(company or personal).

7) Deliver a copy of the letter and the résumé to the endorser so they have it on their

desktop and can refer to it if they are called for a personal interview. This way, the

endorser is prepared to promote you in an empowering way with every call.

8) After every interview, contact your endorsers and coach them on your focus for

when this particular employer calls.

9) Regardless of the number of interviews you have, maintain contact with your

endorsers at least once a month. Always be certain that you have current

addresses, phone, and email contact information.

What about Volunteering?

Those who volunteer in the community deserve an endorsement letter and should hang on

to the o ta t i fo atio fo the olu tee supe iso just as if the positio e e a paying job.

‘e e tl , a pote tial lie t ote a d asked, What ould ou ad i e e to olu tee s with ega d to do u e ti g olu tee ti e a d se u i g lette s of e o e datio ? “he also said that the senior manager in the organization where she volunteered offered to

ite he a lette of e o e datio a d she as te pted to tell hi , Tha ks, ut that s ot e essa . It s just a olu tee positio .

My response

Take full advantage of your volunteering experience. Secure as many endorsement letters

as possible especially if the manager volunteers to write a letter of recommendation. Keep

a portfolio of such letters with other volunteer work documentation. Did your organization

receive an article in the local paper? Did you get your photograph in the paper? Did you

receive a certificate of appreciation?

When you receive a letter from an endorser/reference, ask the writer to include the

following information. You may want to offer to draft the letter for the manager and all


they have to do is sign the letter. Or, you might send the manager a list of specific

information you would like included in the letter to help him remember what you did.

Dates of volunteer position and number of hours per week or month you contribute.

Lette ite s jo title.

Your job title (equivalent): Volunteer Assistant Manager/Office Administrator.

Des i e ou a tual duties, i.e., “usa se ed ou depa t e t as a Offi e Administrator donating 20 hours each week. She managed filing and computer

databases using Microsoft Office Suite, performed AR using QuickBooks, she answered

the phones and greeted clients with courtesy and professionalism. As opposed to

“usa as the ost o ga ized olu tee a d p o ided e e pla pe fo a e, offe i g ti eless hou s.

Describe specific a o plish e ts, i.e., While Joyce was with us, she initiated an

effort and successfully reorganized the entire filing system and filing room. She

physically moved 1,400 files, created a color coded system, and alphabetized all the

hard copy files for easy use and location. She scanned all of the documents into a

software database saving the office about 45 man-hours per month. Also, she single-

handedly diffused a very potential problem to our customer service rating, by calming

an irate customer and quickl esol i g his o plia t to satisfa tio …e a li g the usto e se i e ati g to e ai at 97%.

Contact information / email for follow up, if the letter writer is willing.

Sometimes a referral is not allowed to speak for the company he works for and may

only be able to write the letter from his point of view on his personal letterhead using a

personal phone or email contact number.

There are a number of reasons to secure the letter of endorsement from a volunteer supervisor/manager:

1. You have a record of your accomplishments as a volunteer with proof. Most

volunteers do not receive performance evaluations. And if you move often, it

becomes difficult for you to use previous volunteer positions as references.

2. It helps you remember all the positions, duties, and achievements you held and

acquired. As an example, federal employment requires that you achieve 365 days

of employment paid or volunteer in a certain career field and skill set, to receive

many positions. So, if you add up four years of moving around that includes

multiple volunteer positions at 15-20 hours per week, you might hit the mark they

are looking for. Some states also use the same system.

3. Some employers ask for written references.

4. You can take a portfolio or folder to an interview in case an employer is interested.

5. It makes you feel good, and you deserve it!


Afte des i i g the a o e fo the olu tee lie t, she eplied, I e e thought a out it that way. I never imagined that a volunteer position would equate to any worth on a

résumé or to a potential employer. I am now keeping an accomplishments journal,

endorsement portfolio, and trying to research job announcements to compare my

volunteer experience against paying positions in order to de elop a ésu é.

She became very aware of her need for letters of endorsement, and she became aware of

her need to maintain an accomplishments journal. Additionally, she recognized the value of

such letters. Most importantly, she recognized the value of the work performed.

I coached her by asking the following questions: Why are you working as a volunteer?

What is the position title and what are your duties?

How long have you done the job?

How many hours do you invest each week?

How does it relate to your previous paying positions?

How does it relate to your future career plans for paying positions?

How does it make you feel to receive a well-written letter of endorsement?

How does it make you feel to offer your time and energy to a volunteer cause?

If you were to write your résumé, what skills and experience including specific results of

achievement can you offer a new employer based on what you accomplished on your

volunteer job?

If you ask someone to write a letter for you, send them a list of your job duties and

accomplishments so they can use those items in the letter. You could also offer to write

the body of the letter for their signature and consideration. You might say to the manager,

I ll e happ to d aft the lette fo ou to i lude spe ifi duties a d a o plish e ts, if that ill help ou ti e.

Volunteers, just as paid employees, should maintain a daily accomplishments journal in

their desk drawer, desk top, or file of what they do on the job. So when it comes time to

write a letter of endorsement or a résumé, you can quickly refer to your projects, duties,

and accomplishments.

It is also important for those who are employed to maintain an accomplishments journal

for merit increase time. Send the boss a one-page, résumé-style report before the

performance evaluation or promotion time reminding them of achievements in the past 6-

12 month performance cycle.


|| RÉSUMÉ AND CAREER HISTORY ANALYSIS One form of feedback includes the comments you offer your clients in response to their

need for professional résumé and career coaching services. You can use an

analysis/feedback form that is easily completed and returned to a potential client at job

fairs, on your website, in brochures, or in your office. You can also put a price tag on the

feedback form or not—that is up to you. If you have a high number of requests each week

to review résumés, you may want to charge a nominal fee for taking 10 to 30 minutes to

review a résumé and provide professional counsel and suggestions. The fee could be

partially returned to the client as an incentive in the event they hire a full palate of services

from your office.

