TalentTalks' Talent Optimization Blog

Armed with career strengthening strategies

talenttalks — Tue, 24 Jan 2012 02:44:42 +0000

For many of the early years of my career I worked in a very physically demanding environment. Often I joked that going to the gym, exercising or working out was completely unnecessary because my job provided up to eight hours of that each shift.

Being so active and performing physical work was tiring and hard on the body, but also provided the benefit of a built in fitness regime. One of the side-effects from my work was a very muscular physique.

People regularly asked me if I was a body-builder, weight-lifter or some other type of fitness fanatic. No matter what, I always got strange reactions and looks of disbelief when I informed them that I didn’t do any of those things. No one seemed willing to buy that my “buff arms” were simply a result of my job.

Sometimes, it was actually a source of embarrassment that prompted me to wear longer sleeves to avoid the looks and comments. It got to the point that even after I no longer did that type of work, my self-consciousness made me reluctant to do too much activity that would stimulate muscle growth in my arms.

Perhaps, I took it for granted that those muscles would stay firm without any further conditioning. Unfortunately, that approach backfired and my lack of strengthening, combined with age and typical female genetics resulted in increasingly squishy upper arms.

No one likes the look or feel of flabby body parts. But when exposed, arms in particular have a way of waving their flaps around for all to see. I sure wish I could exchange the visible mushy mess with the muscle I once tried to hide.

That reaction is very similar to when people get complacent in their careers and suddenly realize their previously comfortable situation is gone and they don’t know how to get it back. The new normal is anything but predictable and what we once took for granted in the way of structure, stability and strength may never exist again.

Professionals must stay vigilant in conditioning themselves for the future. Just like our muscles get soft from lack of use, our knowledge, skills and abilities can quickly become obsolete if we don’t take action to step up our learning regimen.

None of us have a crystal ball or psychic powers to preview what lies ahead, but that doesn’t mean we can’t take control of what we do know. We must continue exercising our brains, building our talent and creating a resilient mind-set to buffer ourselves from the challenges and obstacles we can’t specifically predict, but sure can expect.

What steps are you taking to buff up your career?

Article by Kelly Blokdijk ~ As a Talent Optimization Coach & Consultant with TalentTalks, Kelly thrives on “Creating a Voice for Talent” by partnering with business professionals and job seekers to build competitive career marketing strategies, customized communication materials and compelling personal branding campaigns to create a lasting positive impression. TalentTalks consults with the business community on innovative, leading-edge human resource and organization development initiatives to enhance talent management, talent acquisition, corporate communications and employee engagement programs. TalentTalks routinely posts employment market and job search related content on Facebook, LinkedIn, GooglePlus and Twitter – fans and followers welcome!

Talent Topic Compilation 2011 Edition

talenttalks — Sat, 31 Dec 2011 02:22:13 +0000

Perhaps like me you struggle to keep up with the mass quantities of information that flows your way each day. Here, I’ve compiled many of the job search, career management, employment market, recruiting and networking articles I’ve posted throughout the year.

The header before the link gives a general idea of the content and the blurb below the link shows an excerpt from the article itself. Please do share feedback by commenting directly on the source site or via private message back to me.

Why job search basics matter most

http://talenttalks.wordpress.com/2011/12/13/forget-fancy-focus-on-the-fundamentals-in-your-job-search/

Problems with interviews and interviewers

http://community.ere.net/blogs/kellyblokdijk/2011/10/using-flawed-criteria-to-select-candidates/

Savvy job seekers are skilled at navigating interview questions and formulating appropriate replies to tell the interviewer what they think they want to hear.

Performing the job before you get the job

http://community.ere.net/blogs/kellyblokdijk/2011/09/is-it-is-fair-to-ask-candidates-to-work-for-work/

In the past, I’ve been asked to provide work samples and actually found that preferable to enduring round after round of “tell me about a time when…” behavioral questions.

Recognizing the difference between good and bad job search advice

http://talenttalks.wordpress.com/2011/09/23/job-seekers-should-never-pay-for-resume-writing-or-job-search-coaching/

Most, if not all, providers of career services assistance offer free initial consultations. There is no reason not to take advantage of those being generous with their time and who actually have the specialized knowledge to help those who need it most.

Unconventional top talent might rock your socks off

http://community.ere.net/blogs/kellyblokdijk/2011/09/rock-out-your-talent-strategy-with-a-yellow-guitar/

I can’t help myself, it just happens – whether eating a cheeseburger, folding laundry or watching embarrassing reality shows, I somehow find a way to yank a talent management or talent acquisition issue out of practically everything.

More of the best and worst job search advice

http://talenttalks.wordpress.com/2011/09/03/don%e2%80%99t-succumb-to-the-job-search-cluster-funk/

In honor of Labor Day, I encourage job seekers to avoid treating their professional future like a disposable kitchen sponge. Take ownership of your progress. Be discerning in vetting advice or advisors and don’t succumb to the cluster funk.

Don’t be a LinkedIn loser

http://talenttalks.wordpress.com/2011/07/06/10-most-popular-pesky-linkedin-pet-peeves/

While almost everyone is aware of the need to create a positive first impression, here are a few of the most common issues observed where that may not be happening.

