Dear Bev: What Are Your Top 10 Resume Do's and Don'ts?

Jun 17, 2010

By Beverly Weinstein

Dear Bev: What Are Your Top 10 Resume Do’s and Don’ts?

Here are my top 10 resume do’s and don’ts.

1. DO focus on accomplishments and achievements, not just job responsibilities.

2. DO include numbers and brand names. Specifics always catch a reader’s eye faster than general statements.

3. DON’T just add on to an old resume. Edit your previous positions. A job you had 10 years ago shouldn’t command the same amount of space as your current role.

4. DO check out resume formats. There are lots of examples online, including at career sites, that show you how to format in order to highlight important key words.

5. DO make sure your resume is easy to read. There should be ample white space, bolding where applicable and bullet points.

6. DON’T go past two pages. And if you’re more junior, keep it to one.

7. DO indicate the total number of years you’ve been at a company — even if you’ve had several jobs there. One way to handle this is to list dates in parentheses beside each different title/role at the same company. The full employment time should be listed adjacent to the company name.

8. DON’T sacrifice appearance and readability by cramming in too much information. Consider editing down information rather than opening the margins. This is especially true when it comes to early job experience.

9. DON’T list “References provided upon request.” Everyone knows that already.

10. DO list any additional training and interesting or offbeat extracurricular activities or hobbies. While you may not want to list a regular Friday night poker game, you do want to note you ran and completed a 10k race.

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Dear Bev: Should I wear a tie and suit or blue jeans with my shirt out? What’s up with business dress codes for guys?

May 06, 2010

Dear Bev: Should I wear a tie and suit or blue jeans with my shirt out? What’s up with business dress codes for guys?

By Beverly Weinstein

If you attended the recent MediaPost Outfront Conference hoping for an answer to this question, you probably left more confused.

Joe Abruzzese, president of media sales and marketing at Discovery Networks, always considered one of advertising best-dressed execs, didn’t disappoint. He was garbed in an elegant dark suit, perfect tie and coordinating pocket square. Sitting next to him was Jon Nesvig, president of Fox Broadcasting Company, looking dapper in an open collared shirt, slacks and a sport coat. And so it went .

One agency exec made his fashion statement in a pair of blue jeans. The closing speaker was Al Gore, dressed in a traditional suit and tie, but his company’s CEO, Mark Rosenthal, opted for the open-collared look.

So what’s appropriate and what’s not?

It would be a mistake to think that anything goes, especially if you’re talking about your first meeting with a potential employer. Even though they may show up in jeans, it’s a bad idea for you to do the same and risk making the wrong first impression. At the same time, a traditional suit and tie may send the wrong signal.

A senior level digital executive, who had early professional roots in the magazine business, met with an old friend from the print side eager for advice on how to break into digital. The print guy showed up in a conservative suit and tie. The exec’s comment: “This guy just doesn’t get it. He looks like he’s living in some other era.”

Don’t make a mistake and assume all digital dress code is more casual. One of my clients at a digital start-up described his ideal job candidate as someone who wore a suit and tie to see clients. “I think it lets our customers know we’re serious, we’re professional and we’re grown-ups,” he said.

A former TV exec working in a downtown digital portal announced in no uncertain terms, “If someone shows up in jeans to an interview, they’re automatically out.”

So how do you decide? The key to knowing how to dress is knowing your audience. Do some research on the company and the company’s culture. Google the executive you’re meeting with and look at press photos, try the company Web site, and check out their LinkedIn and Facebook photos. Are they wearing ties in these shots? If so, wear one when you meet them.

What do you do if you find them in a variety of looks? My advice is to stay on the safe side. At the very least, carry the tie in your jacket pocket.

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Dear Bev: Are There Job Search "Best Practices?"

Feb 24, 2010

Dear Bev: Are There Job Search “Best Practices?”

By Beverly Weinstein

Absolutely! I talked to a senior level ad agency executive recently who conducted a five-month job search with great success. In my opinion, his search was pitch perfect and worth noting.

What to Look For in a Contact List…(Hint: It’s Not Just Contacts)

Step one in this successful CEO’s search was developing a list of contacts under the broad heading of “anyone that could be helpful” in finding him a job. He also understood that not every contact would be a direct route to his end goal. His conversations always had a purpose, and he stressed the importance of being specific about what he was looking for. It might have been as simple as someone’s opinion on marketplace trends or as specific as help getting in front of someone that was looking for a candidate with his skills. He met with more than 100 people.

Searching as a Full-Time Job

“It’s important to keep your search going each week like it’s your job,” he advised. “It’s hard to dip in and out of search. I did take the opportunity to visit family and take a vacation, but you have to stay at it. You can’t treat it like a part-time event. That’s a dangerous mind-set because you can wake up one day, and it’s been a year that you’ve been out of work.”

Find a Good Coach

Outplacement, which included a personal coach, was part of this executive’s exit package from his previous post. He credits his coach with being instrumental in the success of his search, not only in helping him prepare for interviews, but also in helping him refine his job criteria and make a choice that would best serve his career development.

“I worked with my coach to prepare for interviews, gave him the feedback I received from interviewers, and then he helped assess and refine the way I presented myself,” he said. “On another level, the coach was someone I could turn to if I was feeling down or needed some help to lift my spirits.” He was lucky that his former employer footed the bill for a coach, but didn’t hesitate to say that it was so valuable that it was something he would have paid for himself.

Interview Tips

“When I started interviewing I was way too casual. I relied too much on my past history,” he admitted. “I later realized the importance of going into an interview and being able to provide two or three points where you can add immediate value to an organization.”

In addition to researching the company he was interviewing with online, he tried to have a preparatory conversation with someone from the company so he didn’t walk into the interview cold. “I found most people are willing to take your call and answer a few questions.”

Say More Than Just “Thank You”

After many interviews, this successful job seeker’s feeling was that a “thank you” note without meaningful content was a waste. “Take time to compose something that reflects back on the interview conversation and includes some simple points about how you can add immediate value to the company. A few strong paragraphs will suffice,” he said. He also though follow-up notes should be sent within 48 hours of the interview.

Visibility

He made a point of remaining active in the business community during his period of unemployment. “Stay visible within your industry,” he advised. “Go to conferences, even if you pay out of your own pocket.”  He found value in making a point of scheduling meals and meetings in places where he was most likely to run into people in the business. “If people don’t see you or hear from you, you’re not going to be top of mind,” he warned.

Don’t Be Afraid To Negotiate

This executive’s aggressive job search got him back in the saddle in five months, but he puts emphasis on finding the right job for you and not just a quick fix to unemployment, even if it takes more time. “I was more focused on the job I wanted, rather than a salary benchmark,” he said. “If you’re really looking at the right job, then the salary should be in the right range that’s appropriate with your contribution level and the kind of company you want to join.”

And just because you’re unemployed, he said, doesn’t mean you can’t negotiate. “Being unemployed doesn’t mean you shouldn’t go back to the company and says, I appreciate the offer, but points one and two still don’t fit for me, and these are the reasons why.”

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Dear Bev: How do I get a digital job without experience?

Jan 20, 2010

Dear Bev: How do I get a digital job without experience?

There are two companies offering high-quality digital training. In a tepid job market where digital opportunities are as abundant as traditional opportunities scarce, they are worth considering. Neither group guarantees a job, but both supply important tools for any candidate.

The Laredo Group has been offering training courses on digital since 1996. Recently, another group, The Internet Advertising Institute, gives digital job seekers an extra edge. Both provide a comprehensive view of the digital landscape and the language that’s unique to that sector. They are staffed by trainers with hands-on industry experience. IAI is focused on advertising sales and is designed more for entry level and junior candidates; The Laredo Group courses appeal to people working in ad sales as well as in ad agency and client-side marketing jobs.

Open Admission or By Invitation

The newly launched IAI has a limited class size, no more than 15 students per 6-week session.  Classes are from 9 a.m.-1 p.m. four days per week. All applicants must apply first and go through an interview process to be accepted.  IAI has relationships with a large pool of employers and works with applicants to get them successfully placed.  When I checked with lead trainer and CEO Steve Bookbinder in early January, nearly all of the first graduating class had been placed in jobs.

Bookbinder, who also runs an SEM agency, knows about the importance of digital: “No matter what your job is, it either has or will soon have a digital aspect.”

Leslie Laredo, president of the Laredo Group, offers one-day courses geared primarily to ad sales or to individuals that buy or plan media. In addition, she does more customized digital training for companies. “I’ve trained up to 700 employees at a single company,” she noted. Her courses are taught throughout the year in New York, Chicago or Los Angeles.

The ages of her students range from entry level to senior executives. Classes start at 8:30 a.m. and conclude at 4:30 p.m. Students start with Level I classes. They can opt to continue with Level II and finish with Level III. According to Laredo, most attendees opt for additional levels.

Content

Both Laredo and IAI stress the importance of understanding the digital language.  “For decades, it was all about GRP. Online changes daily. We’re always on top of the digital ecosystem and evolving our course content,” explained Laredo.

She has developed and constantly updates a digital glossary with over 500 terms that she gives each student. The courses also have a 250-page manual and a resource list of 125 digital companies. Some of the information is available for free at laredogrouptools.com

In talking about IAI’s course, Bookbinder said, “It’s impossible to fake that you know what’s going on in digital. You have to learn the language and the terms. We use a variety of teaching techniques, ranging from flash cards to jeopardy-like games to role-playing. This is not a college course. It’s 100% practical and will give you what you need to know how to succeed in an interview and at a job.”

Costs

IAI charges students $10,000 for their course. There’s an initial $2,500 payment. A payment plan over two years is available for students. You can apply for their course at their Web site. Currently, all courses are in New York. Future plans are to extend to other markets as well as to offer evening sessions.

The Laredo Group has a variety of plans, and it’s best to check their site for the most current information. If you opt for an early bird sign up, the cost for two, one-day courses might $1,300. Public courses generally have 20-40 students, with 40 as the maximum size.

Why take a class?

Laredo sums it up nicely. “Keeping up-to-date is critical. You need to know what’s going on. We stress the importance of understanding performance, how the numbers work and accountability. You should know how it all works together online, off line or cross platform. You can’t keep your head in the sand anymore.”Dear Bev: How do I get a digital job without experience?

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Part IV: Dear Bev: What are some good books media executives are reading these days?

Dec 22, 2009

Dear Bev: What are some good books media executives are reading these days?

By Beverly Weinstein

Some books don’t fit neatly into categories, but offer some universal truths. Here are a few that may be familiar, and some that will offer a fresh perspective.

Green Eggs & Ham by Dr. Seuss
“The tale of Sam-I-Am: a successful salesman who overcomes his client’s initial objections with persistence, enthusiasm for his product and a customer adoption strategy premised on user trials.” —Mark Piesanen, director, strategic partnerships,
Google TV Ads

The Geography of Bliss: One Grump’s Search for the Happiest Places in the World- By Eric Weiner
Weiner set out on a yearlong quest to find the world’s unheralded happy places. Having worked for years as an NPR foreign correspondent, he’d gone to many obscure spots, but usually to report bad news or terrible tragedies. Now, he’s traveled to countries like Iceland, Bhutan, Qatar, Holland, Switzerland, Thailand and India to determine why residents tell positive psychology researchers that they’re actually quite happy.
Recommended by —Susan Malfa, SVP national advertising sales at Bravo and Oxygen and Media, Women @ NBCU

The Creative Habit: Learn It & Use It for Life- by Twyla Tharp
A personable tone is carried throughout the book and within the text is a goldmine of advice. Tharp not only promotes tried-and-true habits, but also encourages readers to dig deep within themselves and come up with their own answers.
“Creativity plays a role in everything we do. Tharp offers some great advice on how to make creativity work in all aspects of your life.” -Beverly Weinstein, president, Markham Media Executive Search

Scott Adams & Lynn Truss
“Frankly, Dilbert never ceases to amaze me: Many is the time I have been convinced that Scott Adams must have attended one of our meetings or received one of our policy memos. As a grammar “stickler,” I still love Lynn Truss’s Eats, Shoots & Leaves and her sequel on public rudeness, Talk to the Hand." -Betsy Frank, Chief Research and Insights Officer, Time Inc.

On Advertising by David Ogilvy
“Imagine a career in politics and not bothering to read the Constitution of The United States or a career in religion and not bothering to read the Bible. That is what you are doing if you make your living in advertising, but can’t be bothered to read David Ogilvy’s On Advertising. The sense that aspects of this book have become dated is beside the point. The book is the foundation on which everything else got built.”
—Mark McLaughlin, president of McLaughlin Strategy

The Fourth Star: Dispatches from Inside Daniel Boulud’s Celebrated New York Restaurant by Leslie Brenner
Reporter Brenner spent a year in New York’s elegant restaurant Daniel as its staff labored together to earn a coveted fourth star from The New York Times’ powerful restaurant critic. Brenner’s account of how the restaurant takes (and refuses) reservations offers many an object lesson for anyone striving to do public service right.
Recommended by Leslie Picard, Time, Inc.

Scientific Advertising by Claude Hopkins
“Eighty years ago, Claude Hopkins wrote: “The time has come when advertising has in some hands reached the status of a science.”  Right on!" -Mike Steib, director, Google Emerging Platforms & TV Ads

Book summaries taken from Amazon.com

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Holiday Reading List Part 2: Dear Bev: I'm looking for some great business book for holiday gifts. Any suggestions?

Dec 18, 2009

By Beverly Weinstein

Part II: Dear Bev: I’m looking for some great business book for holiday gifts. Any suggestions?

Media execs I talked to at companies ranging from Google to Time Inc. and Forbes to Ogilvy had plenty. Today, I’m offering a selection that focus on leadership. Watch for upcoming columns featuring recommendations for books on change and negotiating.

Leadership Lessons Learned from business pros, classic fiction and even antarctic explorers…

Leadership Is an Art – by Max DePree

Rather than offering a how-to manual on running a business, DePree, CEO of Herman Miller Inc., a manufacturer of office furniture, details in deceptively simple but imaginative language, a humanitarian approach to leadership.

“This is a classic. It’s pragmatic as opposed to most business books, which are too theoretical. It gives you things you can do immediately.” —Gary Schuman, Owner CDL Consulting and Management/Leadership Consultant and Coach

The Feiner Points of Leadership – by Michael Feiner

“The how-to manual of leadership!  With anecdotes about softball and family interwoven with simple guidelines on how to lead up, down, left and right, this book is never far out of my grasp, especially in today’s increasingly flat organizations.”

