Do Employers Hold All The Cards?

Feeling that you are at the mercy of employers during your job search is common and understandable. After all, they are making the decision, and we are waiting on them to make the decision. The power, apparently, is all in their hands.

Or is it?

As much as many of us are in the situation now where we need to seize the first employment opportunity that comes our way, we still have to remember that no one is forcing the proverbial "gun to our head" for any one particular opportunity. And even if we are somewhat at the mercy of employers' decisions, is it the best strategy to keep that in the forefront of your mind? 

I would argue that this attitude, especially if it is over-emphasized, brings about a "desperation" that will cause one to act unnaturally. If we feel that employers hold all the cards and we have none, we will take whatever job comes along. We will not bother to negotiate salary and accept whatever we are offered. We will work at places that we know, deep down, are just not for us.

When food needs to be put on the table and the family needs to be taken care of, then the above attitudes and actions may be acceptable and necessary. However, for the majority of job seekers, I would recommend having the attitude that we hold some of the cards: that we can accept or reject any job offer we wish, that we can negotiate salary that is fair for both parties, and that we can work within companies by choice rather than force. 

1. Every job seekers holds an equal amount of decision-maker power as do employers.

2. Whether we choose to wield that power or submerge it out of need is still our choice. 

Abbreviations on a Resume

To abbreviate or not to abbreviate? That is the question asked by numerous job seekers when developing their resumes and cover letters. Because resume writing is a formal business document, the general rule of thumb would seem to be: "Spell everything out." However, abbreviations, particularly in the use of numbers (a form of abbreviation), can be highly effective when used appropriately. 

Here is the MO on abbreviations:

1. Names of Companies. If the company is known by their abbreviation, such as IBM or HP, it is recommended that you use the abbreviation. If the company is not as well known by their abbreviation, such as HRD (for the High Resolution Dynamic company), it is best to use the non-abbreviation the first time you mention the company (followed by the abbreviation in parentheses); then, you can use the abbreviation each time after this.

2. Names of Degrees. You should use a combination of the abbreviation (B.A.) and the full name (Bachelor of Arts). Here's a trick on how to do this to emphasize your degree in 2 places; in the Summary of your resume, use "BA in _____"; in the Education section, use "Bachelor of Arts in ____."

3. Names of projects or programs. Generally speaking, it is best to spell these out first, followed by the abbreviation in parentheses. Because keywords are important on your resume, if you were working on an Environmental Remediation Readiness project, you want to spell that out first to get those keywords on the resume; however, you can also follow it with (ERR) and then use this abbreviation every time you mention the project after this.

4. Numbers. This is a critical point. Standard Written English says that you spell out the numbers 1 through 10, then use numerals for 11 through infinity. However, for a resume- because numbers stand out among the sea of words- it is actually recommended to use numerals at each available opportunity:

"Supervised 8 team members..."
"Managed 3 multimillion-dollar projects concurrently..."

Abbreviations are effective on a resume, but only when they are clear to the reader. Otherwise, your resume may CTR*, which is the last thing you want to do.


(*confuse the reader)

Following Up on a Resume Sent for an Advertised Position

It is always critical to follow up on a resume submitted for an advertised position. While time-consuming, it shows the potential employer that you are serious about the position and dedicated to your search. Some will call it pushy- but in the current job market, you have to push a bit to get responses. 

The following is a template/example to use as a follow-up letter. As with all templates, because every situation is different, you can add or delete to it as appropriate:

Follow up letter

For following up on résumés sent for advertised positions

Date 00, 200X

Contact Name

Company Name

Company Address

Dear Mr./Mrs. ________,

On DAY/MONTH/YEAR, I forwarded a copy of my résumé and credentials in response to your position advertised as ____________________.  To date, I have not received any word of response. Again, I would like to invite the opportunity for us to meet in person and discuss my potential value for this position. 

In review of the attached résumé, you will find that I am highly capable of performing this role and associated functions as your needs may indicate. I will follow up with your office by telephone on DAY OF THE WEEK, DATE between 1:00pm and 4:30pm to ensure that you have received my materials and to discuss the position. In the meantime, I can be reached at (555) 555-1234 if you wish to contact me in advance.

I have also included my résumé copy for your convenience. Thank you, once again, for your time and careful consideration. 

