Bad Advice™

I see a lot of bad advice when it comes to resume writing and job search strategies. Often times, this is the result of long-held but outdated ideas that get amplified in the cyber-echo-chamber. However, sometimes this advice contradicts commonly agreed upon best practices as a way to differentiate a service, propagate fear and cash-in on people’s general confusion about the often maddening resume writing process. This is what I call Bad Advice™.  Here are a few examples of Bad Advice™ that I’ve recently encountered:

Avoid Certain Words – Every time LinkedIn releases its annual list of words to avoid, the Internet blows up. And that is very likely why they do it. I’m a big fan of LinkedIn but I would brand this particular social marketing initiative as Bad Advice™. As with so much Bad Advice™, this seems to make sense.  If, for example, everyone uses “achieved” on his or her resume, you want to set your self apart by NOT using that word. Right? The issue is that everyone uses “achieved” because it is often the right word. And when you start to try to avoid good words because they are common, you run the risk of using really stilted and silly language.

Avoid Corporate Jargon – This one sounds like excellent advice. But it is misguided at best and often full-on Bad Advice™. I am the first to admit that corporate jargon can sound ridiculous outside of the office. For example, if I used the term “creative” as a noun in everyday conversations, people would probably look totally perplexed. However, in discussions with marketing professionals, “creative” makes perfect sense as a noun. So, while I would agree that it is important to not overuse jargon, speaking in the language of your industry is incredibly important. Tactful use of jargon is a very effective way to show that you are an insider.

Avoid Implied First Person – There are people trying to sell the Bad Advice™ (literally) that you should write your resume the way you speak. The idea is that the resume should read like a conversation. Here’s the thing, the resume most definitely is not a conversation. It is a conversation starter. And most readers – assuming anyone has the patience and time to actually read your resume – are going to perceive this approach as very junior.

When trying to determine the best approach for your resume or job search strategy, it is important to remember that a lot of people are looking to differentiate themselves, products and approaches by contradicting best practices. Don’t buy Bad Advice™.

Is a Creative Resume Right For Me?

I’ve long held that creative resumes are generally a bad idea, even for individuals in creative roles. However, there are always exceptions to the “rule.” But before you ask “Am I the exception?” let me share this; if you are the exception, you won’t need to ask. If a highly creative resume is appropriate for you, you will know. And you’ll know because it will be so natural an extension of the highly creative work you do that you simply wouldn’t consider something else. You would also not think to ask for someone else to create it, because – again – it would be a direct representation of your talent and expertise.

So if you are asking, “should I develop a really creative resume?” the answer is probably no.

Now, even if you are in the (very) small percentage of individuals for whom a highly creative resume makes sense, you will likely still need a standard resume.  You may also need help with content. In either case, reach out.

How to Apply to a Job Via Email

Q. What is the protocol for applying to a job via email? Do I use my cover letter as the body of the email? What do I put in the subject line?

A. I have answered this question before, but since it’s one that still comes through my inbox on a fairly regular basis, let me share them again.

• Attach the resume and cover letter as separate documents.
• Keep the body of the email very straightforward and concise. I don’t suggest using your cover letter as the email content; it is likely too much information for an email. Instead, simply outline your interest in the specific position (include any reference / requisition numbers) and direct the reader to your attached resume and cover letter.
• If you are provided a name, use it exactly as it is provided (i.e. Dear Sally Jones). Never assume gender. If you are not provided a name, consider using “Dear Hiring Manager.”
• Use the subject line to reference the specific title and requisition number. For example, “Resume for Job Title #1234987.”

Manage Your Own Performance

Last week I wrote about performance review shock and discussed where the blame might lie when you are blindsided by a performance appraisal. Of those three areas – you, your manager, or your organization – only one is easy to change. You’ve got to take full control of your own performance.

You might be saying “of course!” right about now. “Everyone knows they are responsible for their own performance.” But here’s the thing... It’s not rare for a client to be completely stumped when I ask them to provide quantifiable achievements for each of their recent roles. As we work together to uncover high impact accomplishments, I can see that the self-evaluation process is a new concept.

Be really honest; if I asked you to tell me three quantifiable ways in which you made a positive impact on your organization, could you do it? If you stalled, you’ve got some (very empowering) work to do.

If you are not in the habit of constantly evaluating your own performance, how are you going to steer a performance review? Or position yourself for a promotion? Or defend yourself when an unfair appraisal gets thrown down on the table?

It’s time to be your own champion and take full control of your performance. 

Your Performance Review Should Never be a Surprise

“I just received by performance review and I was shocked...” I hear it all the time. 

Performance reviews should never come as a surprise. If they do...

You may be to blame. I know it hurts, but the first step in identifying the root cause of your shock should start with you. Are you paying attention to the cues your manager is giving you? Are you really “hearing” her or him during one-on-one sessions? Are you keeping a “win file” and actively sharing your successes with your direct report?

Your manager may be to blame. If you are open to – and actively seeking feedback – and not receiving it, then you’ve got a leadership problem. Your manager should be consistently communicating with you about successes and areas of opportunity. He or she should have clear development plan / goals outlined and should be checking in with you frequently about your progress.

Your organization may be to blame. Unfortunately, there are organizations that have “performance surprise” baked right in. Best case scenario (but still really bad): the organization is operating so full-tilt that there simply is no time allotted for critical things like coaching and frequent performance conversations. Worst case scenario: the organizational culture is not employee centric and the company doesn’t truly value its people.