All the King’s Men – by Robert Penn Warren

“Newspaperman Jack Burden struggles with the right balance of respect and criticism for his larger-than-life, sometimes misguided boss, Governor Willie Stark. In a media populace filled with big egos, All the King’s Men has lessons relevant for today’s media manager, 63 years after the political novel’s first publication.” —Both Feiner and King’s Men recommended by John Saroff, head of strategic partner development, Google TV Ads

The First 90 Days: Critical Success Strategies for New Leaders at All Levels – by Michael Watkins

“When I was transitioning from MTV Networks to Time Inc., I was given a copy of The First 90 Days: Critical Success Strategies for New Leaders at All Levels. I still find it extremely valuable to help reset or “course correct” after new responsibilities, a new organization, or a new manager." —Betsy Frank, Chief Research and Insights Officer, Time Inc.

Leading at the Edge: Leadership Lessons from the Extraordinary Saga of Shackleton’s Antarctic Expedition by Dennis Perkins

Although their experiences may sometimes seem torturous, most managers aren’t facing dangerous or life-threatening conditions. Even so, argues consultant Perkins, they would do well to learn from both triumphant and failed expeditions. Perkins introduces 10 key concepts he believes are essential to productive leadership with lively anecdotes from the adverse but ultimately successful expedition to the South Pole led by Ernest Shackleton in 1914.  Recommended by Christopher Simon, EVP sales, CBS Television

Catch 22 by Joseph Heller

In Joseph Heller’s classic satire on the murderous insanity of war, the novel’s undiminished strength is its looking-glass logic. Again and again, Heller’s characters demonstrate that what is commonly held to be good, is bad; what is sensible, is nonsense. Recommended by Paul Rittenberg, SVP at Fox News

It’s OK to Be the Boss: The Step-by-Step Guide to Becoming the Manager Your Employees Need – by Bruce Tulgan

“It offered really helpful advice as I was growing out my team, and we had to become more professional.” —Jeremy Steinberg, VP, digital sales and business development, Fox News Network

The One Minute Manager - by Kenneth Blanchard and Spencer Johnson

This book is a concise, easily read story that reveals three very practical secrets: One Minute Goals, One Minute Praisings, and One Minute Reprimands. “It’s a book that tells you how to get time back in your life. It’s simple, but if you do it, it works.”-Rich Sutton, SVP consumer markets, WebMD

Words that Work – by Dr. Frank Luntz

“This book is not about what you say, but what people hear. This is a great, great book.” – Brian Fisher, VP digital sales, ABC.com

True North – by Bill George

In this important book, acclaimed former Medtronic CEO Bill George shares the wisdom of over 125 outstanding leaders and provides a comprehensive and personal program for finding you own True North and leadership success.

Seven Lessons for Leading in Crisis – by Bill George

George’s just-in-time guide for anyone in a leadership position facing today’s unprecedented economic challenges. Both True North, Seven Lessons recommended by Gary Schuman, Owner CDL Consulting and Management/Leadership Consultant and Coach

Hardball for Women – by Pat Heim and Susan K. Golant

In this constructive, no-nonsense guide, business consultant Heim addresses women executives who, despite technical proficiency, hard work and managerial skills equal or superior to those of their male co-workers, have been passed over for promotions.

“I can’t say enough good things about “Hardball For Women.” The title unfortunately, is a misnomer, since the content is extremely eye-opening for both men and women regarding how to communicate better with one another at multiple levels in the workplace." —Marie Svet, director. pricing and inventory at RHI Entertainment

The Five Dysfunctions of a Team: A Leadership Fable – by Patrick Lencioni

Once again, using an astutely written fictional tale to unambiguously but painlessly deliver some hard truths about critical business procedures, Patrick Lencioni targets group behavior in the final entry of his trilogy of corporate fables. Recommended by Leslie Picard, SVP corporate sales and marketing at Time, Inc.

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Book summaries taken from Amazon.com

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Dear Bev: I'm looking for some great business books for Christmas gifts. Any suggestions?

Dec 17, 2009

By Beverly Weinstein

Media execs I talked to at companies ranging from Google to Time Inc., CBS to OMD had plenty. Following are a selection that focus on strategy. Watch for upcoming columns featuring recommendations for books on leadership, change and negotiating.

Lessons in strategy from the playing field, the battlefield and even the operating room.

Moneyball by Michael Lewis

“Oakland A’s General Manager Billy Beane disregards conventional wisdom, embraces insights from data and wins a lot of baseball games.” -Mike Steib, Director, Google Emerging Platforms & TV Ads

The Art of War by Sun-Tzu

The Art of War, compiled in the 6th century B.C., is the world’s oldest surviving military treatise. Long revered as the definitive guide to strategy and tactics on the battlefield, it offers timeless wisdom to today’s managers.

Recommended by Christopher Simon, EVP Sales, CBS Television

The Checklist Manifesto: How to Get Things Right by Atul Gawande

In riveting stories, Gawande takes us from drowning victims to deadly hospital infections, explaining how checklists actually work to prompt striking and immediate improvements. He follows the checklist revolution into fields well beyond medicine, from homeland security to investment banking, skyscraper construction and businesses of all kinds.

“The author may be a doctor, but the bottom line is all of these lessons apply to everything you do, regardless of the business you’re in.” -Arlene Manos, President National Advertising Sales at Rainbow Medi

Warfighting: The US Marine Corps Book of Strategy -by US Marine Corps Staff

“Argues that organizations should grant a high degree of decision-making to people low on the chain of command. If you decide quickly, act fast to implement, and interpret responses immediately, you are on your way to success before competitors can react.”

- Mark Piesanen, Director, Strategic Partnerships, Google TV Ads

Rules for Revolutionaries – by Guy Kawasaki

The former chief evangelist at Apple Computer and an iconoclastic corporate tactician is back in print with his seventh book, a  “Capitalist Manifesto for Creating and Marketing New Products and Services.” It lays out Kawasaki’s decidedly audacious (but personally experienced) strategies for besting the competition and triumphing in today’s hypercharged business environment.

Recommended by Leslie Picard, SVP Corporate Sales & Marketing, Time Inc

Nelson’s Trafalgar-by Roy Adkins

“In 1805, only the British Royal Navy stood between England and invasion byNapoleon’s armies.  Lord Nelson combined unorthodox tactics with the fundamental superior fighting skills of the Royal Navy, crushed the combined French and Spanish fleet, and saved England from invasion. I prefer reading military history to business books, now more than ever. Threat, innovation, and focusing on what you do better to win is always a great business lesson.” – Avery Stirratt, President-Advertising, Forbes Media

Book summaries taken from Amazon.com.

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Dear Bev: Should I Use PowerPoint In An Interview?

Dec 17, 2009

By Beverly Weinstein

The first interview is a little bit like a first date. You want to give just enough information to keep someone interested, but not so much that the next night you’ll be eating dinner alone.

Some candidates have launched into well-produced and neatly bound PowerPoint presentations that are all about who they are before the interviewer has a chance to offer them a glass of water, much less give them an overview of the job.

What’s the rush? You want to be able to tailor your comments and emphasize your experience in a manner that’s as relevant as possible. If you talk before you listen, that’s virtually impossible. What you do say can be much more damaging than what you don’t.

Too Much Too Soon

“It’s an ill-conceived idea to just start with a presentation on yourself before you know what’s expected,” said Gary Schuman of CDL Consulting, a management and leadership consulting firm.  “You have to understand what the buyer’s (aka the interviewer) needs are. Understand what the product is about before you present something.”

Show and Tell

This isn’t to suggest that you shouldn’t come armed with examples of your work, so you’re ready if it’s relevant to the discussion with the interviewer. Whether you’re working in a job like promotion or design, or you’re a finance person that has developed a new reporting tool, visuals can make an impact. However, be careful not to leave anything behind that would be considered proprietary.

Presenting With Technology

I’ve been interviewing candidates recently for a promotion job. Several have created Web sites with samples of their work. It’s easy to pull up a link on my computer. In addition, I’ve noticed that with the growing popularity of netbooks, candidates simply power up and share their work that way.

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Dear Bev: Can key words open the door to interviews?

Dec 02, 2009

By Beverly Weinstein

If you’re a qualified candidate, but frustrated by a lack of interviews, the root of the problem may come down to word choice in your application or resume.  I asked the Cable and Telecommunications Human Resources Association (CTHRA), which represents more than 1,600 HR professionals, for some insight and advice.

Bev: Why do so many companies require candidates to apply online instead of submitting resumes via e-mail, fax or snail mail?

CTHRA: Online recruiting has dramatically streamlined the hiring process. When you upload an application or resume, it’s automatically entered into a sophisticated, centralized database called an Applicant Tracking System (ATS). The ATS is the initial step in the consideration process. It narrows down the number of resumes by identifying those who meet the basic requirements for the position, based on skills, training, degrees, job titles and experience. Once the qualified candidates are identified by the ATS, a person or a team reviews the qualified applications the old-fashioned way. More and more companies are using an ATS because it improves efficiency, ensures compliance and provides a fair process for all candidates who indicate an interest in a specific position.

Bev: We’ve heard many applicants wish for the return of an initial review conducted by a human set of eyes. Why are they frustrated by the online process?

CTHRA: It all comes down to understanding how the technology works. Key words play a critical role in the ATS review process. If your resume does not include the key words that match the skills and expertise specified for the job, the ATS does not recognize you as a qualified candidate.  However, if your resume does include the key words being sought, the ATS will retrieve your resume as a match and will place your resume in front of a recruiter or hiring manager for consideration.

Bev: There are certain words that appear in resume writing books and on career Web sites and blogs as being key words to make certain accomplishments pop out. As HR professionals, you must read countless resumes. So is there truth to the power of these words?

CTHRA: Given the economy, employers typically receive an abundance of applications for each posted position. As a result, they simply don’t have the time to read every line of every resume to separate the qualified candidates from those lacking the basic job requirements. Instead, they scan the resumes in search of key words.

Bev: What are some of the top key words and why?

CTHRA: There is not a cookie-cutter answer to this question as the most appropriate key words vary by industry and by position.  However, a candidate can carefully review the job description to identify the key words the company has used to describe the job requirements. If the candidate truly embodies those characteristics, she should incorporate those same words or similar phrases into her resume.

Bev: Are there any keywords that are so overused and unoriginal you recommend avoiding them?

CTHRA:  It’s true that some words are simply too broad to be useful. Think of it in terms of a Google search. The phrase “IT jobs” yields 252 million results. If you instead search “social media architect” your results are more targeted. The same principle applies to resume keyword usage. The best advice is to combine the core word with applicable key words to be as specific as possible. For example, the phrase “online technical producer” is much more meaningful than simply “producer.”

Bev: Does it matter where the key words are placed in the resume?

CTHRA: When it comes to an ATS review, the answer is no. The software will scan the resume in its entirety. However, it’s important to keep in mind that the ATS is only the initial step in the process some of the time. The goal is to get your resume in front of a human set of eyeballs, either through a referral, networking or making the initial cut through the ATS. Once your resume is in the hands of a person, you have about 15 seconds to convince the reader of your qualifications. To accomplish this goal, structure your resume in a manner that makes it easy to read, feature the most important key words at the top of your resume, use bold type to make them pop off the page and quantify your achievements in terms of dollars saved, revenue generated, increases in productivity, etc.

Bev: HR recruiters are now looking at Linked In profiles. How important are key words in those profiles?

CTHRA: Some employers use social media sites to identify potential candidates, others use them to screen applicants and some do both. When culling potential candidates, the recruiter searches the site’s profiles by inputting key words into its search engine. Only profiles containing those words will be included in the results.

Bev: What weight do key words have in regard to leveraging a cover letter?

CTHRA: Given most companies’ use of online applications and an ATS system, cover letters are not as prevalent as they once were. However, if a candidate is in a position to correspond directly to the hiring manager or the company’s online application allows the uploading of a cover, it’s ideal to use key words on a cover letter to entice the reader to review your resume.  Candidates need to remember it is a letter, and should read like one. Avoid bulleted list of words and a blanket repetition of the phrases used in the resume. The best cover letters feature well-crafted sentences that strongly position the candidate.

Bev: What else is important?

CHTRA: Key words are not the end all. Your qualifications, the structure of a good resume, doing well on a phone screen, and ultimately doing your homework are what matter most.

About the Cable and Telecommunications Human Resources Association (CTHRA)

CTHRA is the premier human capital resource for the industry and a growing nonprofit organization with 1,600 members spanning more than 100 companies.  CTHRA provides industry-specific benchmarks, information and resources, as well as networking and educational opportunities. Its groundbreaking initiatives include annual compensation and human capital metrics surveys and its symposium series.  For more information, visit www.cthra.com

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Dear Bev: What Do I Do When The Interviewer Doesn't Let Me Get A Word In Edgewise?

Nov 10, 2009

By Beverly Weinstein

You’ve got your pitch down, your best interview clothes on, and you’re pretty sure you’re the perfect fit for the job. Only problem is, after 45 minutes you haven’t had a chance to tell the interviewer why because he/she is still talking.

More than a few candidates have left interviews frustrated. They heard plenty about the job and found out about the interviewer’s background, but there was scant time left to tell their own story.

What do you do in that situation?

“It’s a little like one of the martial arts,” explained Gary Schuman, a noted leadership coach, who has also done interview coaching for senior executives. “You go with the force, rather than against the force.” In other words, you work on ways of gently intervening in the conversation without being obnoxious.

Schuman, who has a Ph.D. in Counseling Psychology, suggests looking for opportunities to break the monologue. For example, ask the interviewer a question about something they just said. “It gets you into the conversation and breaks the one-way flow,” he said. “If you get them off their story, there’s a better chance to move conversation your way.”

Keep looking for opportunities to capitalize on what they are talking about and bring it back to something that you’ve done. Asking questions is another way of showing you’re interested, and that you’re listening, Schuman added.

The biggest mistake is being too polite and letting the person talk uninterrupted. You have to find some way to present your skills. If not, you may not have a second chance.

One last word of advice: “If the person doesn’t let you talk, it may tell you something about how they operate and might just be a cautionary note.”

This is part of an ongoing series of how you can meet the interview challenge.

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Dear Bev: How Honest Should I Be With Recruiters?