 

Sincerely Yours,

Name

Enclosure

Dedicated to the Great Albert Castro

A very good friend of mine, the Reverend Albert Castro from Lubbock, Texas, passed away yesterday. Albert, or as I knew him, "Al," is the subject of this blog entry not only because he was a wonderful husband, father, and person, but also because his story serves as an excellent example of how to maintain a successful career- even in the most difficult of times.

I first met Al through the Yellow Pages- he owned a barber shop business and I needed a reliable barber/hairstylist. Through monthly and bi-monthly visits, we got to know each other fairly well; he shared my views on things ranging from basketball to politics. Most importantly, he was an entrepreneur and had been one for quite some time. Being new to the whole owning-a-business arena, Al was one of the only individuals I could turn to when I had a question about running a business. We discussed the ins and outs of launching a new business, online marketing, customer issues- you name it, we discussed it.

Although the hairstyling business was a primary source of income, Al later launched an automotive unlock business, several different online ventures, and a casual dining restaurant/catering service, always running more than one at the same time. Not only did I rely on Al for my originally stated purpose, but he also assisted me with my automobile issues more times than I can remember, and he provided part of the catering for a very important event that I coordinated. In short, I relied on Al significantly for the past decade in a multitude of situations, and through our interactions, I gained a glimpse into what made Al special from my point of view.

And it was this: the Continual Pursuit of Excellence in One's Career.

Every job that Al undertook was done at the highest level of quality and service. Thousands of individuals over the past 10-20 years can attest to this. And not only did Al provide valuable services and do all his jobs to the best of his ability, but as an entrepreneur, he continually sought opportunities to launch new ventures, particular during downturn economic periods such as the ones we have experienced this past decade. Thus, Al's story should be a lesson to anyone who finds themselves down-and-out, particularly in the current economy. Al was willing to pursue multiple employment opportunities, launch businesses in a variety of different industries, and basically do "whatever it took" to be successful. No job was too menial for him, no opportunity too small, and no business too trivial. It was not uncommon for Al to schedule visits to unlock cars in between haircut appointments. He was not averse to being on-call for 24 hours at a time in order to keep his business going. If the business opportunity was legitimate and there was even a chance that it could work, he would consider it and often jump on it. On top of everything else, I find out after his passing that he was also a reverend at local churches. What did this man NOT do???

Now, I ask you: have we done the same? We can apply the following questions to our careers, regardless of whether we are entrepreneurs or not: 

Have we turned down job opportunities because they were not our ideal choices? 

Have we put in 100% effort on our jobs like Al did every day? 

Have we truly lived our lives in a Continual Pursuit of Excellence in One's Career? 

Because I can tell you right now- and anyone who knew Al Castro would say the same- that Al did all of this and more. Every single day. As recently as 4 weeks ago, in an online discussion on a popular forum, responding to someone who said that there were "no jobs available," my response was, "Well, you can always start a business. I've got a friend who has started several businesses, and he has at least two if not more going on right now. And while his operations may not be multimillion-dollar corporations, they make him money and he does an excellent job at all of them." And that referred directly to Al. 

So, others may have Donald Trump, LeBron James, and other famous figures to cite as an example to model; mine is Mr. Al Castro- correction, the Great Reverend Albert Castro- who inspired me to continue my business when I thought of giving it up and who worked harder than anyone I know. His life and career can serve as a positive example for all of us in our own pursuits-of-excellence - in our careers and our lives.

"Albert, que es paz descanse. Muchos gracias por tu amistad y inspiracion."

Best Font Choices for the Resume

There are 100s of fonts to choose from in most word processing programs such as Microsoft Word and Corel WordPerfect. Even those with a more limited selection, such as Windows WordPad and Microsoft Works' word processor, offer multiple choices. The appearance of a resume is often an overlooked factor, and the font you choose goes a LONG WAY towards having a great-looking vs. an average-looking resume (as well as one that meets the Compatibility criteria which is mentioned below).

The overriding factors to consider when deciding on a font for your resume are:

(1) Compatibility- is your font compatible with Macs and PCs? Is it a font that is only in a newer version of Word and thus not compatible with someone's older version? Compatibility is important in that you want anyone who opens up your resume in their word processing program to see the font you selected, not the one it "translates" from yours.

