Dusty Resumes and Deadines

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Quality resume results are at odds with speed (and your desperate situation). Moral of the story. Keep your career story current.

The number of times each month that executives reach out to me because a private equity firm or recruiter or someone in their network requested their resume ‘now’ often is in the double digits.

NOT keeping an updated resume, and especially letting yours collect dust for 2, 3, 5 or more years becomes problematic. You receive a longed-for opportunity, and you want the best executive resume (writer) possible to showcase your areas of value. What are you going to do?


 

Copyright: Jacqui Barrett-Poindexter | I am a master resume writer, one of only 50 in the world, who has written more than 1,500 resumes that have driven game-changing results.

5 Telltale Signs Your Company Culture Is Going to the Dogs

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The phrase, ‘going to the dogs’ often carries a negative connotation. However, Glassdoor recently compiled a list of 10 companies whose employee perks include dogs in the workplace, and in this instance, ‘going to the dogs’ is a very good thing!

While not everyone would agree that permission to bring a four-legged friend to the workplace is a perk, many pet owners and pet lovers would jump at the opportunity to bring their pet to the office or to be surrounded by others’ pets in the workplace.

Having a dog nearby can provide relaxation and add to feelings of joy and levity. For many, the simple act of petting a dog is calming; playing with a happy canine can be therapeutic; and the mindless task of tending to a pet’s needs throughout the day can declutter one’s mind and even unleash dormant creative thinking.

However, because many companies’ leaders are not as sensitive as the ones on Glassdoor’s list, their culture may be prone to waning productivity and declining retention.

To help you separate the wheat from the chaff in regard to culturally aware companies, you may want to consider the following signs before hiring on. While some of these points—independently—appear small, bear in mind they can be symptomatic of larger cultural frailties.

1.They don’t acknowledge special occasions. For example, it is common knowledge at most companies when someone has a birthday. In fact, human resources should have that information on hand. Beyond that, someone at the office likely will wish them a happy birthday – several others will randomly, throughout the day, bestow birthday wishes. Therefore, if an employee’s immediate supervisor or boss fails to acknowledge a simple ‘happy birthday’ greeting, this could be a signal that they really don’t care that much about nurturing their employees.

2. They don’t ever share credit or say, ‘thank you.’ For example, when a sales professional closes a high-level sale, does the boss automatically steal acclaim, crediting himself (or the company’s reputation), and dismissing the sales person as simply an order taker?

3. They rarely, if ever, acknowledge an employee’s personal life. If they never bother to ask how an employee’s spouse, sister, brother, mom, dad, child is doing, then they probably are lacking in compassionate leadership skills.

Read 2 more signs your company culture is going to the dogs by following this link: How To Tell If Your Company Culture Is ‘Going to the Dogs.’


Written by Jacqui Barrett-Poindexter, Partner/Owner, CareerTrend.net
I am a career writer hired by individuals and organizations to build game-changing stories for executives, professionals and entrepreneurs. To find out how I can support your personal or corporate storytelling goals, please follow this link: www.careertrend.net.

Executives: Beware Substituting Your LinkedIn Profile for Your Resume

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While it is popular for some people to refer to their LinkedIn profile as their resume, this simply is not so. Even in the age of social media authenticity, leaving something for the hiring manager’s imagination is still needed. While baring your career all in this structured, public forum may be tempting, reasons for strategically pulling back abound.

As well, despite the numerous developments and continual tweaks to the technology, you have limited control over your LinkedIn presentation. The resume, on the other hand, can be anything YOU desire it to be, expanding and contracting to fit your unique goals.

Three examples of how the resume is differentiated from your LinkedIn profile follow:

  1. The Resume Is a Forum for More Detail and Depth.
    You led the turnaround of a privately held company, converting plunging revenue into rocketing growth? The team of performers you inherited were not only under-performers, but also were dispirited and negatively influencing their colleagues? Enterprise business units were disjointed, operated in silos, and thus, were duplicative and cost-inefficient?

    These all are important, resume-fueling facts sought out by executive HR and Board members, but aired out too specifically online, many not only leave a reader a little too satiated, but also potentially breach company confidentiality. Being so public may even put your own current employment situation at risk.

    Instead, LinkedIn is an opportunity to allude to your skills and talents in the areas of turnaround, team motivation and efficiency improvements, but not necessarily to point at specific fractures in your company of employment.

    For example, in your LinkedIn Summary, you may say something like: “Career record turning around revenue + profit, reinvigorating teams to overachieve goals, and unifying business units to become more efficient.”

  2. Your Resume Is Limitless.
    LinkedIn has limitations.
    While LinkedIn offers a certain robust-ness; i.e., you can rearrange the various sections to create your unique LinkedIn presentation order and you can add links to articles you’ve published, there also are limitations.

    For example: If you want to use bold-face, italics or even change the size of a font to guide the reader’s eyes to specific phrases, you are unable to do so. You desire to add a little splash of color to headings, or weave in a chart amid the text, you will find options lacking. You want to publish a 2,005-character Summary, you will be out of luck, as LinkedIn has a size limit for each section.

    While in some instances, this is a good rule of thumb (deterring rambling LinkedIn profiles); in other instances, it creates artificial boundaries that limit creativity and differentiation.

  3. You Own Your Resume.
    LinkedIn is owned by LinkedIn. While you can create your own private login information and it is, indeed, portable (even if you leave your current company), the bottom line is, if LinkedIn closes its door, so goes your profile. If they change the look and feel of the profile, your presentation morphs, as well.

All this said, LinkedIn is an essential tool in your career portfolio toolkit. Without it, you decrease your chances of being found by key decision-makers who hunt the site daily. However, don’t make the mistake of assuming it is your resume, and thus giving your resume short shrift.


Written by Jacqui Barrett-Poindexter, Partner/Owner, CareerTrend.net
I am a career writer hired by individuals and organizations to build game-changing stories for executives, professionals and entrepreneurs. To find out how I can support your personal or corporate storytelling goals, please follow this link: www.careertrend.net.

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