Oct 06, 2009

By Beverly Weinstein

Of course you should always be truthful. The issue isn’t honesty, it’s more about delivery. Words and positioning are everything. So my advice is to think about how you tell the truth. I never encourage a lie, but once something has been said, it’s become part of what is used to form an opinion of a candidate.

It’s fairly common for someone to blurt out their feelings about why they left a job or why a job didn’t work out. Mostly this is preceded or followed by a statement that goes something like this, “I would never say this on an interview, but I wanted to tell you the truth.”

Recently I asked a candidate why they left one job for another one. “I was really bored working on the same business,” was the answer I got.  Ouch! What if they had said, “I wasn’t feeling challenged,” or “I was looking for a new challenge.” I made the suggestion that they might consider positioning it that way in the future. But, as far as I was concerned, it was something that had already gone into forming my opinion of the person.

The candidates I talk to are almost always in the business of selling and marketing. They spend hours tweaking power points, refining speeches and searching for the right words or the best positioning. They rehearse their pitches before going to see the client, they give speeches while looking at themselves in the mirror. I wonder, why not use the same care when it comes to talking about themselves?

How about if you’ve been fired or “agreed to disagree?” Try to explain it in a single sentence. Use two sentences if you really feel the need. Any more and you start saying things you shouldn’t. Candidates have shared excruciating detail on failed strategies, poor management, and unreasonable goals. Not theirs, but those of the boss they bumped heads with who has fired them. The more information I have, the more questions it raises about the candidate.

What do you say when it comes to money? This is an area where I believe there’s a tendency to “fib,” especially for more junior candidates. Here’s a tale to keep in mind. A few years back, a candidate told me their base salary. It didn’t square with their level of experience or with the norm for their employer. They didn’t get the job either, because my client didn’t think they were worth the salary in comparison to other candidates. Not too long after that I had an occasion to talk to the candidate’s boss. I asked what the salary range was of people working for them. My “fibber” had added $20,000. Fast forward three years and they are in the job market again and knocking at my door. No need for me to confront them, but I’m always going to question their integrity going forward. It’s just much better to say something like, “I would need at least (fill in the blanks) to make a change.” Or if it’s too early to talk about salary,  “I really want to understand if it’s the right opportunity first.” In this case, better to plead the fifth, than to tell a lie.

Read the column on Media Post.

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Dear Bev: Should I Rely on a Headhunter to Find a Job?

Sep 29, 2009

By Beverly Weinstein

Recruiters don’t find candidates jobs, they find candidates for jobs
— a distinction that’s often misunderstood. In other words, the
recruiter’s client is the hiring organization, not the job seeker.

Headhunters (the vernacular term) should be part of your job search,
but don’t make the mistake of only relying on them. On average,
recruiters only fill about 10% of all jobs. The following is some basic
information that should be useful in understanding the recruiter’s role.

Multiple Business Models

There are two basic categories of recruiters: retained and contingency.

•Retained search firms work exclusively, and the client pays them a guaranteed fee for their services.

•Contingency recruiters are only paid if they find a candidate that
is hired by the client. Some contingency recruiters may work
exclusively, but it’s not unusual for clients to work with multiple
recruiters for the same job. That’s why you may get several calls for
an opportunity.

How They Find You

Recruiters are in the business of knowing where to look for qualified
candidates, regardless of whether those candidates are actively seeking
new jobs.

•Candidate sources range from referrals to mining databases to cold
calling someone in the same job at a different company. Professional
social networks have become an increasingly popular sourcing tool. If
the recruiter doesn’t tell how they found you, ask.

•Ways in which recruiters will reach out to candidates include their
business phone, email, and social networks, including LinkedIn,
Facebook and Twitter.

How You Find Them

The same tools headhunters use to find you can be used to find them.
And when you compile your headhunter list, take some time to do basic
research. Keep in mind search firms generally specialize by
category(ies) as well as by job level and/or salary level. Be strategic
about your outreach and expectations.

•Research the individual recruiter’s name and/or their company name.
Take a look at their bios and client list if it’s published on their
site. Look for them on LinkedIn. Any legitimate recruiter should have
ample information easily available online.

•Not all recruiters will agree to see you if they aren’t working on
a search that matches your background. If they won’t meet you, try to
at least get a phone appointment for a few minutes or, at minimum,
e-mail your resume for inclusion in their database.



What Recruiters Do/Don’t Do

•Don’t expect a recruiter to write or rewrite your resume. Most are
willing to make suggestions or point you in the direction of resume
writers or information resources on resume writing.

•Headhunters will sometimes offer you career advice or job search
tips. However, if you’re looking for help in figuring out what you want
to do next, try a career counselor and expect to pay for their time.
Some recruiting firms do offer counseling services, but again at a
price.

Beware of Promises

The growing unemployment rate has spawned a category of unscrupulous
“so-called” recruiters. They take a fee from the candidate, promise
resume help, career guidance, and a job. Major newspapers have run
articles on job seekers that have written checks to these firms but
haven’t gotten results. I recently heard from a reader who made this
mistake. It’s a rough job market; it’s hard for even the most
well-connected to help their colleagues, friends or relatives get a
job. Be suspicious of a stranger promising to do the same!

Read the column on MediaDailyNews.

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Dear Bev: What are some of the biggest interview mistakes?

Sep 15, 2009

By Beverly Weinstein

It all begins when you walk into someone’s office. Often, what you don’t say is as important as what you do. Here are some intangibles that seem obvious but may make or break the end result.

Advance Preparation

Even before you arrive at the office, doing your homework on both the company and the interviewer should be a given. Information on both is readily available online. If you haven’t taken the time or trouble to do research, it becomes obvious quickly. There’s a great quote from Abraham Lincoln that speaks to the importance of preparation “Give me six hours to chop down a tree, and I will spend the first four sharpening the axe.” Nothing has changed.

Arriving Late? Apologize First

It happens to all of us. The subway stops unexpectedly for 10 minutes, the train runs late, you’re stuck in traffic, or maybe your boss snags you on the way out of the office for a quick chat. All reasonable excuses. What’s not reasonable is failing to call or email to give the interviewer a heads-up. Worse is not apologizing when you finally do show up. You start behind the eight ball, and it’s hard to recover — no matter how well the rest of the conversation may go.

Dress For Success

Or at least interview success. Don’t err on the side of informality. In the words of one senior executive: “Show up like you want the job.”

Eye Contact, A Good Handshake, and Don’t Forget to Smile

It might seem minor but it makes a difference. Look the interviewer in the eye and if you’re worried about a weak handshake, try practicing. It makes a difference in perception. Don’t forget to smile. It may sound silly, but it’s something people are aware of, and it makes you seem “happier”— seriously.

New Technology vs. Old Fashioned Courtesy

Turn your cell phone off before you walk in for the interview. Even if you don’t check it, it’s distracting and annoying if it rings. Don’t even think about having a PDA out and in plain sight. Your attention should be on the interviewer.

A Strong Finish

Don’t let the interview finish without asking for the job or in some way indicating your interest. And of course, follow it up with a thank you. E-mail is fine, but a written note is always a standout. It’s another way to set you apart from the competition.

Read the article on Media Post.

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Dear Bev: I've read about resume and job search gimmicks. Do they really work?

Sep 09, 2009

By Beverly Weinstein

A well thought-out communication with or without a gimmick should be effective. But just a gimmick? Not so much.

There’s the taxi cab driver with his resume in full view of his passengers, the sandwich-board-wearing Wall Street job hunter, the college grad with a billboard, and even the anxious wife with a “hire my husband” Web site. They all succeeded in getting media attention, but none have managed to snag a job, according to a recent check. Why? Their messages announced that they needed a job, but didn’t convey why someone should give them one.

There is one gimmick, or let’s call it a unique, well-targeted communication, that a newly minted college grad with a marketing major tried that’s working: a music video cover letter. His name is Alec Biedrzycki, and I talked to him about his strategy. At 22, his approach was better thought-out than older and more experienced candidates I’ve interviewed.

Alec figured out pretty quickly that in a competitive job market, resumes sent to blind P.O. boxes rarely get responses. He also understood that a personal referral or connection provides the best job chances, but he just have many. So he put what he learned in his marketing classes and his musical talent to work.

In mid-July, he wrote and recorded a musical cover letter one Sunday, then posted it to YouTube and Facebook. So far, he’s had over 14,000 YouTube hits and has been interviewed by CNN, Headline News and Fox Philadelphia. He was also featured in an Italian newspaper. The gimmick part got him press coverage. But what about a pay check?

The targeted communication has netted him six solid job prospects and 10 freelance opportunities. He’s also been able to develop a more effective written cover letter. Here are excerpts from cover letters he sent before and after creating the music video:

Before Music Video

As a recent graduate of Bentley University with a degree in marketing, I’ve had much experience working with several different Corporate Businesses that specialize in Social Media utilization. Throughout these positions, I’ve:

• Worked …to develop marketing strategies for a new social media platform that enables consumers to promote, distribute and support brands and charities via social networks.

• Worked …. to create new Facebook application for job search and career advice

Also, being an avid Social Media user, I also have a Twitter account (@albiedrzycki) and blog (http://alecdotes.blogspot.com/), both of which I contribute to frequently.

After

“So that’s the basic work I’ve done throughout my academic and work career. But what about the innovative aspect of marketing? I said that I’m creative and naturally, I like to think outside the box. As an example of this claim, check out the “Musical Cover Letter” that I created to aid me in my job search. (I was interviewed on CNN and Headline News because of it.) You can view it below.

Also, be sure to check out my Web site, too (www.albiedrzycki.com), as it showcases my skills in a more concrete way. So please take a look at what I’ve done and consider what I can do for you. I hope to hear back from you soon!" Here’s some good advice from a 22-year-old that a much-older job recruiter seconds. Know your audience! “I did a music video to relate to what I’m applying for — if I was an accountant, it wouldn’t fly,” he said. “I marketed myself to a marketing job. You have to stay true to what you want to do. Be relevant, and get yourself out there.”

Read the article on Media Daily News.

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Dear Bev: Is it rude to use your Blackberry in a business meeting?

Aug 04, 2009

By Beverly Weinstein

PDAs are standard business issue. The devices follow employees into business meetings, business lunches and even to the bedside table at home. If we’ve set guidelines for casual Friday, shouldn’t there be some sort of rules in place for emailing and texting anytime and anyplace?

To find out, I started by asking the experts: Peter Post, great-grandson of Emily and a director of the Emily Post Institute, and Barbara Pachter, author of “New Rules @ Work,” president of Pachter and Associates, and a frequent speaker on business etiquette.

New Technology/ New Rules “Every time we come up with new technology, we have to form conventions around that technology,” explained Post. There’s no standard for PDAs yet. Generally, the etiquette rules have to start at the top of the organization. If the boss is e-mailing in the meeting, everyone else will, too, he added.

“There’s a learning curve in terms of etiquette,” said Pachter. “For example, I don’t have to remind people to turn off their cell phone, not to use all caps when emailing or even talking slowly when leaving a voicemail message. We’re beginning to get guidelines for PDAs as well. I know a corporate president who puts a toy cubby outside of the conference room where his senior executives have to leave their Blackberrys.”

The Message “When people sit at a conference table and put down PDAs, what they’re saying is ’I’m so ready to drop you. You’d better keep my attention.’ It’s rude,” said Pachter.

Post agreed. "If you choose your PDA over the people you’re with, it’s putting them down; it implies they’re not important. Etiquette is all about building relationships and being more successful. If you “dis” someone, well, you’re hurting that relationship and you’re going to have to build up their confidence in you all over again."

Guidelines To sum it up, think about what you’re doing and how it will affect other people — and whether you would want them doing it to you. With new technology, it’s a learning curve. “Eventually, it will get better but we’re not there yet,” concluded Pachter.

Reality Check: For Now, It’s PDA’s Out Etiquette experts might condemn the use of mobile devices in meetings, but what are people doing in reality? An informal check with some media execs in the digital and traditional space indicates that PDA usage in meetings is the norm. Some people thought it was rude, but it didn’t stop them from emailing. They even admitted to texting co-workers in the meeting while it was going on. Other people (mainly from sales) said they were in a business where clients expected them to be available, and they had to be responsive. In a wireless environment, laptops come into the meetings as well, ostensibly to take notes or have important information available. But do people check and answer e-mails? Absolutely.

Are there exceptions? Just a few, but I suspect the number is growing. Senior managers indicated they ban PDAs or laptops from meetings. One exec that travels internationally told me that in Europe, mobile device use varied by country; however in Japan, you would never consider bringing anything but a pen and paper to your meeting. Remember those days?

Read the column on Media Post.

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Dear Bev: What if I have to look for a new job? Where do I start?

Jul 28, 2009

By Beverly Weinstein

Start with securing your contacts before you’re in the job market. Part of your value as a potential candidate to any employer is your professional relationships. Those relationships are also an essential tool in looking for a job. Don’t take them for granted, don’t stop building them, and don’t underestimate new technology in helping you with the task.

I’ll be exploring the importance of using professional social networking in this column. Other job search basics will be covered in the coming weeks.

Where Are You Storing Business Contacts?

If you’re old enough, you probably had a Rolodex, the old office staple, perched somewhere on your desk. When you left your job, it was something you usually boxed up and took with you. Then enterprise messaging platforms (like MS Outlook) started and contacts went on your computer and your company’s corporate server which, in turn, allowed for seamless transfer to your company-issued PDA. Whether you should back up your Outlook is certainly a consideration, but I’ve found a surprising number of people that don’t.

So even if you have hundreds of names in your business contact files don’t assume they will always be available. Parting company with your job means parting company with your computer and your mobile device, along with all the information contained in both.

It’s time to take a close look at the importance of the professional social-networking sites, not as a substitute for Outlook but as another contact resource.

Secure Your Contacts

If you haven’t started using a professional social network like LinkedIn, what are you waiting for? If you have hundreds of Outlook contacts and 30 LinkedIn contacts, you’ve got it backwards. Linked In is a click away, and one of the great perks of social networking is that you never have to worry about it disappearing if your hard drive crashes, if you’re away from your computer, or if you leave a job. It’s always floating around the Internet waiting for you to hop on.

Some Easy Building Blocks

LinkedIn enables you to upload contacts from commonly used email services, including, Yahoo, Gmail and AOL or by uploading a spreadsheet of them. This only takes moments, no matter how large your network is.