(2) Originality - let's face it- employers have seen Times New Roman and Arial over and over and over again because they are "default" fonts that almost everyone uses on their resumes. Although compatibility is important, you also want to select a font that is not "overused."

(3) Professionalism - any font that projects anything less than professionalism is not recommended. The exception to this rule is for those in a creative field, such as graphic arts designers. In this case, you can use a creative font- at the same time, you always want to make sure the font you choose is easy on the eyes.

After having written over 10,000 resumes and experimenting with various fonts, I have selected the following 6 fonts as ones that pass the Compatibility, Originality, and Professionalism tests:

1. Book Antiqua

Book Antiqua

The quick brown fox jumps over the lazy dog.

2. Bookman Old Style

Bookman Old Style

The quick brown fox jumps over the lazy dog.

3. Georgia

Georgia

The quick brown fox jumps over the lazy dog.

4. Tahoma

Tahoma

The quick brown fox jumps over the lazy dog.

5. Verdana

Verdana

The quick brown fox jumps over the lazy dog.

6. Arial Narrow

Arial Narrow

The quick brown fox jumps over the lazy dog.

The References Summary

Most reference lists are just that- lists. They contain the name of the reference, the phone number, and the email address. Good enough, right?

But considering that many employers will not even provide positive information about an employee when contacted as a reference, perhaps there needs to be a reference document, or Summary, that contains a description of the relationship between you and the reference, as well as what he/she can verify about your job performance. 

Of course, you will have to know your references well enough to determine what they would say about you, but isn't that the point of the references you provide to employers- to know what they will say about you?

The following is a sample References Summary, a document that can potentially shed much more of a positive light on you than the standard list:

REFERENCES SUMMARY

Larry R. Doe, VP of Marketing

Company Name:

Phone:

Email: 

A former supervisor at COMPANY NAME and a 29-year industry veteran, Larry can verify my strategic abilities in the development of new business ventures and business models. He can speak to my achievements in negotiating favorable content acquisition deals and producing videos.

Tom P. Doe, Senior Director

Company Name:

Phone:

Email: 

As a former employee at COMPANY NAME, Tom can confirm my strong skill sets and achievements in the industry, and he can also elaborate on my creation of the NAME OF LABEL record label and archive recordings.

Steve N. Doe, Director

Company Name:

Phone:

Email: 

Steve can speak to my comprehensive knowledge of the video production and entertainment industry based on our extensive collaboration as peers to produce concert videos. He can also confirm our achievements in negotiating and securing financing for the NAME OF series broadcast on NBC.

Elissa A. Doe, Department Manager

Company Name:

Phone:

Email: 

Elissa and I worked together to strategize and secure sponsorship deals and the content partnership between COMPANY NAME and COMPANY NAME. She can verify my exceptional business development skills and management abilities in directing COMPANY NAME’s concert tour sponsorships.

The Fair Employment Opportunity Act of 2011

The Fair Employment Opportunity Act of 2011 (H.R. 2501) has been introduced in the U.S. House of Representatives by Representatives Rosa DeLauro of Connecticut and Henry Johnson, Jr. of Georgia. The bill is designed to prohibit discrimination in employment on the basis of an individual's status or history of unemployment. The legislation, if passed by the House and Senate, would apply to employers with over 15 employees and would provide protection to job applicants who are discriminated against because they are unemployed.

Regardless of one's political affiliation, this is a bill all Americans should support. One's current employment status has literally nothing to do with how they will perform in their next employment position, with rare exceptions. And even given those exceptions, discrimination is absolutely unacceptable in this instance (as well as numerous others).

http://www.opencongress.org/bill/112-h2501/show

Today, a call to action. Follow the link above and click "Support" on the right to show your support for this bill. Any one of us could be in this group at any given time, and we certainly wouldn't want to be discriminated against based on something completely unrelated to one's experience, knowledge, or skills.

Pretty in Pink?

 

I'll be the first to advocate the importance of a resume's appearance. But let's run down the list of what is acceptable and what is "taboo" regarding the visual (and in Elle's case from the video, the "scent") aspect of your printed resume:

1. PAPER COLOR

** White is best.

** Cream is OK.

** Everything else, including pink, is not recommended.

2. PAPER SCENT

** No.

3. PAPER TEXTURE

** Cotton is good.

** Linen is good.

** Others are only recommended if you can't use one of the two above.

Is Your Resume a Cardboard Cutout?

