ten steps to resumes that get results
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The Two Rules of Getting an Interview
They LIKE YOU! They REALLY REALLY Like You! (A.K.A. The “Sally Fields” Rule
You are the least risky, most valuable person for the issues that they are hiring to address
Your resume MUST address both rules better than any other competing resume. And yes, you are competing!
Before We Begin …
You are the product in a highly competitive marketYou are not a uniform factory product like a car but a highly
unique, custom product like a movieYour resume is like your “performance spec”, “promotional brochure”, “review”
Your resume is your personal sales representativeIt will be where you can’t be and sell you when you’re not thereIt must be persuasive, compelling and
get results (an interview)
Creating an effective resume is hard work and takes a lot of time!
It’$ your most valuable credentialDon’t delegate this critical task
Step 1
Assemble the FactsBecause … Factual Copy Sells
The more you tell, the more you sell. Don’t worry about length!
Usual content
Contact information, company description titles, duties and responsibilities, education, affiliations, etc.
Most important content – Achievements
There is a real difference between accomplishments (I’m an accomplished golfer) and strong achievements (I won the Masters)
Use the “So what?” test to really deliver impact!
For every achievement you list, pretend like you’re an interviewer. Read the statement aloud as the interviewee, and then the interviewer asks, “Well, so what?” So what did that achievement deliver to your employer? The answers to the “so what” questions are usually the most powerful achievements, stated in a way that shows value to the employer. Using “PROOF” to document achievements
PromotionsExpanded duties, territories, departments, productsGiven money – bonus or raisesWanted backPut to wider useCopied by competitorsDoing BIG DEALSDoing a rising percent of total company businessGoing north as the rest of the market goes southSucceeding when it’s not your jobCapturing and/or training key staffWinning industry and company awardsSpeaking and writingBeing written about
Start With Your Story
Your “highest and best use”
Write down titles (no more than 2 or 3) and a brief description that you want and would be ideal Describe the.... growth potential
dutieslocationworking environmentcompensation
Develop at least 15 statements using the “I am a _________ who __________” format
Am A - Title or general description of functionWho - What you do and have done that a potential employer needs and wants
Step 2
Start Editing … It’s Not About Personality
Eliminate self flattering statements and words
Intelligent, creative, profit-oriented, team builder, good at selecting and motivating people, etc.
Self flattering personality statements are deadly
Can’t be sure you’re an accurate judgeSelf-praise is likely biased
Belief and trust are critical Remember RULE NUMBER 1!
Step 3
No Career Objectives!
Only use a career objective section if you’re fresh out of college, leaving the government or military, leaving academia or the ministry, or making a similar MAJOR career shift
Let your resume and your achievements evidence what you’re prepared to do based on what you’ve achieved
Let your cover letter or personal contact say what you’re looking for
Step 4
No Labels!
Eliminate labels and headings such as Summary, Selected Achievements, Major Accomplishments, Work History, Chronology of Employment
Using them may imply that the reader isn’t smart enough to grasp the obvious
So…… they may …
See you as just another job seeker
Lose interest in reading
And you’re wasting precious vertical space!
Step 5
Use the BEST Form
Reverse-chronology format is almost always better than a Functional format
Center all contact information
Make sure you describe your employer and your role/responsibility
Bullets are better for achievements than paragraphs
No headers or footers
Nothing cute or clever!! No pictures, graphics, illustrations, etc.
Step 6
Deal with the Negatives
Don’t ignore or try to hide negatives
Gaps in employmentBeing out of a job for a timeFirings/Layoffs
Age Education
Remember, trust is key and employers have too many ways of finding out about your personal and professional background.
Step 7
Develop a Powerful Cover Letter
Starts with conveying the right personal impression
Introducing you with a curious question
Tells a compelling story
Not too longHas a central themeOffers benefits to the reader
Conveys that you are a confident, competent executive eager to help your prospect if needed
Step 2
Finish the Cover Letter
Cover Letter “Do’s”Omit, Omit, Omit …
- Obvious (resume enclosed …)- Clichés (I would like to take this opportunity to, this letter will serve to, Thank you in advance …)- Self evaluations- Willingness to relocate, references on request or other assumptions
Cover Letter “Don’ts”Email cover letter and resume – Use quality letterhead with preprinted contact information
Use a generic, one size fits all approach
Step 10
Final Thoughts …
Remember the Two Rules!
Crafting a great resume takes time! It’s well worth the time!
Get help if you need it, but don’t delegate the task.
Facts and objectivity not clichés, self evaluations
Achievements, not just accomplishments
Cover letters are as important as the resume as your sales representative
There are a lot of bad resumes out there. You will make many positive impressions with one that is well done.
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ABOUT THE AUTHOR
Ron Charnock is an executive coach and performance improvement consultant.
“I am passionate about changing the workplace by helping companies to really understand what drives performance. I am passionate about changing the world by helping people to really understand the power of choice.
I am passionate for changing the results people get by sharing the gospel of values-based performance – based on clear knowledge of what to do, confident ability in achieving results and committed willingness to perform enthusiastically.
I seek to transform organizations through true, sustainable growth of people. I deliver consultative assessments of gaps in knowledge, ability and will of the employees and identify the key drivers of superior performance. I use one-on-one consultative coaching to close the gaps and grow performance.”
You can reach Ron Charnock at [email protected] or 703 304 6611
BORN ON DATE
This document was created on January 20, 2009 and is based on the best Information available at that time.
COPYRIGHT INFO
The copyright in this work belongs to the author, who is solely responsible for the contents. This work is licensed under the Attribution license of Creative Commons. To view a copy of this license, visit Creative Commons. You are given unlimited rights to distribute, remix, tweak and build upon this work, even for commercial purposes, as long as you give credit to Getting Results! and Ron Charnock for the original creation.