You can keep adding to your network. If you’re a PC Outlook user, a tool is available to make connecting even easier. Every time you get a new email, it allows you to automatically invite the sender. You don’t even need to go to LinkedIn, because the site is"linked in" to your Outlook.  For step-by-step installment instructions, stay tuned on www.dearbev.com for a post with all you need to know.

Other Benefits

OK, you may be thinking: I’ve backed up my Outlook, why do you need to do any more?

• It’s easier to keep track of your contacts, and you don’t have to do the work. On Outlook and other address books, you make the changes, but on LinkedIn, the contacts do it for you and you receive notifications of changes your connections make, such as new jobs, new titles, new locations.


• It’s faster to send a blast email or message letting people know you’re in the job market. You can send individual notes, too, with the guarantee that the recipient will receive a notification from LinkedIn. If you’re contacting someone you haven’t spoken to in some time, you need not worry about falling into their spam box.


• Finally, more and more individuals, as well as recruiters,are using LinkedIn to communicate job openings and search for candidates. So what are you waiting for? Start connecting.

This is just the start of your job hunt. First, you need to gather and nurture your connections and contacts. Next, I’ll look at how to make them work for you.

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Dear Bev: How can I get expert career advice on a budget?

Jul 21, 2009

By Beverly Weinstein

If you’re looking for some relief from the job search blues, there are plenty of organizations offering career seminars at an affordable price. They may be just what you need to lift your spirits and gain some solid career advice at the same time.

The prices to attend vary as widely as the organizations offering them and the caliber of the people leading them. Horizon Media did a free job advice session recently as a goodwill gesture. New York Women In Communications (WICI) offered an affordable “Night of the Coaches” open to members as well as non-members. The price was $41 for non-WICI members and as low as $16 for student members.

I thought I’d sample one of these seminars and along with my research assistant, took in four of the 10 WICI sessions. The evening featured 10 coaches and 10 different topics, ranging from Business Networking that Gets Results to Expanding your Freelance Career. The crowd was diverse, ranging from baby boomers to newly minted and recently laid-off millennial communications professionals. Although this is a women’s organization, there were a few men in attendance. While all sessions had something to offer, some were richer than others.

Here are some highlights: “Negotiating In a Tough Economy” was led by coach Alexandra Duran, founder of Career Transitioning. She offered some great advice and then opened the session up to Q&A, going around the table of 10 to make sure everyone had a chance to participate. The following are some of the key talking points:

• Women underestimate their value when they negotiate for a salary. They leave up to 25% on the table.

• Learn to negotiate better by practicing with a friend or colleague before you talk to the hiring manager about money.

• Make sure to negotiate for title, authority and resources to make ensure you’ll be successful in the new job.

• Don’t think you should be paid less even if it’s a tight economy.

• Never go into a job interview without first researching the company. It will help you demonstrate your value.

• When negotiating for title make sure you know what is standard at the company as well as within the industry.

“Entrepreneurship & Starting Your Own Business,” led by Terry Yoffe, managing director of Try Coaching, took a different approach. Yoffe spent the hour giving each member of her group time to talk about the business they wanted to start and encouraged other members of the group to offer advice and comments.

“Stepping Up for Yourself Nicely with Words and Actions” hosted by Daylle Deanna Schwartz, president of Project Self-Empowerment, focused on problems that plague women in the workforce. Schwartz, the author of several books on women and self-empowerment, suggested practical tips for working women on how to be heard and respected at work. Considerable focus was placed on basics before opening up to general discussion:

• The importance of your body language

• Annunciation and speaking slowly to portray an air of confidence

• Speaking with expectation, ie: not “Can we set up a meeting?” but “When are you available for a meeting?”

“Beyond Facebook: Surviving & Thriving in the new Digital Era” was led by Esmée, an interactive content producer, and focused on digital media and specifically on the go-to professional network, LinkedIn. Esmée showed a power point presentation detailing the specific areas of LinkedIn that should be utilized to up the ante on virtual networking, putting the most emphasis on joining Groups; making introductions to connect with new people; and participating in discussions to establish yourself as an expert in your field.

While the topic of social networking is far deeper than Esmée could delve into in the time allotted, it was a great starter course for beginners. For professionals really looking to become social media experts, however, a seminar devoted to the topic might be a more practical option.

This event was just one of the many that are held constantly nationwide. We’ll be alerting readers to upcoming events in New York we think will be helpful in the coming weeks.

Read the column on MediaPost.

* Correction to today’s MediaPost column: The published article on Media Post contains an error regarding the name of Alexandra Duran of Alexandra Duran Career Transitioning. Please visit her website at www.alexandraduran.com or email her at alexandra@alexandraduran.com for more information on her great services. We apologize for the error in her name.*

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Dear Bev: Looking for some advice on whether you're ready to be the boss? How about insights on teamwork and strategy?

Jul 14, 2009

By Beverly Weinstein

Lucky you, if you work for Time Inc., where top executives are teaching courses not only on those topics but 39 others as part of an innovative program called Time Inc. University’s Learn From A Leader.

Martha Nelson, editor of People and CEO Ann Moore teach the courses mentioned above. Other executives involved in the program include Paul Caine, president of the Style & Entertainment Group and newly minted professor of “The Five Minute Sales Call,” Grant Schneider, Chief Marketing Officer for the Lifestyle Group. promises insights on “Brand Speak: Fluency Guaranteed,” and Jess Cagle, managing editor for Entertainment Weekly advises student staffers on “How to Land the Big Interview.”

Betsy Frank, Chief Research and Insights Officer, when she’s not teaching “All Print Is Not Created Equal” with her co-professor and vice president of corporate sales Peter Bauer explained how the program got started.

“Ann Moore, had a series of breakfasts with the top executives earlier this year. I think that’s where the idea was hatched. Then she sent out a memo to her senior staff asking if we were going to teach a class or, if our fellow executives were going to teach a class, what it would be,” said Frank. Time Inc. University was born.

The initiative provides an opportunity to motivate people and, at the same time, offer them skills and insights that give a more complete picture of how the business operates, added Frank. She went on to outline goals of Learn for A Leader:

· Provide information that will help employees with their careers

· Give employees tools to help them do their job more effectively and to understand how what they do fits into the overall business

· Broaden employees’ areas of knowledge

· Give employees access to senior management

So far, Time Inc. U., which was launched this May in New York, has been a big hit with staff at all levels. The classes fill within 10 minutes of being announced via email, said Frank. If you’re lucky enough to get into a class, your supervisor is notified and has to approve. Time Inc. is continuously adding to the curriculum as well as repeating classes that are already established.

Some of the classes have been “on the road” in a series designed for the Time Inc.‘s Birmingham office. Plans are afoot to take Time Inc. University to Chicago, Detroit, San Francisco and LA beginning this fall. According to Frank, there’s even some discussion about opening them up to ad agencies later in the year.

In these rough economic times when raises are scarce and work hours are long, the gift of knowledge is something that the recipient can keep and use throughout a lifetime. I applaud Time Inc. for its generosity in sharing the wealth.

Read the article on Media Post.

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Dear Bev: How do I find the best professional resume writer?

Jun 30, 2009

By Beverly Weinstein

There’s no shortage of resources that offer resume writing services. The challenge is how to choose the right one. For help navigating the process, I asked some professional CV writers, as well as large career sites for their advice.

Where to Start

Career Builders, The Ladders, Vault and even The Wall Street Journal, are among the major Web sites that offer resume writing services. These resources and others large ones like them generally outsource writing.

If you’re looking for an individual writer or a small group of writers, check with your friends and business associates for referrals. Reading blogs and articles on career advice will also net some recommendations.  In addition, there are at least six associations that offer training or certification programs. Standards for each vary, and they all provide lists of writers by geographic region or by specialty. Beware, the lists are long and may add to, rather than simplify, your choices.

Comparison Shop

With so much to choose from, don’t settle too quickly. Consider doing some comparison shopping. “Even if you like the first person you talk to, take a look at other writers as well,” says Louise Fletcher, founder of Blue Sky Resumes. “It’s important to make sure you have a rapport with the writer, and you like their style.

“This is a significant investment, anywhere from a few hundred dollars to a few thousand. More importantly, it’s your career, and you have a lot on the line. This should be a very strategic document,” adds Louise Kursmark, president of Your Best Impression.

Ask For Samples

“Resume writers should be able to show you samples of their work or have something on their Web site that gives an idea of their writing style,” says Barbara Safani, president of Career Solvers. Look at several samples to see if the person is using “cookie cutter” templates or if the resumes are unique and the writing is sharp. “Is the person writing clear messages and communicating value? Are they getting past tasks and talking about impact?” Safani asks.

Big career sites will also provide samples. The Ladders has a section on its site that features member testimonials and articles about their resume writing experience, explains Ware Sykes, director of Career Services.

Qualifications

Most of the pros I talked to advised that clients look past professional certification as the main criteria in choosing someone. Instead, evaluate the writer’s skills. Find out about his or her background. Was he or she in HR or working for an executive recruiter? How many years has he or she been writing resumes? Is this a part-time or full-time profession? If the writer can’t or is unwilling to answer questions about their background or if his or her site doesn’t convey a professional presence, that’s a warning signal to stay away.

Consider asking the writer for references from past clients. Check LinkedIn or the writer’s site to see if they have client testimonials.

Specialization

Some writers feel it’s crucial to have a background in the field they are writing for. Jane Turkewitz, president of T and Jam Resume Services and a former media-marketing executive commented, “If the writer doesn’t understand their clients’ business, they won’t know how to delve into their backgrounds and get the right information for a strong resume.”

Sykes agrees. “We pair clients with a writer who specializes in writing resumes for their field. A software engineer and a marketing professional have very different areas of expertise which means their core competencies and accomplishments should be presented differently.”

But not everyone saw eye to eye on the subject. “The strategy for writing is consistent across industries and part of the writer’s job is to probe and put things in context. A good writer should be able to write for people even if they haven’t been in their industry,” said Safani.

A spokesperson from Career Builders weighed in somewhere in between: “It really depends on the client and their background, as well as their job searching needs. As more and more job seekers look to transfer their skills to other industries in this tough economy, it can be helpful to have a more general skills-based resume than one that is specifically tailored to one particular industry.”

The Process:

Generally clients will have a preliminary phone conversation with the writer to discuss how they work and what to expect. Writers, whether they are affiliated with large career services or are individual practitioners, will often offer to give a free brief evaluation of the client’s existing resume. Most writers have contracts that specify what they will be delivering.

After they’re hired, the writer will provide you with a detailed questionnaire or have a lengthy phone interview with you. Many will do a combination of both. Be careful you’re not just working with a typist that will take your answers and make them look pretty. The interview should delve deep into your goals and interests and what you uniquely have to offer

It’s up to the client to be a fully invested partner in the process in order to produce the best results. You have to be willing to provide information. Expect to invest time in the process.

Time Line

Don’t call the day before your big interview and expect to get a professional resume. There was agreement that it should take anywhere from 5 to 14 days for the first draft to arrive. Resume revisions are expected and generally done as part of the overall cost. However, everyone puts limits on revisions in terms of how long you have to ask for them and how many they are willing to do.

Resume Length

General agreement was that resumes should be two pages, except for more junior or entry-level clients. “The resume should be long enough to contain essential information and not any longer. My almost unbreakable rule is not to exceed two pages. You have to match the attention span of people reading it. I’m always striving to get to the essential core,” commented Kursmark.

Cost

You should be able to get a quality resume for between $400-$600 if you’re a mid-level executive. If the price is below $200, that’s a red flag. A senior level executive should expect to pay between $700-$800. A C-level executive might pay up to $4,000, but that price generally includes some personal branding and coaching.

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Dear Bev: Is there such a thing as social media etiquette?

Jun 23, 2009

By Beverly Weinstein

For job hunting and personal branding, social media is a free and easy way to network and communicate, but as more and more sites are bombarded with business banter, it’s essential not to cross the line between strategic networking and shameless self-promotion.

Social networking began, as its name suggests, as a purely social tool, and while some sites target the professional pack, such as LinkedIn and Plaxo, most still retain a social aspect that should be respected. For those who want to take the leap and combine social and professional, there are a few things to keep in mind.

Keep it Social on Facebook and Twitter

Facebook’s professional potential is being realized far more than in the past and having taken to the Twittersphere in recent months to engage with readers and answer more career questions, I’ve learned that many users aren’t looking to engage; they’re looking to sell, sell, sell.

·Your contacts are friends, not an audience
It’s important to remember that when you invite someone to connect on Facebook, you’re sending them a “friend request,” not a business contract. Send friendly notes and wall posts, not robotic blurbs filled with advertising jargon. Too much advertising is viewed as obnoxious on these sites, where the core goal is friendly and mutually beneficial interaction.

·Don’t bombard people with too many links
Linking to your blog or Website is the best way to make interesting content you have to offer go viral, but sending out 50 reminders a day is overwhelming to readers and likely to get you ignored or worse, “de-friended” or “unfollowed.”

·Engage
Networking is a two-way street and only working for yourself is a quick route to isolation. Read what other users post, comment, re-post or re-tweet it if you like it. In other words: converse with people, don’t just talk at them. When you do promote a service, ask your connections what they think about it, for suggestions and opinions.

·Unite the personal and professional
While some might find it strange that people update their status with their every waking thought or action, posting more personal messages humanizes your digital presence and lets your connections in on your life, not just on your business. People are much more likely to be interested in what you’re doing if they understand your endeavor and the person behind it.

·Control Your Twitter Impulses
Follow someone, they’ll follow you. It’s pretty much how it works on Twitter. Many users want lots of followers, but don’t want to deal with sifting through tons of useless messages. But don’t follow people, just to un-follow them once they’ve returned the favor. They’ll notice and do the same. Use an application like Tweet Deck to sort your contacts into groups. Seek out people who would benefit from your product or brand. Creating the perception of popularity won’t get you ahead.

Be Polite on LinkedIn

It might sound obvious, but some people forget their manners in virtual interactions. LinkedIn, as the premier professional network, can serve job hunters as a gateway to a pool of potential employers. But pushing yourself or your brand on practical strangers won’t get the kind of attention you want.

·Gate Keepers
One important feature of LinkedIn is the ability to request introductions to second- and third-degree connections. But do as you would in real life; don’t just assume someone will do this for you. Ask nicely and be sensible. Asking a direct competitor for access to a connection they have doesn’t make a whole lot of sense.

·Don’t Make it Awkward
If you met someone once at a networking event or symposium and want to connect with them, be sure to write a personal note reminding them who you are. Without some context, you put them in an awkward spot and might be deleted as spam.