Regardless of where the blame lies, being shocked by your performance review is an indication that something is not working. When all is said and done, you want to be an employee who welcomes and seeks feedback and you want to work for a company that cultivates and promotes talent.

Considering Your Audience is Not Selling Out

“I want my resume to be a creative expression of my unique gifts!” This not uncommon request prompts me to delicately remind potential clients that the resume is “about you but for them” and that many readers will be turned off by a creative approach. Most people instantly get the differentiation and appreciate the frank advice. But sometimes a potential client balks. “I don’t want to sell out to get a job” is usually the subtext, if not the out-and-out response.

If you feel like following resume writing best practices is selling out, let me allay your fears. Considering your audience is not selling out. And your audience – your potential employer – is what is most important when creating a resume.

I am all for individual expression. There is a time and place for communicating your unique gifts in a creative way. However, as hard as it may be to hear, an effective resume is rarely a creative resume.

Person vs. Machine – Taking on Applicant Tracking Systems

As I’ve shared several times on this blog, Applicant Tracking Systems (ATS) – the systems responsible for scanning your resume among other things – are incredibly common. With companies increasingly inundated with resumes, that makes perfectly good sense. But it means you need to be armed with some tips to keep your resume out of the “black hole.” You already know to avoid creative resume formats. Here are three more tips for taking on Applicant Tracking Systems:

Target your resume first – Because many applicant tracking systems require you to essentially type all of the data from your resume into an on-line application, it can be easy to make small changes to the content as you enter it. A better idea is to target your resume first. You can then use the content to complete the application and you will have the targeted resume to hand over when you meet for an interview (this is key!).

Save your responses to specific questions – On-line applications will often ask you to answer some questions specific to the role for which you are applying. In addition to keeping a copy of the targeted resume you used to complete the on-line application, save all of your responses to those questions in a separate document. This way you’ll be sure to remember how you responded when those questions come up later in the process. Additionally, these questions can tend to be similar from organization to organization, so having your responses handy could save you a lot of time down the road.

Revisit core profile settings frequently – Many Applicant Tracking Systems will allow you to fill out some default profile settings. However, settings change and your experience evolves, so make sure you are checking the default profile from time to time. It would be a shame to go through the application process only to realize that, for example, a new profile question was auto-populated with a “N/A.”

Applicant Tracking Systems save companies a ton of time, but they also add a fairly complex layer of technology to the already confounding job search process. Being aware of how your resume and application are being handled can mean the difference between the resume “black hole” and an interview.

Personal Branding – You Are Not A Product

Let’s get this out of the way. I don’t love the term "personal branding." It practically begs the response, “But I’m not a product!” No, you’re not. But you might be letting semantics keep you from recognizing just how essential personal branding is to the effectiveness of your job search and career management strategy. Personal branding is about being aware of who you are (your strengths, achievements and potential impact) and being able to communicate that message concisely and consistently. In even simpler terms: personal branding is knowing yourself and communicating that clearly. In those terms, it is hard to argue that personal branding is not important.

Having a clear personal brand often translates into greater confidence, smoother interviews and overall career success. Who isn’t willing to set aside semantics for those benefits?!

If you are struggling to identify your personal brand, reach out.

The Maddening Candidate Experience

“I submitted my resume last week, and I have not heard anything yet. What should I do?” Despite the fact that I get the question almost every day, I am still surprised when it pops up. While it may sound glib, the honest answer to that question is “be more realistic.”

I understand that the candidate experience is maddening. The entire process can feel arcane and arbitrary. Recognizing that, you’ve got to remain realistic or you the entire process will get the best of you. Here are two things to keep in mind as you navigate the application process.

There is no standard timeframe. Companies are inundated with resumes at the same time that HR departments are often running like skeleton crews. It is not uncommon for positions to be open for extended periods.

Don’t rush to apply. Check the requisition close date and plan accordingly. Even if the company is taking a rolling review approach, there is no benefit in rushing to submit a sub-par resume.

As an HR professional, I am pushing my business clients to adopt more transparent and candidate friendly application processes. Until things change, you’ve got to remain realistic and work with the processes that exist.

There Is No Debate

I recently came across a very popular article dissecting the debate between “creative vs. boring resumes.” I will save you the read because there really is no debate. Design cannot save a boring resume – If your resume is boring without creative elements, your resume will be boring (and more frustrating) with them. Your resume should stand out based on the quality of the content, which means clearly communicating your impact and highlighting quantifiable accomplishments.

You’ll be judged on design choices – When you design your resume, you give people one more element to critique. Remember, for every person who loves the color and graphics, nine won’t. For most of us, design is not a key qualification, so why distract readers with it? It would be a shame if readers missed your actual qualifications because they didn’t like the, say, green headers and drop shadows.

Design doesn’t play well with screening systems – What does your resume look like when you strip away the creative elements? You should know, because that is what readers will likely see after the automated screening system has done its job. Actually, readers probably won’t even see your resume because the screening system won’t pass along what it “sees” as a jumbled mess.

Again, focus on creating a resume that clearly communicates your qualifications, accomplishments and potential impact. While everyone else tries to grab readers’ attention with flashy design, you will stand out on the strength of your content.