The format for the review can be very simple (Y/N responses) or rather comprehensive

with a number of suggestions and comments for improvement. An efficient method to

evaluate a lie t s i effe ti e ésu é is to e ie the ésu é a d a sa ple jo announcement whereby the client was unsuccessful. The evaluation form may include the

following elements overall presentation, clear objective/focus, and content:

The résumé contains an appropriate and viable focus/objective with regard to the

announcement

Easy to read

Active voice

Documents are free from spelling, punctuation, and grammatical errors

The résumé is in an appropriate format (chronological/functional/combination)

The résumé is void of obstacles i.e., high school graduation and sports awards from

xxxx, large employment gaps, etc.

Documents contain consistency in formatting, plenty of white space, and are generally

appealing to the eye

The résumé and written documents include a viable phone, address, and email in a 10+

point size

The experience and skills highlighted are tailored to the career objective

The ésu é ade uatel a kets the lie t s skills, a ilities, a d e pe ie e as the est candidate for the position

The ésu é p ese ts alue to the e plo e a d a k o ledges the e plo e s challenges

The résumé includes specific quantitative and qualitative accomplishments and

industry specific language

Additional comments:


Online Evaluations If you are evaluating client résumés from your website, you may want to create an

evaluation page that makes it easy for both of you:

The client provides identification and general information in a menu-driven page

including basic desire for a position

The client attaches a copy of their current résumé and a sample job description into

an open box

The client provides a credit card number in a secure environment

You deliver a detailed résumé analysis within a certain number of specified days.

Entries may include:

Name

Address

Phone

Email

Industry of Interest

Position Title of Interest

Current Salary

Desired Salary

Are you seeking a career change? From what to what?

Are you currently engaged in a career search?

What is the response you are receiving from your current résumé?

Are you currently employed?

Please submit your current résumé, cover letter, and a sample vacancy announcement

Keep It Simple Whatever questions or format you create for an evaluation form, make it simple. Ask

questions or provide responses that use 1-5 responses, Y/N responses, or percentage

responses as often as possible. Some clients will fill out a novel to answer questions; others

will balk at having to write anything. Also, make the return system easy. Ask the client to

reply in an email or have an evaluation box available at conferences and job fairs.


Streamline Writing Time “o eti es, ou a ha e a ai a p a d eed to ju psta t the iti g ti e. O , ou may just need to organize your daily time table so you are more efficient. Here are

suggestions to maximize your writing time:

Write a difficult résumé without any interruptions. Turn off the phone and email. Close

the door and write the document until you are done. Note the time. Write a fairly easy résumé using the same procedures as above. Note the time. Now

you know that you can write a résumé in ___ hours.

Write the document as soon as possible after the initial consultation/interview while

information is still fresh in the mind.

Turn off the phone and email for a specific period of time. Take that time to write!

Determine when you are freshest and write then. When is your prime time for writing?

Is it early morning, midafternoon, or late evening?

Begin with creating a heading and determine creative enhancements using borders,

lines, bullet types etc., to brand the client and their documents.

Move to the end of the document and fill in the sections for education, specialized

training, publications, media placements, languages, licenses, certifications and such.

These items don't usually require much "writing".

Determine and set up any specialized skill blocks, i.e., IT or medical clients may require

a matrix of knowledge or skills.

Set up employment headings and list all the headings in order. There may be four or

more employment entries.

COMPANY, LOCATION (small caps/Bold) dates (bold)

Position Title (Italics)

Determine an appropriate career focus/objective/target for the résumé.

Determine if the client needs an overview, summary, or profile section and set it up.

Review position vacancy announcements and search for keywords.

Write value-to-employer, employment entries, and place under pre-setup employment

headings.


If needed, review previously written résumés with similar career field or industry to

determine format and select key words incorporated into the new client's

accomplishments and value-based statements.

Edit / Proofread.

Let document set overnight.

Edit / Proofread again.


|| SAMPLE CAREER MARKETING DOCUMENTS ** Please note, the samples here were created with .75 margins – and the manual is 1

inch margins and 1.3 on the left, for people who want to print the modules and use a

3-ring binder. The résumés and cover letters that spill to 2 or 3 pages are actually 1 and

2 page documents.

Sample Cover Letter

Claude S. Rebecca 185 Chair Street

Rumney, New Hampshire 06222

(603) 555-9191

April 4, 20xx

Mr. Lawrence Bruce

American Office Supply

18 S. Hope Street

Plymouth, New Hampshire 06324

Dear Mr. Bruce:

Your former assistant, Lisa, mentioned that you are looking for a warehouse manager. I

believe you will find my credentials convincing. I have the experience, accomplishments,

and character to maximize warehouse production and deliver peak-performance results.

Please consider the following:

* Fourteen years of warehouse management experience

* Managed small- to large-size warehouses with inventory ranging between $300K

and $6 million

* Possess technical and computer skills to automate any size warehouse, improve

efficiency and reduce inventory-level requirements while improving customer

service

* Strong managerial and coaching skills. Responsible for up to 83 employees

* Verifiable record for consistently coming in under budget

I read in a recent trade publication that AOS is expanding internationally. Though I have

been an American citizen for the past thirteen years, I was born and raised in France, speak

four languages fluently, and am experienced in the shipping and receiving procedures of

many European countries.