·Keep away from strangers
Don’t try and friend people you don’t actually know in real life. Some sites, like Twitter, are more accepting of this kind of interaction, but LinkedIn has a gated-access policy that requires you to have had a previous interaction with your connections. Don’t try and connect without an introduction. You’ll be viewed as intrusive.

Learning to engage most effectively on the Web is a process, especially as new innovations and techniques arise. Ineffective techniques, however, will lead you to networking dead ends.

Alyse Walsh contributed.

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Dear Bev: "OMG I can't wear flip-flops 2 work?" How do I keep my Gen Y employees buttoned up?

Jun 16, 2009

By Beverly Weinstein

It’s not the beach, it’s not a club, and it’s certainly not a car wash. It’s an office. These are the words that more than one senior-level executive used in recounting the challenge of keeping Gen Y employees in appropriate attire during the summer months.

Times have certainly changed since Sigourney Weaver gave “Working Girl” Melanie Griffith a little talk about her office appearance. We’re talking bigger problems than “rethinking the jewelry.”

As East Coast temperatures steadily climb, senior managers say it’s their texting, tweeting and flip-flop-wearing employees — many of whom are starting their first corporate jobs — who unbutton a few too many buttons and raise those hemlines. So how do those in leadership positions deal with the issue of how much is too much?

“The Conversation”

Broaching the subject with young guys is easier; most of the men I asked steered clear when it came to talking to young women on the issue of “inappropriate” female attire. The one exception I found called his wife for advice before he delivered the news to an under-clad employee at his company’s annual off-site.

The most common default to handle this somewhat sensitive subject is to turn to a younger, but still more senior, female in the department. Conversations are straightforward and generally include what’s expected in terms of office attire and the potential negative impression of an office fashion faux pas.

HR departments have also been enlisted to either have “the talk” or offer advice on an appropriate approach.

Keep Them Cool

There were some unique techniques to avoiding the issue of overexposure. “We keep the AC cranked all summer. Trust me, everyone around here is wrapped in layers of clothing,” one senior female executive told me with a wry laugh. “And yes, every summer, the guys come to me and plead to have the temperatures turned down a few notches. Never happens!” Problem eliminated, although not the greenest solution.

More Guidelines For New Grads

An informal call to some Gen Y employees revealed that they are being better informed on how to navigate dress codes by college career centers. (Rutgers, for example, provides dress-for-success advice to its graduates). Some corporations also offer advice on employee Web sites.

A Different Kind of “Working Girl”

Generally, once an employee is off the clock, what they decide to wear is strictly up to them. Are there exceptions? Not usually, but I did find one particularly amusing instance where that wasn’t the case. It seems a young female account executive worked nights as a pole dancer. When clients became customers and someone delivered a video to her boss, out-of-the-office attire was no longer out of bounds. “I had to give her an ultimatum; you’re either a pole dancer or an account executive.” She chose her night job. “It was probably a bad long-term decision. I think AE’s have a longer career span,” he concluded with a shrug.

Watch more Working Girl videos on AOL Video

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Dear Bev: I have a new boss and she/he's fixing things that weren't broken!

Jun 09, 2009

By Beverly Weinstein

You’re a senior level executive and your job was great, it was challenging, you knew what was expected, and then suddenly you have a new boss. Overnight, everything changes. Priorities are shifted, new procedures are instituted and it seems every day brings new frustrations. You vacillate between anger and depression but mostly you wonder if this situation will ever improve.

As soon as you realize it’s up to you and not your boss to make it better, the faster it will be. That’s the advice of Cynthia Hayes, a New York-based leadership coach.

“The higher up you are in an organization, the harder it is to cope with a transition to a new boss,” explained Hayes. “Senior executives generally accept a new position based on who he or she will be working for. When someone new comes in it feels like the rug has been pulled out from under you.” In contrast, she added, “When a more junior employee decides on a job it’s more about wanting to work for a particular company or in a particular role.”

Hayes explained that losing an old boss and getting a new one can set off a series of emotions. It begins with a sense of loss and grieving, moves to anger and depression but ultimately the goal is to move as quickly as possible to acceptance.

New Boss: Is it the end of life as you know it?

According to Hayes, the first emotion your likely to feel is grief.

“The grief is related to the fact that you’re letting go of something. Even if you didn’t love your job, you knew what your job meant and what the boundaries were. Change to a new boss is an end to the life you knew.”

Get Mad but Get Over It

From grief you go to anger.

“You start with stability and then change is inflicted. You don’t know how to act now that there’s a whole new set of rules.” Hayes acknowledges the importance of being able to vent your anger but suggests that you deal with it as quickly as possible. “Whenever there’s a change we tend to glorify the old. It’s helpful to make a list of all the things you didn’t like about how things were. You’ll probably realize it wasn’t so golden after all.”

“Now think about the positives in the new situation, no matter how minor they may seem,” she says. “In addition, finding the good traits in your new boss can help move you into a positive mindset. Consider that one benefit is having a fresh set of eyes to look at things. There’s personal growth to be gained in developing skills in how to deal with someone new.”

Make It Work

Hayes cautions against taking the attitude that it’s your boss’ responsibility to make things work. It’s important to take responsibility for accepting the change. “Become an active participant in making the change work for you.” If your boss is coming from outside the company, he or she has a myriad of things to digest and may not be as communicative initially as they will be later. “The more you can do to make it easy for your boss, the easier it will be for you.”

But, I Wanted That Job!

If you thought you should have had your old boss’ job, you’re feeling a double sense of loss. In cases where you didn’t get the promotion, you’re probably more likely to get stuck in the anger phase, Hayes says. “It’s even more important to understand the strengths your new boss is contributing if he or she has been chosen over you.” She added, “It’s generally an indication that something is missing in your bag of tricks. This is an opportunity to learn from your new boss about those skills so that you’re better positioned for the next opportunity.”

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Dear Bev: Job hunting sends me across New York City. But unemployment means no office to rest in between stops. How can I still look my best at my next appointment?

May 28, 2009

By Beverly Weinstein

You already know how important it is to look your best in a job interview. But with temperatures starting to rise, the unemployed networker will be braving smoldering subways and pounding the white-hot pavement only to risk showing up for their next appointment with wind-blown hair or a sweat-marked shirt. To help beat a summer meltdown, we are offering a list of Manhattan’s best “rest stops” compliments of Frances Croke Page, a media and marketing veteran with a discriminating eye and a knack for organizing information.

“Tucked inside and next to office buildings, there are wonderful oases where a weary job seeker can sit down, take a breather and even use the restroom to emerge fresh and re-energized,” said Page. She originally developed the list as part of an interactive online database for holiday day-trippers, ChristmasTimeInNewYorkCity.com.

The same information would be useful for people who used to have an office in the city and are now commuting in every day and going from meeting to meeting. Page agreed to revise the list with an eye to warm weather job hunting.

According to Page, her research led her to discover that there is more than 3.5 million square feet of public space in NYC. Here’s a partial sampling from her list; it includes some of the most surprising and accommodating locations where you can take a rest and cool down before rushing off to your next meeting.

(*Tip: While Page’s list guarantees refinement, if you just need a quick bathroom stop, you can download MizPee on your mobile device to find the closest facilities to your location at MizPee.com)

Midtown Manhattan

Olympic Tower Atrium Public Space – 645 Fifth Avenue This little-known gem is quite possibly the best privately owned public space in midtown Manhattan, opposite the north side of St. Patrick’s Cathedral. It even has a free museum downstairs, thanks to the Alexander S. Onassis Public Benefit Foundation. The pleasant amenities on street level include tables and chairs for the public alongside a small food counter, modern artwork and a museum shop. The bathroom is small and very clean. There is also a small cafe serving Greek-inspired dishes. (You do not have to buy something to sit down.)

Rockefeller Center-30 Rockefeller Plaza from 49th- 50th Streets and 5th to 6th Avenues

Aside from being one of our iconic tourist attractions, Rockefeller Center boasts a large underground city, complete with retail stores, quick food stops and elegant dining. The grandeur of the 10 building complex, with its art deco magnificence will buoy your spirits and remind you why working in this magnificent city is worth the trouble. The complex was built during The Depression, with faith that better times would return. Lots of tables and chairs and a large public bathroom on the underground concourse level (the same level as the ice rink/summer patio dining) make this is a great spot to take a break from summer’s heat or a sudden rain shower. The expansive bathrooms are next to the restaurant ’Witchcraft and the Swarovski Crystal store. They are clean, with over 20 stalls.

Heading for an interview? Step up at Eddie’s Shoe Shine at the 6th Avenue side of the lower concourse and get your shoes spruced up while you get to put your feet up. (Eddie’s also has a location downstairs at Grand Central.)

New York Public Library, Mid-Manhattan Branch-455 Fifth Ave.

The Rose Reading Room, a remarkable, two-block long space is open to the public as are the library’s exhibit areas. The room also has an open stacks area, computers, free Internet access and a laptop docking service.

Lord & Taylor Star Spangled Banner Break Spot- 424 Fifth Ave. between 38th and 39th Streets.

9:30 in the morning may seem early for a break, but if you are at loose ends between a breakfast meeting and a mid-morning call, you can get in from the elements and have a seat in one of the folding chairs in the foyer of Lord & Taylor before the 10 a.m. opening. The lights are dimmed and music is played softly inside until a few minutes before 10:00, when “The Star Spangled Banner” is broadcast. It’s a heartwarming way to take a break and a great place if you need a fresh accessory for that interview suit. Bathrooms are located on upper floors.

Downtown

Winter Garden Atrium at the World Financial Center – Vesey Street and West Street

Art, music and performance events are all free here, so a break can include a little song and dance as well as a bite to eat. Check out their Web site for the events calendar and map of the complex. Two levels provide an impressive and soaring space. Bathrooms are on the Winter Garden’s street level.

A complete listing of France Croke Page’s convenient New York City locations to rest and recuperate is available at http://dearbev.com.

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Dear Bev: I've heard about new sites and applications for networking and job search. Are there any you'd recommend?

May 12, 2009

By Beverly Weinstein

There seems to be a steady stream of online tools, widgets and apps that are launched regularly. The challenge is sorting through the information and picking a few that will be genuinely beneficial, not only for your job search and personal branding but with social networking related to that search. Below are a few suggestions and tools worth checking out.

Online Resumes: Today’s Gimmick or Tomorrow’s Must Have?

Multiple Web sites are now offering tools to create a virtual resume.  While you still have to do the work of writing a compelling CV, design features and expanded content capabilities are what these sites are all about. Virtual resumes potentially allow you to stand out in a sea of job seekers.

Some of the sites charge a fee, but I liked the free one, VisualCV.com, which is growing at a monthly rate of 20%. Begin by importing your LinkedIn profile or upload the word or PDF resume you currently use. That’s just the beginning. What sets virtual resumes apart is the ability to feature videos, photos, a portfolio of your work, employment history, charts, graphs and more. Instead of sending an attached file, you send a URL to your online resume. For potential employers, that eliminates printing and computer memory usage — and it’s green.

Will virtual resumes be the new standard? That’s tough to say, but it’s worth some time and experimentation in its early stage.

Social Networking Made Simple

Social networking is now an acceptable job search tool. I’ve done a column on my favorites, which include LinkedIn, Facebook and Twitter, but the latest trend is simplification. Here’s a quick reference chart on some of the sites I’ve found useful in bringing multiple sites together with one app and saving time by not having to constantly log-in.

If you’re looking to promote your business or brand during these tough times, take a look at PitchEngine.com. Create a press release online that gets pitched out to a collection of hungry writers and eager readers who subscribe to the site. It offers a more conversational approach to PR, and you can engage readers with multimedia content, instead of plain old text, that will be shared on GoogleNews. Your release is free for the first 30 days. After that, you have to pay a fee.

These are just a few of the applications out there and for now, may be useful in increasing your job search efficiency and digital presence.

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Dear Bev: We've had to lay-off staff, but our workload hasn't changed. I don't know how we can still get everything done. Any advice?

May 05, 2009

By Beverly Weinstein

Concerns about less staff to do the same, or sometimes more work, in the wake of major lay-offs is common place across media companies. Managers are also worried about burning out the staff they have left. To tackle this issue, I turned to Leadership Coach Gary Schuman for his advice.

“Sometimes it’s physically impossible for a reduced staff to take on the amount of work that may be required after major staff reductions,” said Schuman. “Let’s say there are 50 things the group was built to do but with less people now they can only do 40. What do you do about the last 10?”

Don’t start with your boss to solve the problem, although you may eventually end up in his or her office. Instead Schuman suggests the department manager along with his or her team take the first steps in tackling work load issues. “Being willing to go up the ladder to fight for your people is a big move, but don’t go unless you’re well prepared with specifics and suggestions,” advised Schuman. The following will give you some ideas about how to start the process.

Building a Map/Setting Priorities
1 – Bring everyone in your group together to map what the department is responsible for doing.

2 – Establish priorities from high to low.

3 – Examine work load distribution. Are some people super swamped and others able to take on more work? If so, consider redeploying work based on key priorities that have already been outlined in the mapping process.

4 – Is there any work that can be pushed to other departments?

5 – Are junior staff members and entry level assistants being fully utilized? Consider enriching their jobs and giving them more responsibility.

6 – Can you take on non-paid undergrad or grad school interns? (There’s even a movement afoot for “executive” interns, basically people that may be unemployed and willing to work for free in order to learn a new skill set.)

7 – Are there reports that are being done out of habit more than out of necessity? Can any of these be eliminated?

Process Improvement

Schuman also suggests that you may want to look at process improvement. Processes that have been around forever may be inefficient. Making them more efficient not only is an effective time saver but it makes people feel better about their job. GE’s Work Out Program is a great source of information on this topic, says Schuman. "Just try Googling “GE Work Out” and there are 700,001 entries. That’s more than enough to get you started."

Once you’ve done your mapping, built your priority list and considered all of your options, there still may be too much work to do. Now it’s time to go to your boss for his or her advice, but you’ll be having the conversation armed with specifics. There’s a good chance you’ll not only come away with some much needed help but you will have earned respect from your staff and from your boss for undertaking the process.

Consequences of Burn Out

“You can only burn people out for so long,” Schuman said, as a final caution on what can happen if you don’t address the workload issue. “Yes, it’s a terrible economy and everybody is expected to do more, but if they hit burn out they become less efficient, get angry and lose their emotional commitment to the job. And once the economy improves, it’s always the best people that will leave you first if you haven’t dealt with the issues.”