Does your resume contain the phrase "team player"?

Does your resume have an objective that states, "Seeking a position in a dynamic organization with the opportunity for advancement"?

Are you "responsible for..." many things; do you demonstrate "excellent oral and written communication skills"?

In other words, is your resume a cardboard cutout?

I come across 100s of resumes each year that contains the same words and phrases, over and over again. Where do these resume cliches come from? Often, they come straight from the job advertisements, usually in the Qualifications section. You will see calls for "self-starters" who can "manage multiple tasks" and "can be counted on to get the job done" (OK, you may not see too much of the latter- even cliches can eventually be retired). Thus, job seekers will feel, correctly, that they need to replicate the ads as much as possible. But in order to avoid the cliches, the best place to analyze the job ads is in the Job Requirements section. You can find keywords and key phrases that you can paraphrase while avoiding the "cardboard-cutout" items.

There are numerous resume cliches to avoid, so a comprehensive list is nearly impossible; however, here are some to avoid:

Self-Starter
Results-Driven
Team Player
Excellent Oral and Written Communication Skills
Multi-Task Management
People Person
Interpersonal Skills
Attention to Detail

And here's an example from an ad in a local newspaper:

ELIGIBILITY SUPERVISOR

Applicant must have extensive knowledge of Social Security Administration Policy and of State Medicaid policy and regulations.​ Must be a self-starter, independent and demonstrate attention to detail.​ Must have strong communication skills and the ability to motivate others and lead by example.​ Excellent phone, verbal and written skills required.​ 

(NOTE ON PICTURE: Yes, that is a cardboard cutout of Ban Ki-moon, the current Secretary-General of the United Nations).

Keeping a Job Search Contact Log

Job Search Contact Log

Keep detailed notes of each contact. When your search is concluded, it is a good idea to keep this log for your future reference.

 EXAMPLE:

Company Name: NAME OF COMPANY

Company Address: ADDRESS

Contact Person(s): Mr. John Doe     

Phone Number(s): (555) 555-5555

Title or position(s) sought: Logistics Manager

Date advertised (if applicable): 11/1/010

Date Mailed:                           Date Emailed: 11/5/10

Date of 1st call: 11/7/10           Date of 2nd call:                      Date of 3rd call:

Notes: Spoke to Ms. Johnson in Human Resources. They did receive the resume but didn’t give a definite date for a response. Received phone call from Mr. Doe. Interviewed on 11/14. Went very well. Compensation is a bit less than what I am seeking- will continue to look. Sent polite rejection letter- left open possibility for the future.

JOB SEARCH CONTACT LOG

Company Name:

Company Address:

Contact Person(s):

Phone Number(s):

Title or position(s) sought:

Date advertised (if applicable):

Date Mailed:                                      Date Emailed:

Date of 1st call:                                   Date of 2nd call:                      Date of 3rd call:

Notes:

COPY-PASTE THE ABOVE ENTRY INTO A WORD PROCESSING DOCUMENT AS MANY TIMES AS YOU NEED TO IN ORDER TO CREATE A JOB SEARCH CONTACT LOG.

Who Is Hiring?

That's really the question many of us want to know, right? Who exactly IS hiring these days? And more importantly, how do we find these employers? Without sounding glib, the answer is simple:

Everyone.

Now, before you throw the proverbial tomatoes at me through the computer, I'd like to explain what I mean by that. The attitude that one has to have regarding job search is that every company and organization is a potential employer. Certainly, we know the companies that are looking for new hires through the ads they place on sites like Monster or in the Careers section of their website. But how many times have you heard of someone getting a job offer through their personal network? How many times do you think there are openings out there that are not yet advertised? How many times can a company take the leap and hire a valuable employee - even create a position for him or her- when they don't actually have an opening?

More than you think.

Use the traditional methods of job search through advertised openings, because this can certainly be effective- search on SimplyHired, Monster, sites for organizations you'd like to work for, etc. But keep the mindset that everyone is hiring, and have your resume, cover letter, references summary, interview "talking points" and outfit, and everything else ready for a "moment's notice" opportunity. Remind yourself that, potentially, everyone is hiring, and you may wind up securing a position that you truly enjoy rather than one you felt you had to take. Maintain, as a core objective of your job search, the belief that everyone is hiring, and you position yourself much better for success.