Though I am providing a detailed résumé, it cannot fully profile the manner in which I have

been successful. This can only be accomplished during a face-to-face meeting where we

can exchange information and examine whether there might be an employment

opportunity of mutual interest. Please expect my call early next week to arrange such a

meeting.

I look forward to meeting with you soon.

Sincerely,

Claude S. Rebecca

Enclosure


Sample Résumé

Claude S. Rebecca 185 Chair Street

Rumney, New Hampshire 06222

(603) 555-9191

WAREHOUSE MANAGER Specializing in the Office Supply and Equipment Industries

Overview Fourteen successful years of experience in warehouse management.

A solid work history supported by consistently achieving positions of

increasing responsibility as a result of major contributions to the

bottom line. Areas of expertise include the following:

* Automation, systems analysis, and computerization

* JIT and Limited Needs Inventory management models

* Strong professional association ties: member/past president

of NWMA

Employment Grand Mountain Office Distributors, Grand Mountain, New

Hampshire

20xx - Present Warehouse Manager - Managed all warehouse operations for this

regional office equipment supplier serving New England states.

Direct 18 employees through three (3) line managers and

accountable for $388K of inventory.

* Automated warehouse operations saving company

$123K/year in carrying costs with a complete payback on

capital expenditures in 26 months.

* Reduced total payroll expenses 38% while reducing shipping

errors.

xxxx - xxxx United Office Supply, Burlington, Massachusetts

Warehouse Manager - Managed warehouse operations for national

office supply company. Directed 83 employees at four (4) locations

through four (4) location managers. Accountable for $11.3 million of

on-hand inventory servicing over 2,600 retail stores.

* Automated warehouse operations at four (4) locations,

researching, purchasing, and assisting in the installation and

set-up of equipment. Designed conveyor system that led to

elimination of six (6) non-productive positions.


* Redesigned computer software to interface among all

locations. Total inventory dropped $5 million from $16.5

million to $11.5 as a result of inter-office integration and

cooperation.

* Awarded Warehouse Manager Life Membership, by the

National Warehouse Manager's Association (NWMA). Voted

President xxxx.

Education Bachelor of Science Degree, Business Technology, Tufts University,

xxxx

Boston, Massachusetts

Languages Fluent: English, French, Italian, and Spanish


Sample Before Résumé

JOHN SMITH [Type your e-mail] [Type your address] [Type your phone number]

Objectives - To ensure that no guest ever leaves unhappy or unsatisfied.

- To provide the best service possible.

- To exceed expectations on a consistent basis.

Education College of North Carolina August 20xx - Present Hospitality and Tourism Management

Experience U. S. Army | Fort Bliss, TX Cavalry Scout August 20xx – April 20xx

As a 19D Cavalry Scout, I had many responsibilities consisting of a series of tasks used to conduct

weapons maintenance, vehicle maintenance, and airborne operations. However, my most

important responsibility was to make certain that my soldiers were where they needed to be at the

right time, in the right uniform, and with the proper gear in hand.

Grocery Store | Fort Bliss, TX Stocker September 20xx – Present

As a stocker, I am held accountable for helping customers with anything they might need,

unloading delivery trucks, breaking down merchandise pallets, distributing merchandise to the

sales floor, and organizing the back room.

Skills Leadership

Multicultural Sensitivity/Awareness

Communication

Planning/Organizing

Courteous and Professional


Sample After Résumé – Entry level

John Smith 5555 River St. 555.555.5555

Fort Bliss, TX 55555 [email protected] | LinkedIn link

Job Target: Front Desk Agent – Hotel Industry

~ Ensure that no guest ever leaves unhappy or unsatisfied ~

~ Provide the best customer service possible ~

~ Exceed expectations on a consistent basis ~

Multicultural Sensitivity/Awareness: Lived abroad for 9 years and traveled to 25 countries

Languages: Speak intermediate German and conversational Spanish

Skills: Leadership | Communications | Planning and Organizing | Professional and Courteous |

Customer Service |Teamwork | Dependable | Adaptable | Word, PowerPoint, Excel, Outlook

Education Completing a BA in Hospitality and Tourism Management, College of North Carolina

- Coursework includes Hotel Management, Service and Operations Management,

Organizational Management Behavior; Completed 5 semesters of Spanish

- Will compete hotel management internship, spring 2017

Experience

Grocery Store | Fort Bliss, TX Stocker September 20xx – Present

* Holding part-time job while completing BA degree to pay for college expenses.

Greet customers, respond to customer inquiries, assist customers with locating items in the

store, and provide system rainchecks.

Very polite and cordial when resolving customer complaints.

Unload delivery trucks, break down merchandise pallets, distribute merchandise to the

sales floor, and organize back room.

U. S. Army | Fort Bliss, TX Cavalry Scout/Team Lead August 20xx – April 20xx

Managed a team of three (3) personnel. Planned and organized logistics for deployment

and exercises including gear, equipment, and travel plans. Assisted fellow team members

to ensure high morale.

Maintained equipment and vehicles.

Deployed to Haiti for four months in response to the earthquake. Set up tents, provided

medical attention/triage, and handed out water, tarps, and food.

Completed forms and paperwork to requisition equipment.

Received two Army Commendation Medals and a Humanitarian Service Ribbon.

Extracurricular

Bodybuilder – Compete in bodybuilding competitions

mailto:[email protected]


Sample Résumé – Management Level

MYRA ALLENS

5555 Sand Road 555.555.5555 (c) Summit, MS 55555 [email protected] | LinkedIn link

Director Level: MARKETING MANAGEMENT RESEARCH & ANALYSIS

- Design and manage marketing campaigns for company with Fortune 500 clients globally -

Marketing & Communications Strategy Development Brand Equity & Awareness Corporate Messaging Public Relations Major Event Coordination Vendor Relationships Tradeshows

Budgeting Project Management Online Marketing (Website & Social Media presence)

Dynamic marketing director; provide vision and thought leadership. Lead the development and launch of clearly defined, innovative, and precedent-setting marketing and communications strategies that support corporate business growth objectives. Incorporate online marketing and social media platforms to elevate corporate presence.