Gary Schuman is president of New York based CDL Consulting, who works with senior executives at several of the major media companies.

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Dear Bev: What do I say about money when my past job paid more than the one I'm interviewing for?

Apr 30, 2009

By Beverly Weinstein

In a market with more candidates than jobs, a willingness to be flexible on title and salary is more and more commonplace. So how do you position yourself as a genuinely interested and qualified candidate versus someone that’s overqualified, needs a job and will jump ship when a better opportunity comes along? For some expert advice I turned to the Cable and Telecommunications Resources Association (CTHRA), a nonprofit organization with 1500 members representing over 100 companies. Following is some great advice from a sampling of their members:

How can candidates express through their resumes that, although they may seem overqualified for a position, they are indeed invested in the opportunity and not just looking for a pay check?

CTHRA: We have two pieces of advice. First, abandon a traditional resume format focused on titles and promotions, and instead create a resume that highlights significant accomplishments and experiences. Emphasize your span of control, impact on the bottom-line and contributions to the overall health and growth of the organization. We believe a bio format helps focus the recruiter/hiring manager on the relevant skills and qualifications and frees them from focusing merely on level or title.

Next, leverage your cover letter to:

1) Call attention to the credentials you have that match the description of the position;
2) Specify that your prior experience will allow you to have a greater impact on the organizational goals sooner than less experienced candidates;
3) And explain that you are seeking more than a job title and detail the characteristics that you admire in their company: financial security, potential for upward mobility, reputation, health and welfare benefits, etc.

Should an applicant downgrade his or her former job title(s) on a resume, say from an SVP to a VP?

CTHRA: Never put anything on your resume that isn’t true. You’re working to prove to a potential employer that you are honest and trustworthy. The last thing you want is to lose credibility by being caught in a lie.

Keep in mind that most hiring managers recognize that titles are indicative of an organization’s culture and they tend to vary from company to company. So a VP title in a smaller company may be equivalent to a director title in a larger organization.

If you’re applying for a VP level position in a similar profession and recently held a SVP or higher position, focus attention on your skills, qualifications and contributions instead of the title.

Is there a good answer to questions about recent earnings, especially if you believe you were earning significantly more than the job you are interviewing for has to offer?

CTHRA: The state of the economy has caused many companies to scale back compensation components (base, bonus, etc.). As a result, employers and candidates have had to reset their expectations when it comes to salary. This reality can be woven into you’re your reply.

Start by asking what the salary range or budget for the position is so you can appropriately couch your reply. Then, be transparent and honest about your recent earnings. Given the current marketplace, if you’re willing to accept less than in the past, say so, and provide the range you’ll consider. You can couch that reply by adding that rather than focusing solely on starting base salary, you’ll consider all the company has to offer such as benefits, work/life balance emphasis, growth opportunities, etc.

“I was fortunate to have a good career w/ company X where I was able to advance my earnings by proving my value to the organization through my contributions. I learn fast and work hard, so I am certain I can do the same within your company.”

How does an HR professional present an overqualified candidate to a hiring manager in a way that’s not threatening?

CTHRA: A good recruiter/HR professional always knows how to position candidates in a manner that the hiring manager feels like he is in control of the process and is getting the best results from the HR team.

“I have a candidate for you to interview who I believe will bring energy and new ideas, with the ability to step right into the open position-making your job easier.”

When interviewing with the hiring manager, should the candidate bring up the issue of being overqualified?

CTHRA: No. We advise candidates against using the word overqualified in an interview to avoid appearing arrogant and a poor fit for the job. Also, imagine if the hiring manager has doubts about the person’s qualifications, but the candidate starts talking about being overqualified. Then the candidate comes off as presumptuous. It’s best to simply avoid using the word at all.

How should the candidate reply to an interviewer who asks whether or not he or she will quit once a job with his or her old title and salary becomes available?

CTHRA: Answer with an emphatic, “No. After researching this company and meeting [insert various individuals working within the company], I am excited about the possibility of being part of the team. I am willing to make a personal commitment to you and this opportunity, and I expect that if I deliver results, I’ll be given the opportunity to advance my earnings and position within the organization.”

For more information on CTHRA go to cthra.com

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Dear Bev: Are there any particular skills ad agencies are looking for when they hire for digital media jobs?

Apr 21, 2009

By Beverly Weinstein

At a recent industry conference, one panelist claimed that if someone was a whiz at Sudoku, it was a pretty good bet they’d do well in digital media. While that may be a good start, my guess is you need a few more qualifications to get a digital planning or buying job. I asked some well-regarded senior level digital media executives for their opinions. The answers I got all pointed to the brainy tech savvy, digitally evolved candidate – in other words, a millennial. And then I got an unexpected earful on challenges that come with a millennial-centric staff.

The Basics
There was general consensus that strong math skills are key for a digital candidate. “It’s not simply someone that’s comfortable with numbers, I’m interested in someone that has great math skills, a passion for the medium, and can also mine data and build stories,” said one agency managing partner. Another wanted someone that could get excited by a 1,500 line spread sheet.

But beyond that, there’s a level of creativity and flexibility that’s called for. “People that don’t need four corners,” said one digital pro. “This isn’t a business where you follow steps one through ten. We’re constantly changing and defining the way we do things.”

Talk the Talk and Walk the Walk
Are they on Facebook? Is it part of their daily routine? Everyone nowadays can use the internet, but having it be a veritable part of your life is different and it’s the younger tech savvy crowd that brings this to the table. “I want a person that lives and breaths digital and understands it from their personal experiences,” said the managing partner.

Another executive asks applicants what their favorite web sites are. “I’m not very excited if all they tell me is Yahoo and AOL. The more niche it is, the more likely this person is really involved in the web and that’s a plus for me and my clients.”

Barrier to Entry: It May Be Your Age
These skills are an easy fit for a Millennial but how about if you’ve been on the traditional media side and want to switch? There’s a perception that after you’ve worked in traditional anywhere from seven to 10 years, the digital media side may not be welcoming you with open arms. Some of the executives I questioned thought the switch would prove difficult and others thought it was less about age and more about attitude. Said one executive, “It’s less about age and more about mindset. It doesn’t matter if your 20 or 40 – it’s a complex medium but if you can embrace it, you can do it. It might be easier for the younger generation but at end of day it’s whether you want to learn it or not.”

Millennials Rule
Everyone acknowledged that the opportunity to climb further faster is on the digital side. “We have a digital media supervisor who is 23 and their counterpart on the traditional side is 30,” admitted one interviewee. Another commented somewhat tongue in cheek, " I have friends that have crazy titles and they’ve been in this business for 20 minutes."

“We’re promoting people too quickly, but one agency does it and the others follow. The digital business is scaling more quickly than the talent.”

All of the executives found their younger counterparts to give off a premature sense of entitlement. “I’ve got a department of high maintenance kids,” said one. “On the traditional side there are more adults, more rules of business. That’s not the case in digital yet. They grew up in this media and have been able to move through very quickly. In the past you had to win your stripes.”

Read the article on MediaPost: http://tinyurl.com/dl2vrv

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Dear Bev: In the wake of major lay-offs how can I keep my staff engaged and energized?

Apr 14, 2009

By Beverly Weinstein

I’ve dealt out a lot of advice for the victims of lay-offs but times can be tough for senior managers left with the task of keeping morale high in the aftermath of a wave of lay-offs too. Many find themselves with anxious or even traumatized staffs and, in this environment, leadership skills have never been more important. For some insights into how to answer leadership challenges, I turned to Dr. Gary Schuman, President of New York based CDL Consulting, who works with senior executives at several of the major media companies.

Survivors Guilt

Schuman pointed out that even though someone has been fortunate enough to keep his or her job when coworkers and friends have been caught in lay-offs, survivor’s guilt is not un-common. It’s critical for managers to consciously take actions that lower the anxiety level. “These are time when leaders have to lead,” said Schuman. “It’s very tempting right now to keep your head down, but if most people in your company have their head in the sand, picking your head up is a smart move and it’s the right thing to do.”

Be Visible: Managing by Walking Around

“This may sound trite, but management by walking around is important. This is a time when leaders need to be very visible.” Schuman added, “A leader should make it a point to connect personally with each of his or her staff members. Try randomly dropping by someone’s office for a cup of coffee or just to talk. Ask them what they’re working on. See if there’s anything you can do to help them. Let them know you’re there for them and do something that let’s them know their contribution matters.”

Schuman went a step further by suggesting that if you’re at a very senior level, you might initiate a skip level listening tour. “Consider reaching down one or two levels. Try to find out what people are feeling and what may be getting in their way of doing their best work. This can be very powerful. I’ve seen organizations do this and if done sincerely, it works brilliantly”

Have Regular Staff Meeting, Find Time To Have Fun

Mangers should set up full staff meetings on a regular basis, advised Schuman. “Make sure your meetings are substantive and strategic. Talk about issues and not just report outs. Invite staff to brainstorm ideas that help them relieve some of the job stress. I would also try to doing something special or fun with the group and if there’s a reason to have a celebration and it feels authentic, do it.”

It’s important to do things to make people feel they belong again. It helps create a sense of stability in the group.

Talk About the Recent Downsizing

Consider putting the issue of your recent downsizing on the table at one of your staff meetings. It’s probably there anyway as the elephant in the room. “It’s a sign of courage to open that conversation,” Schuman said. "If you’re worried it will be clumsy, consider getting some coaching for HR or better still, invite them into the meeting to help facilitate.

Watch for more questions and answers on effective leadership from Gary Schuman in coming weeks.

Read the article on MediaPost: http://tinyurl.com/dkk484

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Dear Bev: How do I break through the clutter of job seekers and actually get a face-to-face meeting?

Apr 07, 2009

By Beverly Weinstein

The simple answer is to use your network or your network’s network. Of the dozen media executives I polled all agreed on the importance of personal referrals. Comments from one executive vice president sum up sentiments, “Like the Good Housekeeping seal of approval, relationships are the keys to open most any door.”

In person interviews take time and that’s something most media executives are short on. “There are just so many people looking for jobs. As much as you’d like to see someone the sheer numbers make it impossible,” observed another EVP. “The only thing that will get someone in the door is a call from a business or personal friend I really respect asking me to see the person. Even if nothing is open now, I’ll see them for the future.”

There are other approaches, but most rely on putting networking to use. A digital veteran who has worked at some of the major portals had some suggestions. “Candidates can check my profile on Linked In or Facebook, find out where I’ve worked in the past or they can search their contacts to find out who they know that might know me. Then send me an email, give me the relevant connections and don’t forget to tell me something about yourself. There’s a good chance I’ll respond.”

How many people have tried this technique? He estimated fewer than 10% adding, “In this market, you can’t underestimate the value of relationships. If you know how to use them it separates you from the crowd.”

Other executives suggested that candidates offer a solution or an idea related to their business. They can also emphasize specific experience that is relevant. “The goal of a successful communication is to get me to keep reading,” said one executive. “To do so, you have to capture my attention in the heading or the opening phrase. Intrigue me, challenge me, and flatter me; whatever it takes to differentiate you from some spam or junk mail.” He ended by again emphasizing, “Never underestimate the value of flattery.”

Other executives cautioned on sending “boilerplate” emails. “They just don’t work. Try giving me the top ten reasons I should hire you and make sure they relate back to my company’s business.” When I asked how many candidates tried these techniques, surprisingly almost none was the most common answer.

There is a chance you might get lucky with a phone call if your target happens to answer. “If they catch me on the phone and get my attention, I’ll definitely see them, but I don’t pick up my own phone that often.”

What is the fate of most unsolicited e-mail without a connection or a compelling hook? Here are some typical responses: “If I don’t know the person, I hit delete.” Or “I forward the email to my HR department. I have no idea what they do with it.” Or “I send a nice response but then forward to HR.” A few executives claimed they will generally respond to unsolicited e-mail but even so it rarely results in getting a meeting.

(A few tips on finding a business email address: Call the person’s office and ask his or her assistant to give it to you. Sometimes a company operator will give out e-mail addresses. You’d also be surprised at how many executives give out their email address on voice mail messages. Finally if you know the email format for the company, you can make an educated guess at what your target’s address will be.)

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Dear Bev: What Kind Of Advice Are Career Coaches Offering In This Challenging Employment Environment?

Mar 23, 2009

There is no one size fits all answer to effective job searching in, what everyone agrees, is the toughest employment market in years. But one coach I talked to emphasized that it all begins with having the right attitude.“The first thing I work on is helping people change their mindset,” explains Eileen Wolkstein, a career consultant and executive coach. Sure it’s a tough economy, she says, and there may be fewer jobs but there are opportunities. “If you are in a mindset that there’s nothing available, it’s self-destructive.” Wolkstein is also the Director or the NYU Silver School of Social Work’s Division of Lifelong Learning and Professional Development.

Another attitude adjustment technique Wolkstein suggests to her clients is to reinforce their market value. She advises that they write out “hero stories” to re-identify their strengths. It enables them to remember the potential they have and reminds them what they can offer a new employer.

“Go back to the most recent time when you felt most successful and most on your game,” she advises. “Hold onto that image.”

Once a job seeker has taken on the right attitude to engage with the job market, Wolkstein says, they are in for a challenge. But one she’s seeing her clients succeed at.

“Job seekers in this economy must be more resilient, more creative, and more assertive,” she emphasizes. And for many of Wolkstein’s clients, stepping up their game means coming outside of their comfort zone.

“People are afraid to talk to someone they haven’t spoken to in six months,” she says. “I can’t network that way, I can’t call that person, they say.” But Wolkstein urges job seekers to overcome their feelings of shame and fears of networking rejection. “The worst that can happen is that you won’t make a connection.”

Wolkstein helps her clients with role-playing to prepare for networking on a new level and always suggests meeting in person over a phone call. If you’re meeting with someone you haven’t spoken to in a while, she says, make your first interaction one in which you just catch up over breakfast or coffee before diving into job seeking mode. Ask the contact for their perspective on the industry, don’t ask the abrasive questions like, “What should I do?” and “Can you get me a job?” You want to be assertive, Wolkstein advises, but not aggressive.

Another tip she swears by when meeting with an industry contact is to have something to offer them. Staying in touch with industry news is key in having information to share and something to bring to the conversation.