Sample Thank You Letter

[Date]

[Name of Interviewer]

[Name of Company]

[Address]

[City, State Zip]

Dear ___________:

It was a pleasure to speak with you earlier this week regarding your current opening. I appreciate the time and information you shared about your current needs and goals.

After reviewing our conversation, it is evident that a key aspect of this position is the ability to work with others and help medical professionals develop curriculum to improve the quality of video production.  As we discussed in our interview, I have worked successfully with many diverse groups, including staff, administration, students, and parents, in order to achieve mutually beneficial goals.  In addition, I have extensive experience working as a volunteer to assist community groups in developing video presentations, including the NAME OF ORGANIZATION and the NAME OF ORGANIZATION. I feel that my strong background in this area has helped me to develop the skills necessary for helping others plan and implement an improved video lesson.   

I look forward to hearing from you again so that we may continue our discussions regarding your organization’s needs and the efforts I could contribute towards their fulfillment.

Again, thank you for your time.

Sincerely,

NAME

An Employment Tirade Against Our Corporate and Government Leaders

CLOSE TO 10% OF OUR COUNTRY IS OUT OF WORK, AND WE AMERICANS ARE TIRED OF INACTION BY OUR CORPORATE AND GOVERNMENT LEADERS!

Every once in a while, it becomes necessary to stand on our proverbial "soapbox" and express our opinion about a topic of great concern to us. My beef is with our large number of unemployed American citizens.

WE AMERICANS ARE CALLING ON YOU, CORPORATE AND GOVERNMENT LEADERS! You all are in positions of power. You have the power to make decisions that can put more Americans to work. You talk to us Americans about strategic plans, but you do not discuss execution of those plans. You tell us that things are going to be better, that "Good Times" are on the way, that it is not your fault but the fault of the other guy, and that you speak for all of us who are suffering through these trying times.

But we do not need you to "speak" for us. We do not need you to represent us, advocate our cause, champion our plight, or empathize with our situations. What we need you to do is....

DO.

Discuss, debate, analyze and project all you want. Ultimately, we need you to DO. Stop talking and start doing. Employers? You need to analyze, recruit, source, interview, and hire. Government? You need to promote, facilitate, and strengthen any policies that spur job creation. We, the People? We need to search, apply, interview, search, apply, interview, search, apply, interview- and repeat and repeat and repeat until we find work. Everyone has their responsibilities, but ultimately, the most important thing to do is to:

DO.

Evaluating your Job Search Performance

How are you "performing" on your current job search? Are you utilizing as many strategies as possible to locate opportunities and secure interviews? Job search is a complex process that offers numerous possibilities and approaches- which can leave someone somewhat confused and exasperated as to the best paths to follow. Keeping track of our job search activities is important- and so is evaluating our performance.

Use the following chart to analyze your job search performance:

Resume Distribution
1. Number of resumes sent directly to advertised positions
a. Cover letter accompanied resume on    each submission? [Yes/No]
b. Number of follow-up phone calls made for    advertised positions
2. Names of web sites used as sources for job ads (e.g. www.simplyhired.com, www.monster.com, www.indeed.com, www.careerbuilder.com, niche sites)
3. Names of search engines used to find ads on company web sites (e.g. Google, Yahoo, MSN)
4. Names of registered boards used in job search (e.g. The Ladders, LinkedIn)
5. Number of resumes sent directly to companies without an advertised position (cold call-type of submissions)
a. Cover letter accompanied resume on    each submission? [Yes/No]
b. Number of follow-up phone calls made for    non-advertised positions
Recruiters
1. Number of recruiters used in job search and the names of the firms/recruiters
2. Comments from recruiters regarding resume, cover letter, and job search strategies (the more specific, the better)
3. Continual contact with recruiters? (Yes/No)
Additional Questions
1.      Are you applying for jobs outside of your geographical area?
2.      For any positions outside of your geographical area, does your resume clearly state “Planning Relocation” at the top?
3.      Have you noticed any requirements mentioned in ads that you do not meet? Please list as many of these as possible.