Build and rollout full-spectrum marketing campaigns. Direct, oversee, and professionally develop large project teams. Hire third-party vendors for specific marketing projects including search engine optimization.

PROFESSIONAL EXPERIENCE

Promoted to Director of Operations 07/20xx - present Director of Marketing & Business Development 20xx – 20xx Tradewinds Events, Anaheim, CA ** Elevated corporate brand, positioning company head-to-head with competitors attracting a wider market. Opened new doors with vendor and partners spurring new sales opportunities.

Direct operations management: Marketing execution, and business development for this event coordination business providing services to Fortune 500 clients globally for high-profile events with up to 15,000 attendees. Trusted to act as Principal in establishing company vision, setting business objectives and growth goals, and executing operational plans.

Manage day-to-day operations: Build relationships with third-party vendors, marketing agencies, and clients. Manage key client accounts, review and negotiate contracts, respond to escalations, and foster opportunities for growth. Oversee complete sales cycle, analyze and capture new work opportunities, and set project pricing.

Supervise staff of 5 and 30 contractors: Introduced and oversaw the onboarding process. Articulated processes and procedures across operations including a streamlined RFP process, written roles and responsibilities for personnel, and reporting procedures to analyze financial health.

Steer development and implementation of company annual strategic marketing plan and budget.

Impetus for full 20xx company rebranding inclusive of new image, visual look, logo, messaging, value proposition, branding, repositioning, and additional new offerings. Hired creative agency and SEO and led design of new collateral materials, full website redesign, visual portfolio, creation of new social media plan, marketing and email communications. Articulated a new success story, introduced blog communications, designed a direct mail campaign, and changed design and content of proposals and promotional products.

Performed rigorous research, convinced Principal to invest, and selected CRM tool to manage customer relationships and generate reporting. Hired and managed CRM vendor.

Key contributor in company receiving the 20xx Women’s Business Enterprise Star Award.



Collaborated with London-based event agency to create co-branded response to RFP opportunity for Microsoft event that resulted in winning a $400K project. Partnered with Director of Operations on right-messaging and melding of two brands to demonstrate partnership.

Real Estate Professional, Ridge Real Estate Company, Anaheim, CA 20xx – 20xx

Cultivated new client relationships and provided real estate services and representation. Managed purchase and selling process, and handled negotiations and coordination of all parties. Defined market areas, evaluated competition, determined price points, market analysis, and market trends.

Researched and created marketing strategies for clients with various property needs. Interacted with myriad stakeholders to sell homes up to $500K and properties up to $1 million.

Delivered top-level ongoing customer service. Secured all clients by referral, quickly grew sales, and achieved $3 million in annual sales, qualifying for the Circle of Excellence Club.

Assistant Vice President of Marketing, Federal Credit Union, Anaheim, CA 20xx – 20xx

Recruited as key member of the senior management team directing all corporate strategies, objectives and budgets, and first-ever, dedicated Vice President of Marketing, a newly created position by the CEO. Initiated and directed development and implementation of a comprehensive marketing program for this leading financial institution with operations in nine (9) branches serving 23,000 members, and a subsidiary company.

Designed, executed, and directed a dedicated, full-spectrum marketing strategy and six-figure budget that exponentially increased company assets from $98 million to $128 million in one year.

Collaborated with President to build a case presented to the BoD to start up a new branch in xxx County. Led analysis of community demographics and real estate. Directed team in opening a new Branch including determining operating efficiencies, marketing, hiring of staff, design/décor, and a highly attended grand opening celebration.

Championed company-wide events and a sponsorship campaign in connection with Special Olympics. Raised more than $30,000 from member support which was the largest amount raised by a single business.

Initiated the overhaul of the corporate website. Updated corporate image, introduced user-friendly navigation, and streamlined online member applications. Realized 17% increase in online usage of bank products.

Catalyst for procuring Customer Relationship Management program (CRM) completely transforming ability to analyze member profitability and purchasing behavior.

Marketing Manager, Equipment Finance & Leasing, Anaheim, CA xxxx – 20xx

Hired as member of business team that launched equipment-leasing division. Directed all company sales and equipment lease marketing activities, and managed daily operations. Led marketing team to identify national retail and wholesale target markets.

Spearheaded development and execution of marketing strategy reaching 50,000 potential customers resulting in $300 million in equipment financing opportunities and tripled company volume in two years.

EDUCATION & PROFESSIONAL DEVELOPMENT Graduate Studies in Business, University of xxxx, Italy Bachelor of Science in Business/Marketing, University of xxxx Member: Business Marketing Association (BMA) American Marketing Association (AMA)


Sample Cover Letter – Management Level

MYRA ALLENS

5555 Sand Road 555.555.5555 (c) Summit, MS 55555 [email protected] | LinkedIn link

Date

Inside Address Attn: Title Street Address City, State zip code

Focus: Director of Marketing

Dear ___________:

As a Marketing Executive with 15 years of senior level professional experience, I repeatedly demonstrate ability to enhance and enrich the sales and marketing programs within large organizations ultimately helping to drive and grow new or existing revenue and corporate assets. I am the "Good Closer" and always accomplish projects on time, within budget, and exceeding customers' expectations. I am able to sell ideas and concepts that others cannot. I am adept with identifying needs, building business cases, designing solutions, directing teams to construct and deliver marketing solutions, and I close the deals.