“The process of networking is only one angle,” says Wolkstein. “But that’s where people who are really good networkers are doing much better. I see a substantive difference.”

Another networking tip Wolkstein doles out is for the jobless to consult or even volunteer while finding new employment. Many of her clients have added skills to their resumes by taking on tasks that not only keep them busy, but allow them to meet new contacts and build new skill sets. There may not be a paycheck, she says, but the ability to add a new skill or experience to your CV is valuable in and of itself.

And for those professionals that are still employed, Wolkstein has tips for you too.

“Re-do your resume now,” she says. “Make sure you’re networking internally and externally with the people you know you really want on your radar screen. If there’s a course you’ve been meaning to take, do it and see if your company will pay for it. Stay engaged and ramp up.”

And for all involved in this messy job market, she urges to make time for yourself, whether it’s doing yoga or taking a long walk. “And if you’re in the city?” she says. “Get out!” Make time for pleasure and de-stress before you jump back into the game.

Read the article on MediaPost: http://tinyurl.com/chqrt7

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Dear Bev: What Do You Think About Handwritten Thank You Notes As A Follow Up To An Interview?

Mar 16, 2009

My first instinct is that handwritten anything is outdated. But I decided to check with a cross section of hiring managers to get their opinions. To my surprise, most of my informal survey group said it was a good idea.Included in my sample were men and women from traditional and digital businesses, agencies and media organizations, ages ranging from late 20s to late 50s, and all at least at a director level.

Most everyone agreed that handwritten notes are more thoughtful, personal, warmer and a surefire way to stand out from the pack. The downside is timing. The U.S. mail is slow and may not always be reliable. Take note though, it only seemed to be an issue for digital executives and by no means all of them.

Here are some specific comments on the pluses of handwritten responses:

“I think a handwritten note in today’s “always on” world is the most thoughtful and productive way to thank someone." ( Digital Sales VP, mid-30s)

“If it’s someone I’ve never met or a young person, it’s a great way to follow up and show interest. It carries a lot of weight with me but only about 10% of candidates do it.” (TV Sales EVP, mid-50s)

“I really love getting a written note but if the candidate isn’t right for the job, in the end it doesn’t matter.” (Digital Agency Director, mid-30s)

“I like it but I don’t expect it. It is definitely a positive whereas email is a neutral. I think it shows good manors and that someone is willing to put in more effort.” (Traditional Agency EVP, mid-50s)

“I think follow up is pretty key. A handwritten note has a positive effect in the long term. It’s not just about the job at hand; it’s also about the next job that becomes available”. (Digital VP, 30s)

But not everyone was as enthusiastic. There was some cautionary advice about the importance of a timely response, all of which came from executives in the digital space. Here’s what some of them had to say:

“I think email is fine. It’s the defacto communication medium of today. The most important thing for me is actual response on the same day. If they email me the day after, I may have already forgotten about them.” (Digital Sales SVP, late 20s)

“Email gives you instant feedback. I always think if I don’t hear back from the candidate right away there probably isn’t interest”. (Digital SVP, early 50s)

“A few months ago I interviewed three candidates back-to-back for an opening I had to fill in a week. Two candidates sent me an email follow-up the same day. The third sent a handwritten note that took two to three days to arrive. I would caution that the response time is relevant when all things are equal. I will admit though, that I thought the handwritten note stood out.” (GM Digital, late 30s)

Bottom line, the handwritten note definitely gets you the attention even if it doesn’t get you the job. Digital candidates beware, you may want to double up with an email and a handwritten thank you.

Read the article on MediaPost: http://tinyurl.com/c79nht

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Dear Bev: Is It A Good Idea To Name Drop In An Interview?

Mar 10, 2009

The name game can cut both ways, so think twice before you decide to play. Mentioning the right name can be a conversational ice breaker. The wrong name not only won’t help, but in fact may hurt your chances to make the right impression. Drop too many names and it could mean game over.Know your Audience: Do some homework on the person who will be interviewing you. LinkedIn is a good place to start your investigation. Find out where he or she has worked in the past, and what clients he or she has worked with. Your goal should be to get a better sense of whose name you might want to drop. If your research leads to someone you have in common with the interviewer, better still. Reach out to that mutual friend and find out as much as you can in advance of the interview.

Unintended Reference: Before you drop a name, consider that you may be providing a reference. It’s not unusual for people in the hiring chain – recruiters, human resources executives or hiring managers – to do some off the record reference checks. Any name you mention becomes an easy starting point to check you out.

Don’t Oversell Your Relationship: You’ll look pretty clueless if your “good pal,” whose name you’ve dropped, says he or she doesn’t know you well enough to give an opinion on your skills or work record.

There’s a Limit: Drop a few names – no problem. Drop too many names and you risk coming off as arrogant. If your intention is to convey you’re connected, there are better ways to do it.

Two Can Play: It’s not unusual for an interviewer to try to gage your relationships. Anticipate some name gaming from the other side of the desk. He or she usually wants to get a sense of how wide and how deep your relationships are, and whether you’ve interfaced with stake holders who will be helpful to you in this new job. Be warned again, this is another way to collect some off the record references.

Bottom line: Be a conservative name dropper. Make those contacts work for you, not against you.

Read the article on MediaPost: http://tinyurl.com/d3tvg5

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Dear Bev: I'm on Facebook, Twitter, LinkedIn, and more! Now what do I do with them?

Mar 02, 2009

Everyone is all a twitter (pun intended) these days with social networking sites. We’ve got profiles and friend lists, groups, photos and tweets! But how does all this translate into superior networking opportunities or better yet job opportunities? Great question.It seems to be an accepted fact today that these social tools aid in expanding and growing your network or your brand and can lead to endless opportunities. But in 2006, two years after Mark Zuckerberg unleashed Facebook onto the Web, job candidates were warned of the consequences of allowing potential employers access to your profile. While this warning was meant mainly for recent college grads who often displayed photos showcasing their undergraduate escapades, a resounding “beware” rang out across the internet and many users feared mixing the personal with the professional. But those days are indeed over. Privacy options and more caution in content have quelled these concerns over the past three years and now, literally everybody’s doing it. But don’t be ashamed if you’re amongst the late bloomers, and there are many, who are still struggling to use these sites to their highest potential.

Firstly, sites like LinkedIn, which are geared towards the professional crowd should indeed be treated as a virtual resume. Recruiters and hiring managers frequent these spots to find candidates as well as to check on applicants’ backgrounds. Aside from developing a shining profile filled with recommendations from colleagues and former employers, the key to establishing a presence on LinkedIn is to connect, connect, connect. The more connections you have, the more networks you cross into it and the more likely you are to be found in a recruiter’s search and likewise the more likely you are to find someone you’re looking to network with. The search function on this site allows people to view the profiles of those they are connected to and those that are connected to their contacts. Think of it like six degrees of Kevin Bacon. And like Facebook, you can always keep your contacts private to protect them from anyone looking to swipe up your hard earned Rolodex.

The rule of connecting like crazy still stands on Facebook and the like, but instead of waiting for someone to find you or sifting through thousands of profiles, you may want to opt to make yourself known with a swift and easy “status post.” Typing in a quick request – Anyone know of an opportunity in digital ad sales in Chicago? – is likely to be seen in the Newsfeed of all your connections. You can reach literally everyone you know and who knows who might have a tip for you.

This technique is the main function of Twitter. There’s no detailed profile involved. Simple one-line “tweets” will reach all your “followers” and like all the other sites, the more people you follow, the more will follow you. These sites are hot and everyone wants to network, it’s relatively easy to acquire a solid group of contacts and start tweeting away.

Another useful tool found on all of these networks, with the exception of Twitter, is groups. Joining groups for people in specific industries or with specific career goals will narrow your aim in sending out messages or finding connections. I am a member of the “Women in Digital Media” group on Facebook where women from across the country who share this field can post job opportunities, seek job opportunities and start conversations relating to the digital world. In addition, the group’s creators have expanded outside of virtual reality and organize events in New York City where we digital ladies can meet up and do some real life networking. Joining this group connected me to over 300 people who I already know work in the digital space.

Already have an internet presence with a website or blog? Well these networking sites can still be useful. Placing links on your site to your social networking profiles can increase your readership or the knowledge of your brand. Setting up a page for your company or brand and getting users to join will make others aware. Remember that Newsfeed? Well if I join a company’s Facebook page, everyone on my Newsfeed will know and maybe they’ll check it out and join up too. The same goes for the other networks. Catching on? You know that phrase, as simple as the click of a button? Well, it really is.

Read the article on MediaPost: http://tinyurl.com/cn9t5j

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Dear Bev: I hate my boss, I hate my job! But how do I say that in an interview?

Feb 23, 2009

My advice is that you shouldn’t, at least not in those words. Negative comments are a sure fire way to be crossed off a candidate list.It’s true that dissatisfaction drives a lot of candidates into the job market, but as one HR professional said, “There are a million and one reasons to give for wanting to leave a job. The last reason you want to use is one that’s negative.”

Very few people will say outright they hate their boss or that he or she is a jerk, but if you imply the same idea then be prepared for the consequences. Expect to be asked why you don’t like your boss and to give specific examples. Don’t be surprised to be asked what your boss thinks of you. If there was ever a wrong turn for an interview to take, this is it.

Criticizing a current or former employer isn’t a great idea either. Interviewers want to know you’re positive and can be flexible. Complaining raises the probability that you’ll be a high maintenance employee in a fast moving media environment. Criticize more than one employer and suddenly you’re the one with the problem, not the companies you worked for.

I asked my ad hoc group of HR professionals and hiring managers how to put a positive spin on a negative experience. Here are some suggestions:

“My boss and I don’t see eye to eye on his/her strategic direction for the company.”

“We’ve had some philosophical disagreements and it’s important for me to believe in the direction a company is moving.”

“Even though, I haven’t always agreed with my boss, it’s given me an opportunity to work through those disagreements in a professional way and learn from the experience.”

“My role has changed and it isn’t what I was hired for. It’s not what I want to be doing with my career.”

“I have reached my potential at the company and don’t see any opportunity for growth.”

“I’m looking for more responsibility and there’s no indication my boss will be leaving anytime soon.”

“I want to be able to make more money.”

“The company has had a lot of challenges and changed direction. I feel it’s time to move on.”

Most of these answers will lead to more questions and probing but you’ll be starting out from a positive and that’s the right tone for an interview.

Read the article on MediaPost: http://tinyurl.com/c2px4m

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Dear Bev: How Should I Prepare For A Phone Interview?

Feb 17, 2009

The simple answer is that you should prepare for a phone interview the same way you prepare for a face-to-face meeting The reality, however, is phone interviews have some unique twists beginning with the fact that most interviewers don’t like them.Phone interviews never replace in-person meetings. They occur as a preliminary candidate screen or because the geography won’t work for the interviewer and candidate, if for example, one is on the East Coast and the other on the West Coast. But beware, a misstep on the phone could mean the end to any more conversations.

I asked some recruiter colleagues, HR professionals and a scattering of clients to weigh in on the subject. Below are some tips on preparing yourself to make a quick, but lasting impression via phone.

Start Strong: Phone interviews are almost always shorter and give you less opportunity to make an impression. For the most part, we all agreed that the first 5 minutes will make or break the next 10 to 20 minutes.

How You Say Something Counts: Be confident, be passionate, and pay attention to cadence and inflection. Sound professional. Don’t use slang and don’t be overly casual, try to keep your “umm’s” and “ahh’s” to a minimum.

Keep it Concise: No one likes a candidate who talks too much. A prospective employer wants to know about your work experience, not your life story. Be careful not to go off on tangents far outside the realm of what is being discussed. Fair warning, don’t be too concise. A one word answer is another red flag for the interviewer.

Listening Skills: It’s important in any conversation to show your interviewer that you’re listening intently, but it can be much more difficult on the phone. Pay attention to questions and stay on point with your answers, make sure they are relevant. And remember, no one likes to be interrupted.

Location, Location, Location.: Everyone has a busy schedule but don’t try to do a phone interview unless it’s the only thing you’re doing. Multi-tasking works for a lot of things, but it’s not a good idea if you’re interviewing. Find a time and location that work the best. Generally that doesn’t include in your car fighting traffic.

Know your resume. Recruiters and HR professionals are most likely to use your resume as a starting point and/or a point of reference throughout the conversation. It may sound obvious, but make sure you’ve got a copy in front of you and that you know what’s on it.

It’s hard to put your best foot forward on the phone, so prepare yourself in advance. Don’t just wing it. The inventor of the phone himself, Alexander Graham Bell, once said, “Before anything else, preparation is the key to success.”

Editor’s note: If you have specific questions about your career in the media industry, please post them below, and Bev will help you out. Or if you feel uncomfortable posting your queries publicly, feel free to email Bev anonymously at dearbev@markhammedia.com

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Dear Bev: It seems like everyone has a different idea of what my resume should look like. How do I know whose suggestions to follow?

Feb 10, 2009

Unfortunately there is no Holy Grail of resume writing. What there is though, is plenty of advice on the subject.My suggestion is that you approach this like you would any project. You look at the available information and decide on a course that feels right for you. In the meantime, try not to be overwhelmed by the wealth of options.

Career Builder and Monster have resume templates online. Or just peruse the myriad of options a search engine will find under resume templates, resume writing, resume advice, and resume examples, as a starting point. You could also do it the old-fashioned way and buy a book. I wandered through the Strand Bookstore in New York City recently and found plenty of used and/or remaindered copies of resume writing books that had interesting tips and examples. Not near the Strand? Stay home and go to a virtual book store like Amazon.com or Barnes & Noble. A quick search on these sites pulls up a variety of resources.

Some recruiters give suggestions for writing a resume on their web sites. There are also a plethora of resume writers and two organizations that accredit them: National Resume Writers and Association of Resume Writers and Career Coaches. Again there’s more free advice to be had if you spend some time looking on individual resume writers’ sites.

Still not ready to tackle this on your own? Hire someone to write a resume for you. Fair warning, I’ve seen plenty of professionally written resumes that aren’t very good. I’ve also seen plenty that really make someone’s experience pop. If you choose this route, I suggest trying to get a referral for a resume writer first. I also encourage anyone reading this that has had a good or bad experience to share your resources-you can do so at the bottom of this piece or email me your response and I’ll share it in a future column.