I keep a pulse on advancing technological progress and emerging technologies including online marketing, digital media, internet advertising, social media, online reputation management, and I anticipate future needs and trends. I am the driving force behind architecting creative marketing solutions to resolve high complexity problems and/or requirements. The enclosed résumé details career highlights:

Master of Marketing Programs: Led the complete rebranding of Tradewinds Events a $5M a year revenue generating company, including social media, website, messaging, and corporate communications elevating company head-to-head with competition

Productivity Multiplier and Revenue Generator: At every employer to date, exponentially grew revenue through increased productivity via targeted and well-planned marketing and public relations campaigns, and corporate communications. Spearheaded the introduction of procedures and processes for operational control of account management, staff management, and sales to meet corporate objectives

Marketing Strategy: Designed and rolled out a multi-phase marketing strategy for a credit union including developing business cases for Board of Director approval to expand charter, open new branches, and exponentially increase membership, as well as increasing assets from $90M to 128M. Managed and sought annual approval from BoD for $250K marketing budget. Completely revamped credit union website to an interactive, user-friendly tool. Published quarterly, member newsletter distributed to 23,000 members.

I meet your requirements for the position of Director of Marketing possessing a diverse and rich background as a Marketing Director and Business Manager. Although secure in my current



position, I am confidentially investigating new and more challenging opportunities. If you believe these qualities and experiences might enhance your organizational mission, please contact me, and I will be pleased to make myself available for a personal meeting at your convenience to discuss in detail your needs and the value I offer your company as Director of Marketing.

Sincerely,

Myra Allens

Attachment: Résumé


Sample senior level Military conversion résumé with corporate equivalent job titles

ROBERT MILLER 5555 CIRCLE DR. 555.555.5555 (CELL)

FORT BLISS, TX 55555 [email protected] | LINKEDIN LINK

SENIOR EXECUTIVE

CORPORATE STRATEGY | CREATIVITY LEADER

Quickly recognize and capitalize on winning opportunities – driven to turn ideas into action. Synthesize solutions to complex organizational issues that have no clear solution.

Thought leader: Take charge, create the vision, and shepherd concepts development, design, and launch of strategic and sustainable business initiatives for large-scale operations. This completely transforms operations, organizations, and business requirements for varied stakeholders and clients across country borders.

Identify risks and convince C-level executives to embrace new initiatives, saving organizations millions of dollars, accurately leveraging personnel and other resources, and maximizing opportunities for continuous improvement always exceeding stakeholders' expectations.

Accomplished professional: Provide executive presence in critical customer engagements, building long-term relationships. Sensitive to various cultures and cross-cultural communication and traveled to 40 countries. Tapped to provide guidance to other organizations with complex questions and requirements.

Serve as the ethical compass for an organization - create systems to introduce organizational efficiencies. Oversight leadership for $100 million contract; executive leader for 3,500 US, Coalition, and Afghan personnel.

EXECUTIVE CAREER ACHIEVEMENTS

Senior Vice President – The Savings Bank, Overland Park, TX 20xx to present

Selected for position in March 2012 by the Chairman of the Bank and Chief Executive Officer to build a cohesive and profitable banking team for the Kansas City branch. The Federal Savings Bank was awarded “the most profitable bank with assets under $1 billion” by the American Banking Association in July ‘12. Led the innovation of using social media, personal websites, online applications,

“paperless” files, constant-contact marketing, and streamlined processing. Identified efficiencies for marketing, operations, and sales.

Consistently produce over $1M in sales every month. Lead team of six (6) bankers and 30 operations personnel. Team produces more than $4-

6M is sales every month.

U.S. ARMY – XXXX TO PRESENT (SR. OFFICER - TOP SECRET / SCI CLEARANCE)

DIRECTOR – US Army Irregular Warfare Fusion Cell, TX DIRECTOR – US Army and Marine Corps Counterinsurgency Center, TX 20xx to present

Stepped into position in March 20xx as the first-ever director to build a program and guide fusion of the Army's core activities (doctrine, materials, facilities, and programs),



coordinating with the other Services to form an interagency consortium focused on designing a systemic approach to stabilize military operations from peacekeeping to nation building. Authored doctrine for the US Army and Marine Corps. First-ever Director to institute Design Planning into Counterinsurgency Seminars for

Army units deploying to Iraq and Afghanistan. Led the innovation of “Wiki-Manuals” in order for service members to quickly share best

practices: sped up flash-to-bang on great ideas. Introduced Experiential Learning Model (ELM) to curriculum taught to service members.

Created more interactive learning which led to greater retention of knowledge.

DIRECTOR, COUNTERINSURGENCY CENTER, INTERNATIONAL SECURITY ASSISTANCE FORCE – Afghanistan COMMANDANT – KABUL, NATO TRAINING MISSION – Afghanistan 20xx to 20xx **Equivalent to Mayor/COO in an international arena with oversight development of the Afghan Police Force

Mayor-like oversight for leadership, security, policies, and procedures for 3,500 personnel including non-US Coalition allies, and 600 contractors. Administered and monitored a $100 million police training contract with DynCorp International as the contracting representative for the Department of Defense. Routinely briefed high-ranking leaders of strategic importance including the US Vice President, Ambassador, and the military commander (General). Assumed position following firing of incumbent.

Introduced “web-based” counterinsurgency courses for coalition personnel. Instituted Dari literacy classes for Afghan Army and Police personnel: academically

liberated a primarily illiterate government service sector. Completely transformed the Afghan Police Force training program months ahead of

schedule. Led the planning and execution of a training growth plan of $40 million out to 2012; tripled training capacity and exceeded all growth goals for organization.

DIRECTOR, US ARMY SECURITY FORCE ASSISTANCE – Fort Leavenworth, KS 20xx to 20xx ** Equivalent to Member, Board of Directors for Business Development & Strategic Guidance

Member of senior leader board determining validity of new business proposals of more than $1.5 million.

Recommended implementing guidance, organization, programs, training, leader development, and facility improvements for the US Army.

Recommended the 'Advise and Assist Brigade concept' to the Army which was adopted in 20xx and implemented the same year for execution in Iraq and Afghanistan.

DEPUTY COMMANDER, CHIEF OF STAFF, LESSONS LEARNED – Philippines 20xx to 20xx

** Equivalent to Chief Operations Officer

Guided collection efforts of lessons learned from multiple organizations, led staff in illuminating and sifting through information and best practices to solve difficult problems, translated solutions into writing, and guided military operations, informing and advising other deployed organizations worldwide.

Briefed high-ranking officials including the US Ambassador to the Philippines. Represented the organization at advanced conferences.


DOCTORAL STUDENT, COGNITIVE PSYCHOLOGY & CREATIVITY - XXX STATE UNIVERSITY 20xx to 20xx

Researched the link between Cognitive Complexity and Creativity. Ground breaking research of field grade officers in the military that challenged the traditional thinking about cognitive development and creativity. Additional research areas included “adaptability” and “expertise”.

Conducted academic internships at Harvard and Massachusetts Institute of Technology, lecturing on Creativity.

Planned, prepared, and executed curriculum on Creativity for Kansas State University.

CHIEF OF EDUCATION, SPECIAL OPERATIONS FORCES EDUCATION DEPARTMENT, TX 20xx to 20xx ** Equivalent to Dean of Department Education at a notable graduate-level university

Led programs that supported joint and multinational education within a military college with oversight accountability for the Master's level education of all special operations forces officers. Supervised and evaluated 12 instructors. Instructed graduate-level courses.

Spearheaded development of a comprehensive and relevant program including writing core courses and elective curriculum building the best possible advanced specialized education in the military – preparing a new generation of leaders to meet the challenges of the 21st century.

Troop Commander and Deputy Squadron Commander, 1st Special Forces Operational Detachment, DELTA, Ft Bragg, NC (Equivalent to Operations Executive) xxxx to xxxx

EDUCATION, PROFESSIONAL DEVELOPMENT & LANGUAGES

Doctorate of Education xxx State University, TX, 20xx, (4.0 GPA) - Phi Kappa Phi National Honor Society for Academic Excellence in Adult Education, 20xx

Masters of Military Arts & Sciences School of Advanced Military Studies, 20xx

- Thesis: “Organizational Design for High Performance Organizations”

Executive Masters of Business Administration xxx College, TX, 20xx

Bachelor of Arts, Physics Forest University, TX, xxxx

Professional Development: Graduate of the Reid Buckley School of Public Speaking and the Karrass Seminar for Effective Negotiating, 20xx

Languages: Indonesian: Fluent Dari: Functional Spanish: Functional


Sample Endorsement Portfolio

ENDORSEMENT PORTFOLIO

Name Contact Information Relationship

Marc Byrnes

Executive Vice President

West Region

Home Depot

1256 Shue Pike

Baltimore, MD 55555

555-555-5555

[email protected]

Professional colleague for

20 years

Andrew Haines

Manager of Project

Engineering

3478 Iris Ave.

Washington, DC 55555

555-555-5555

[email protected]

Supervisor (rater) for 5

years

Patrick Lakes

Director, Supply Division

Wal-Mart

Retired Army Colonel

2398 Lands Road #2

Richmond, VA 55555

555-555-5555

[email protected]

Business colleague for 10

years

Former supervisor for 3

years

Charles Loken

Director of Operations

B of A European Office

CMR 376 Box 249

APO AE 55555

011-49-555-55555 (+6 hours

from EST)

[email protected]

Former supervisor and

colleague for 16 years

Irving G. Slavin

President

United Office Supply

123 Mileta Avenue

Burlington, Massachusetts

01777

(617) 555-0000

[email protected]

Former supervisor for 12

years



Sample Endorsement Letter

United Office Supply (UOS)

123 Mileta Avenue

Burlington, Massachusetts 01777

(617) 555-0000

August 10, 20xx

To Whom It May Concern:

Any company fortunate to have Claude Rebecca as Warehouse Manager has a true

advantage in today's highly competitive economic climate. UOS has benefited from Mr.

Rebecca's expertise in management as well as employee and customer relations for twelve

years. His independent management style allowed UOS to grow 480% over a 12-year

period. Claude kept his warehouse operations one step ahead of the rest of the

competition.

His ability to anticipate and quickly adjust to changing technologies has resulted in

contributions to corporate profits in the millions of dollars during his tenure with UOS.

We all but begged him to relocate to our new headquarters, but he felt that relocation to

Chicago would not be in the best interest of his family. He did, however, spend two months

in the Windy City training his replacement.

A true professional, Claude Rebecca is an indispensable asset to any organization. His team

leadership skills together with his visionary expertise are unparalleled. Please feel free to

contact me personally should you require any further information.

Sincerely,

Irving. G. Slavin

President

IGS/adt


Sample Endorsement Letter

XEROX CORPORATION

2300 Xerox Place

Waltham, Massachusetts 01116

(617) 555-1122

April 29, 20xx

To Whom It May Concern:

We have had the pleasure of associating with Claude Rebecca over the past 14 years with UOS

and Grand Mountain Office Distributors. In my 30-plus years in the business, all with Xerox, I

have never met a more professional, talented, or personable warehouse manager.