Here’s some advice I’ll offer up:

* Content: The focus should be on your accomplishments. For example: “Met and exceeded budgets,” isn’t nearly as strong as, “Consistently delivered double digit year on year revenue growth during economic downturn with less infrastructure.”
* Length: If you’re more junior keep it to one page. If you’ve been around for awhile, two will do just fine. Three or more and you’re pushing it!
* Prioritizing Space: Current jobs should be given the most space and the most elaboration. If you’ve been working for ten years or more, the older jobs shouldn’t have more than a bullet point or two. Don’t just take your old resume and keep adding. You can start with you old resume but keep editing.
* Style: There are a lot of options. Just make sure it’s easy to read. Use bullet points versus dense sentences.

Those are some basics. A few more suggestions, from a seasoned resume reader: Don’t put a career goal at the top, it’s too limiting. I like to see something personal at the bottom. If you list interests or hobbies they should be “active” like golf or skiing not reading or travel. Don’t forget to list panels you’ve spoken on and boards that you’re a member of, if relevant.

View your resume as a work in progress, just like your career.

Editor’s note: If you have specific questions about your career in the media industry, please post them below, and Bev will help you out. Or if you feel uncomfortable posting your queries publicly, feel free to email Bev anonymously at dearbev@markhammedia.com

Read the article on MediaPost: http://tinyurl.com/cqp4bj

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Dear Bev: I haven't had to write a resume in years! Where do I begin?

Feb 02, 2009

Preparing your resume is just like putting together a marketing presentation. Except this time you’re marketing the most important product you’ll ever sell: YOU!Most of the people I interview have experience in constructing and delivering presentations. Many begin with a boilerplate template, but it’s always content that counts. The content is what gets the order, wins the client or at least scores an invitation back for the next meeting.

Some people deliver presentations verbatim, but most use them as a tool to guide talking points and provide logical information flow. Key information is highlighted and bullet points make for faster, easier reading.

Keep these principles top of mind as you start to develop your resume/self-marketing campaign.

You can fill your shelves with books on resume writing or read tips on countless blogs. There are endless resources on the topic. With over two decades of resume reading under my belt, I can confidently say, I have what employers are looking for in this document down to a science. Expect to see a few articles from me on the subject. This is the first and here’s how I suggest you begin:

Make a List of Accomplishments

Don’t simply note your job responsibilities; list what you did with those responsibilities – in other words, your accomplishments. Be as specific as possible. If you are, there’s less chance you’ll stumble when asked about year to date billing increases. You’ll never have to use your fingers to silently count the number of direct reports you had three jobs ago and there won’t be any wondering out loud what initiative you were most proud of. The more specific you are about what you’ve accomplished, the more confident you’ll seem in the capabilities you’re trying to sell.

Initially, of course, you may want to get some help. It’s not a bad idea to sit down with a friend or loved one and talk through your list to see if it makes sense. Have you left something out, or put too much in. It’s hard for many executives to “toot their own horn.” They take accomplishments for granted as being just part of the job, but in this market there’s no need to be too humble. Sell yourself with the confidence and tenacity you used in achieving each accomplishment you have listed.

You have your starting point. Now go to work. More on resumes next week.

Editor’s note: If you have specific questions about your career in the media industry, please post them below, and Bev will help you out. Or if you feel uncomfortable posting your queries publicly, feel free to email Bev anonymously at dearbev@markhammedia.com

Read the article on MediaPost: http://tinyurl.com/d9nfqb

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Dear Bev: I'm getting a lot of calls about jobs, but how do I juggle everything at the same time?

Jan 26, 2009

Guess what, there are actually some pretty good jobs out there chasing a select group of people. Surprised? So were the executives I spoke to that are getting the calls.These executives all have certain things in common. They speak on industry panels, are quoted in industry trades and/or have built top notch professional networks. This group may not be smarter or better qualified than others whose phones have been noticeably quieter, but they made sure to manage their career visibility. Now it’s paying off.

As fortunate as this group is, they are confronting real issues as they decide on next career steps. How long do they have before the calls stop coming in? How do they juggle opportunities without losing some along the way? And should they compromise on title and salary?

Timing. My observation is that most job prospects surface within the first four weeks. By the three-month mark, things quiet down considerably. At six months there’s likely to be another “pretty face” that the market is courting.

It can be hard to decide what to do as things are coming at you. Try to qualify your interest in jobs right away. Make time for meetings and phone calls. Keep an open mind. Even if something doesn’t sound quite right, you may change your opinion when you find out more

Salary. Determine a reasonable salary range. But keep in mind if retailers and home sellers are adjusting prices downward, you can bet employers expect job candidates will be willing to as well. It’s likely some of the jobs you’ll be contacted about will fall too far below your bottom number. You may want to eliminate those as long as you have other good options. If every job you’re getting called on is below your goal, better consider rethinking that range.

Title. When it comes to title, you may have to back down a notch for the right opportunity, and the right company. Keep your ego in check; you may regret saying no later on.

Making a decision. Most importantly, try not to get pushed into making a decision before you can get a sense of what all of your options look like. And even if calls keep coming in, reach out on your own as well.

Be honest with potential employers and recruiters. Tell them that you are in multiple job conversations and expect to have other offers. Don’t go radio silent with any of your prospects while you’re waiting. It’s easy to interpret that as a lack of interest.

Remember. It’s a tight employment market and if you’re juggling offers, you’re one of the lucky ones. Don’t blow it!

Editor’s note: If you’ve lost a job in the media industry recently, or are afraid of doing so, despair not. Beverly Weinstein’s column will reappear here regularly dispensing sound advice and practical tactics for managing your career in a volatile employment market. If you have specific questions about what you should do, please post them below, and Bev will help you out. Or if you feel uncomfortable posting your queries publicly, feel free to email Bev anonymously at dearbev@markhammedia.com

Read the article on MediaPost: http://tinyurl.com/dknxgp

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Dear Bev: I just lost my job, I know I have to start looking for a new one but I just don't feel like talking to anyone. What should I do?

Jan 19, 2009

First of all, you don’t have to talk. You can save your voice and begin your job search with email. Not only is it a great first point of communication, but you can always backspace if something doesn’t come out just right, an option the phone never offers.Depending on your level of seniority, my advice on reaching out to let people know you’re in the job market is slightly different.

The more senior you are, the fewer the job opportunities, the more important it is to develop a job search strategy. You’ll probably need to rebuild a strong resume, and put some time into how you are going to “market” yourself. But don’t wait until all of these components come together before tapping into contacts. Get on the computer now.

Start sending emails to people you’ve worked with most regularly, as well as to your friends and counterparts at other companies. Let them know you’re in the job market and thank them for their business and/or let them know them how much you’ve enjoyed working with them. A little flattery will go a long way. Don’t forget to include your new contact information and tell them you’ll be in touch with them.

Once you’ve sent more personalized emails, put social networking sites to work: Linked In, Facebook, Plaxo Plus and whatever else you may be using. If you have relationships with recruiters, add them to your initial outreach as well.

If you’re more junior, and especially if you’re in the digital space, short of walking the streets with a sandwich board, tell everyone you can think of that you’re looking for a new job. Social networking sites should be a big part of your outreach as well.

Besides it’s a great excuse to surf through Facebook for a few hours or so. You probably have more business “friends” than you realize and it’s an easy way to reconnect with people you haven’t been in touch with for awhile but that may be able to point you in the direction of a job opportunity.

No matter what your career level, keep your feelings of anger out of your job search communications. Sure it’s hard not to be angry right after you’ve been fired, regardless of whether you’re one of 600 in a round of lay-offs or if you’re one of one, but there is a really good chance you’ll regret something that you say.

Getting back in the game is in your hands. Ben Franklin once said, “Diligence is the mother of good luck.” So start writing emails, perusing your contacts, and constructing that sandwich board. It’s time to turn your luck around.

Editor’s note: If you’ve lost a job in the media industry recently, or are afraid of doing so, despair not. Beverly Weinstein’s column will reappear here regularly dispensing sound advice and practical tactics for managing your career in a volatile employment market. If you have specific questions about what you should do, please post them below, and Bev will help you out. Or if you feel uncomfortable posting your queries publicly, feel free to email Bev anonymously at dearbev@markhammedia.com

Read the article on MediaPost:http://tinyurl.com/dbvpa7

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Dear Bev: My company owns my computer but if I'm laid off, who gets to keep my business contact list?

Jan 13, 2009

As long as you plan in advance, you both do.As the Chinese proverb goes, “preparedness prevents peril.” Whether we’re in an uncertain employment market or not, be sure to keep copies of important information that you’ll need at your next job. I’m not suggesting you take anything that would put you in a legal quagmire or be considered proprietary. But take the basics. Your contact lists are a must, as well as presentation templates and other items you may want to have in an interview.

It was no surprise that lay-offs were in the works across the media landscape. Companies announced their plans in the press, and some even provided timing. But people were still blindsided by the bad news.

One of the results: They lost access to their computers with their contact information and a variety of other documents that could be useful in the future.

Typically when someone is fired, he or she is asked to leave the office the same day. In companies where entire departments were eliminated, the day proved especially chaotic. It’s unlikely that many people caught in the surprise and chaos of the moment had either the time or the presence of mind to figure out what they should take with them.

Then there were the people that were traveling the day lay-offs were announced. Some got a phone call, and others were called back to town, but they had limited opportunity to access information that might be relevant. Women out on maternity leave may have been caught off guard, but there’s a better chance they had their computers with them. If not, they found themselves in the same sticky situation.

The lesson here is pretty obvious. Even if you believe your job to be safe, saving these items is a wise move. After all, weren’t you the one who spent years building that contact list? You’re entitled to it.

Editor’s note: If you’ve lost a job in the media industry recently, or are afraid of doing so, despair not. Beverly Weinstein’s column will reappear here regularly dispensing sound advice and practical tactics for managing your career in a volatile employment market. If you have specific questions about what you should do, please post them below, and Bev will help you out. Or if you feel uncomfortable posting your queries publicly, feel free to email Bev anonymously at dearbev@markhammedia.com

Read the article on MediaPost: http://tinyurl.com/cctrd4

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Dear Bev: How Should I Handle My Ex-Boss?

Jan 08, 2009

The unlucky person charged with telling you that you just lost your job probably feels pretty low for having to carry out that task—especially at this time of the year. But how does that help you? Read on.

Sure, your boss may offer up a heartfelt apology at the time that he or she delivers the bad news, but a simple ‘sorry’ isn’t going to solve your unemployment problem. What you’re looking for is something more tangible that will put you on the path to finding your next job. The time to ask for help is now.

Your ex-boss is probably feeling guilty or remorseful—or hey, just plain sympathetic. In another month, he or she is onto the next set of challenges and the window to ask for help may not be open nearly as wide.

Some things to consider:

*Ask for a simple letter of recommendation. Your ex-boss may agree to sign one for you, but chances are he/she doesn’t have time to compose it—guilty conscience or not. Offer to write a draft that your ex-boss can edit. Keep it simple, short and to the point. The letter should be written on your ex-boss’s letterhead and signed.

*Ask if your ex-boss is willing to be a reference. My advice is probe deeper than being satisfied with a yes. Find out if he/she would have any issues about giving you a positive recommendation. You want to have some indication of how you’ll fare on the applause meter: enthusiastic endorsement or damning with faint praise.

*Ask other executives or peers in your company to be a reference. This is a good idea for multiple reasons a)you’re not sure your boss will say the things a new employer will want to hear (positive words from others in your company will go a long way to balancing a lukewarm reference); b)your ex-boss is out of town and can’t be reached when there’s a deadline on your reference check; or c)your new employer may want multiple references from your most recent employer. Have them lined up in advance.

And finally:

*Ask for help. Your ex-boss (or possibly that person’s boss) probably has a great professional network. Ask them to put it to work for you. Chances are, they’ll agree.

Read the article on MediaPost: http://tinyurl.com/cfk675

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Dear Bev: What Should I Expect If I'm Unexpectedly Laid Off?

Dec 23, 2008

This holiday season has brought an unwelcome surprise to unprecedented numbers of people in the media business – pink slips.If you’re among the unlucky, you’re probably going through some predictable emotions. Noted psychiatrist Elisabeth Kubler Ross’s five stages of grief pretty much sum up the emotional roller coaster many of you may be riding right now.

Denial, anger, bargaining, depression and acceptance. You may not experience them all and you may not experience them in rank order, but Ross says you can expect to experience at least two.

In my 12 years as a recruiter, I’ve talked to countless media executives that have lost jobs. I’d say denial and anger are the more common one-two punch with an overlay of depression.

Denial. Even with unemployment rates at an all time high and lay-offs occurring in every industry, we all can’t shake the “it won’t happen to me” delusion, until, of course, it happens. You’re crushed, left high and dry by the company you’ve been loyal to for years. Or maybe you were just unlucky enough to be part of the "last in/first out layoffs and it’s way too late to regret leaving that other job for a mere 15% to 20% salary boost. But the tears dry quickly as you move into phase two: Anger.

Now that you’ve had time to reflect on all you’ve done for the company, all the blood, sweat, tears, overtime, and lost weekends that went into producing the best work possible, you’re downright mad. And here’s where it can get tricky. Whether the anger is justified or not it is often rashly directed at the person who gave you the bad news.

Placing blame is easy in this state but burning bridges is something you will quickly regret once you’ve entered the acceptance stage. Avoid the temptation of trashing your boss or your company to anyone that will listen. If you have to complain, even if you’re justified, try to keep it to your loved ones and trusted friends that don’t work in media. And, this should go without saying but no angry e-mails, IM’s, Facebook postings or Twitters. In other words – no digital trail.

Once the anger has subsided, even if it hasn’t gone away completely, depression sets in. Feelings of hopelessness are normal, especially with daily announcements on the economy’s downward spiral flooding the news. But as with any break-up, you’ll find love again. So shove this phase aside and prepare yourself to move on. Who needed that job anyway?

Finally, the acceptance phase. You’ve come to terms with the harsh reality and now it’s time to reorganize and plan your next steps. Pull out your Rolodex and start planning your triumphant return, because they haven’t seen the last of you yet.

Editor’s note: If you’ve lost a job in the media industry recently, or are afraid of doing so, despair not. Beverly Weinstein’s column will reappear here regularly dispensing sound advice and practical tactics for managing your career in a volatile employment market. If you have specific questions about what you should do, please post them below, and Bev will help you out. Or if you feel uncomfortable posting your queries publicly, feel free to email Bev anonymously at bev@markhammedia.com

Read the article on MediaPost: http://tinyurl.com/cmc478

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