He is a strong and formidable negotiator. He always has the best interest of his company at

hand. He is fair and always looks for a win-win solution to any negotiation.

He is a loyal and dedicated professional who will enhance any company. His value when

measured against his peer, is truly head and shoulders above the rest. Xerox will be pleased to

provide you with any additional information you need. Contact me at the above address, and I

will quickly respond to your inquiries.

Sincerely,

Jeremy Pels

VP Sales

JP/pty


Sample Salary History (use only when required)

MICHAEL JONES

Red Leaf Street

Columbia, MD 55555

410-555-0000 (H) * 401-555-9087 (C)

[email protected]

May 30, 2005

RE: Salary Requirements for SKE Corporation, Consulting Engineer

SALARY REQUIREMENTS: Net Salary: $150,000 based on level of expertise, scope of authority, the ROI that I offer

your company as a senior executive and licensed engineer, and current salary and benefits:

PROFESSIONAL EMPLOYMENT OVERVIEW GD, Executive Vice President (CEO/COO Equivalent for a large size company or city

government), Current salary $120,000 + housing and benefits), 07/20xx to present Direct European-wide unit, basing, and force structure changes and actions. Manage

theater force structure change including organizational manpower and structural

adjustments. Oversee five branches comprised of a matrixed operation utilizing

functional experts to manage projects. Direct a staff of 32 senior managers.

Director, Civil Engineer Division, Washington, DC, xxxx to xxxx Civil Engineer for highly visible direct-reporting unit. Headed programming and

execution of a $40 million program to design, construct, operate, maintain, and repair

39 homes, 1,395 housing units, and 395 facilities. Directed 312 personnel. Executed an

annual budget of $118 million.

Infrastructure Engineer, NATO Headquarters, Northwestern Europe, UK, xxxx to xxxx Engineer Team Chief managing NATO air base infrastructure at 36 locations in four

countries valued at $648 million. Oversaw $32 million of annual infrastructure

construction. Head of multinational teams inspecting maintenance and readiness of

NATO air bases.

M.S. in Engineering Management, University of xxxx

B.S. in General Engineering, University of xxxx

Registered Professional Engineer / TOP SECRET Clearance

Sample Thank You Letter


MICHAEL JONES

Red Leaf Street

Columbia, MD 55555

410-555-0000 (H) * 401-555-9087 (C)

[email protected]

May 20, xxxx

Contact

Company

Address

City, State, Zip

Dear John,

Thank you for taking the time to meet with and interview me on Friday, May 18 regarding

the Consulting Engineer position for SKE. I enjoyed our conversation learning more about

SKE and discussing some common experiences.

As you know, I am actively pursuing new employment, and I am very much interested in

offering my expertise to your Consulting Engineer requirements. I am certain that as a new

contributing member of your team, I will be able to offer the following:

Effectively manage the project phase for your three new engineering

projects/structures that require additional reinforcement. I will be happy to work

directly with the architects to best manage the projects and bring the projects to a

completion.

Review and reformulate your project budget, scaling back on unnecessary costs and

man-hours allowing for future contract bids and quicker acceptance from large-scale

projects for your company.

Write two ullets a out what you an dire tly offer their operations…i.e., Can you help them cut costs? Do you have ideas to fix the problems that were discussed at the

interview? Can you help them get organized? What are your ideas?

What did you speak about specifically during the interview? Provide insight that

shows you were listening to their comments/needs.

Once again, I thank you for your time and consideration of my qualifications. I very much

look forward to the possibility of working on the SKE team and providing guidance and

expertise as a Consulting Engineer.

Sincerely,

Michael Jones

Sample T-letter (Use when qualifications match PD)


MICHAEL JONES

Red Leaf Street

Columbia, MD 55555

410-555-0000 (H) * 401-555-9087 (C)

[email protected]

May 20, 20xx

Company

Contact

Address

City, State, Zip

Dear Hiring Authority:

Please accept my résumé for the position of <Director of Operations>. I meet or exceed

your requirements:

Your Requirements My Qualifications

10 years management experience 20 years Senior Management Experience

Strong experience with cost accounting, Prepare Annual Operating Budgets.

P&L, budgets, and inventory control Oversight direction for the preparation,

Formulation, and execution of operating

budgets worth over $90 Million. Manage

inventory accountability and resources

requirements for 5,000 customers in six states

Hands-on approach Strong Team Leader and Builder.

Work well in the trenches and at Board

meetings.

Mai tai a ope doo philosoph

Experience in management, planning, and 20 years direct experience as a strategic

planner for operations operations, services, supplies, equipment and

personnel resources

Build and retain clients Formulate business strategies to ensure non-

interrupted production, building strong client

relationships


Logistics, Safety & Quality Expert logistician. Enforce safety measures and

direct TQM and internal control measures

I invite you to review the enclosed résumé for specific career accomplishments. I will call

your office next week to inquire if you have a free date on your calendar to schedule an

appointment to meet and further discuss the value I offer your organization as an

accomplished Director of Operations.

Sincerely,

Michael Jones


Sample Letter for Recruiters

MICHAEL JONES

Red Leaf Street

Columbia, MD 55555

410-555-0000 (H) * 401-555-9087 (C)

[email protected]

May 20, 20xx

Company

Contact

Address / City, State, Zip

Dear Recruiter:

In the course of a recruitment assignment, you may have a requirement for an

accomplished Executive Level Organizational Director, Training Director, Logistics or

Efficiency Expert to include Training Program Development Management, Programming,

and Budgeting, Project/Programs Director, or Operations Director <professional title>. I

offer expertise in the following:

Resources Management: Supervise staff engaged in formulating, planning,

budgeting and executing multi-million dollar budgets

Programs Management: Develop, plan, coordinate, and orchestrate large-scale

programs

Business Management and Problems Solutions: Analyze processes and implement

metrics and measures to streamline operations

Personnel Management: Supervise department heads responsible for subordinates

in multi-site locations

Logistical Support: Direct logistical support including manpower and equipment

resources for major activities

The enclosed résumé briefly outlines my experience and some major accomplishments as a

senior Operations Manager with full accountability and oversight direction for multi-million

dollar activities. My salary requirements are in the <$105K and up> range. I prefer

employment in <location> or surrounding area <location> but would consider a superior

opportunity elsewhere. I am available to travel internationally.

Please call if you need additional information. I look forward to hearing from you soon

regarding positions where you believe my skills and experience are an exact match and where

I offer great value to the firms you represent.

Sincerely,

Michael Jones Attachment: Résumé


Sample Letter for Networking (70% of finding employment is who you know)

MICHAEL JONES

Red Leaf Street

Columbia, MD 55555

410-555-0000 (H) * 401-555-9087 (C)

[email protected]

May 20, 2005

Company

Contact

Address

City, State, Zip

Dear Friend/Colleague/VIP:

I am an Executive Level Manager and Civil Engineer. During the next few months, I will seek

new employment in <location >, but I will consider appropriate offers in other locations

throughout the United States.

As you may know, I specialize in Professional Engineering and Facility Infrastructure. If you

are aware of any leads for executive level positions or have suggestions to promote my

career search campaign, I welcome your comments. I will call you in the next few weeks to

follow up and see if you have any guidance or ideas. And, of course, I am available to meet

or speak over lunch if you like.

Personal note to the contact

(Please say hi to your spouse; I so enjoyed when we worked together at (location); Mr. xxx

suggested I send you a copy of my résumé, etc.)

For friends, acquaintances, or people you have met In order to take advantage of every opportunity, I am gathering a file of names of people in

<position title / industry>. I will call you next week to discuss any ideas you might have to

support my career search campaign.

For VIPs/potential business mentors/professional development dialogues I would appreciate a meeting to discuss opportunities <at location> or ideas that you may

suggest to help support my career search campaign. I would like to invite you to lunch to

discuss employment possibilities and any ideas you may recommend. I will call your office

next week to determine a convenient meeting time.

Enclosed is a copy of my summary résumé for your file or in the event you are able to

circulate it on my behalf.


Thank you for your assistance. I appreciate our (friendship/professional association). And,

please do t hesitate to o ta t e if I a e of assista e to you in any way.

Sincerely,

Michael Jones

Attachment: Résumé


Sample Letter for Endorsers (Do t fo get to tha k ou e do se s!

MICHAEL JONES

Red Leaf Street

Columbia, MD 55555

410-555-0000 (H) * 401-555-9087 (C)

[email protected]

May 20, 2005

Company

Contact

Address

City, State, Zip

Dear <Reference>,

Thank you, again, for allowing me to use your name as an endorsement. I appreciate your

willingness to help promote my career search campaign.

I am seeking employment as a Civil Engineer in <European Relations>. <Insert title of the job

you are seeking> and I have enclosed a copy of my latest résumé so that you can familiarize

yourself with my total work history.

Most employment interviewers who check references will probably ask you about my

management style, engineering expertise, work habits, interpersonal and communications

skills, ethics, and ask to confirm my career history. Additionally, the interviewer will certainly

want to know if you would hire me or work with me again and what you consider my principal

liability.

I have attached a list of my other endorsers. If the interviewer asks for the name of others

who know me, please give them one of the names on this list.

As I pursue this career search campaign, I will keep you informed on my progress. Again,

thank you for your support.

<Add any personal remarks at the close>

Sincerely,

Michael Jones

Attachments: Résumé / List of Endorsers


100+ Power Words for Résumé, Cover Letter and LinkedIn Profile Development

1. Advanced

2. Assessed

3. Absorbed

4. Accelerated

5. Attained

6. Attracted

7. Announced

8. Appraised

9. Budgeted

10. Bolstered

11. Balanced

12. Boosted

13. Bargained

14. Benefited

15. Beneficial

16. Championed

17. Comply

18. Critiqued

19. Closed

20. Collaborated

21. Designed

22. Delegated

23. Demonstrated

24. Developed

25. Detected

26. Efficient

27. Elevated

28. Enhanced

29. Excelled

30. Exceeded

31. Enriched

32. Fulfilled

33. Financed

34. Forecasted

35. Formulated

36. Generated

37. Global

38. Guided

39. Granted

40. Helped

41. High-performance

42. Hosted


43. Implemented

44. International

45. Investigated

46. Increased

47. Initiated

48. Influenced

49. Integrated

50. Innovated

51. Instituted

52. Justified

53. Listed

54. Logged

55. Maintained

56. Mentored

57. Measured

58. Multiplied

59. Negotiated

60. Observed

61. Operated

62. Obtained

63. Promoted

64. Presented

65. Programmed

66. Provided

67. Projected

68. Qualified

69. Quantified

70. Quoted

71. Recommended

72. Refine

73. Revamp

74. Reacted

75. Retained

76. Recovered

77. Reinstated

78. Rejected

79. Sustained

80. Skilled

81. Saved

82. Scheduled

83. Supported

84. Secured

85. Simplified

86. Screened


87. Segmented

88. Spearheaded

89. Streamlined

90. Strengthened

91. Triumphed

92. Troubleshot

93. Taught

94. Turned-around

95. Tutored

96. Translated

97. Trained

98. Uncovered

99. United

100. Unified

101. Updated

102. Upgraded

103. Validated

104. Viewed

105. Worldwide

106. Witnessed