Not as simple as it could be to apply for a job

http://community.ere.net/blogs/kellyblokdijk/2011/05/how-many-more-hoops-before-i-can-apply-now/

Are the companies that do this really hiring the best talent or are they merely finding those with enough time and patience to hop through hoop after hoop?

Too much information for your resume

http://talenttalks.wordpress.com/2011/04/30/respect-the-urge-and-resist-the-cheesecake/

While composing their customized messages, job seekers should consider their audience and just point out the critical pieces and ingredients related to their target position

Employee referrals

http://www.ere.net/2011/04/20/tell-em-to-apply-online/

With limited resources and an interest in finding the right cultural and skill fit, employers often rely on employee referral programs to incentivize current workers to help them acquire new talent.

Poor treatment of job candidates

http://www.ere.net/2011/04/12/talent-acquisition-steps-that-enrage-not-engage-top-talent/

Perhaps these employers feel that they have nothing to lose with their lack of compassion and disregard for those expressing interest in joining their firms.

Dealing with job search rejection

http://talenttalks.wordpress.com/2011/04/05/impersonal-hiring-practices-means-not-taking-rejection-personally/

Professional networking and industry connections

http://community.ere.net/blogs/kellyblokdijk/2011/02/professional-courtesy-vs-swatting-mosquitoes/

My underlying feeling was that if a couple minutes of my time might help someone accomplish something that otherwise may not have occurred, why not lend a hand? And, I’ve been around long enough to have experienced several random outcomes from chance encounters to keep an open mind about helping out in this way.

Making a great first impression

http://talenttalks.wordpress.com/2011/02/15/pay-attention-to-the-most-important-figure-in-your-job-search-strategy/

Regarding first impressions, whether being found in person, online or on paper, you must have your act together. That means your physical and tangible appearance as well as any virtual representations of you must all reflect the image you wish to portray.

Now hiring “A” players only please

http://talenttalks.wordpress.com/2011/01/25/five-hints-to-tell-if-you-are-considered-a-level-talent%e2%80%a6/

Top talent is always in demand regardless of state of the job market. Make sure you understand what that means to those who decide who they plan to call when the time comes.

Article by Kelly Blokdijk ~ As a Talent Optimization Coach & Consultant with TalentTalks, Kelly thrives on “Creating a Voice for Talent” by partnering with business professionals and job seekers to build competitive career marketing strategies, customized communication materials and compelling personal branding campaigns to create a lasting positive impression. TalentTalks consults with the business community on innovative, leading-edge human resource and organization development initiatives to enhance talent management, talent acquisition, corporate communications and employee engagement programs. TalentTalks routinely posts employment market and job search related content on Facebook, Twitter and LinkedIn – fans and followers welcome!

Forget fancy, focus on the fundamentals in your job search

talenttalks — Tue, 13 Dec 2011 01:05:08 +0000

If you’ve ever conducted a job search, no doubt you’ve encountered plenty of information that looked or sounded super slick. There’s a ton of advice on the topic and each day more and more experts pop up to share their version of the latest and greatest way to find a job. It all sounds fantastic, fun and fancy until you realize much of it is just a bunch of fluff.

When interacting with job seekers, I almost always spot the ones who have a tendency to go to extremes. On one side, you have the people who meander their way around, never really giving their job search their full attention or taking it as seriously as they say they do. At the other end of the spectrum are the people who latch on to every single piece of advice as if doing so will magically produce multiple dream job offers. Unfortunately, neither type of job seeker really makes the right kind of progress.

Even if you are an exceptional performer in your field, that doesn’t mean you are an expert in preparing an effective campaign related to pursuing a new opportunity. Sometimes, it makes sense to outsource things beyond your ability to someone with more specialized knowledge. It’s far less painful to seek legitimate help than to embarrass yourself through trial and error or getting caught up in habits that hurt your image.

The people who do “get it” usually skip the shiny shenanigans and buckle down for the old-fashioned basics. Here are few job search concepts that I try to help people keep in mind regardless of their career level.

Tip 1: Take the process seriously and allocate proper time, effort, energy and financial resource investments accordingly

There are no short-cuts, nor should you short-change yourself by expecting something for nothing. Getting the basics right from the start will make the job search process much more tolerable and productive. For example, despite countless catchy articles proclaiming the “death of the resume” they are still the most widely accepted and expected tool to convey information to prospective employers. Having a relevant, concisely written, error-free, achievement-focused resume is crucial to communicate one’s professional credibility and credentials.

Tip 2: Research, assess and understand your target audience and adapt your strategy, approach and customized communications (online, on paper & in person) to create the best possible impression

The most obvious sign of a person who naively follows rudimentary job search advice is that their resume, LinkedIn profile, business bio or verbal introduction looks, reads and sounds like everyone else’s. Stale, cliché phrases and repetitive, redundant vocabulary is evident from the first syllable and generously deposited throughout their career marketing communications, making the recipient feel as if they’ve seen the same message over and over. That’s because they probably have already viewed plenty of professional positioning statements describing a results-oriented, team-player with a successful track-record of expertise as a seasoned professional with 17+ years experience as an experienced, expert superstar professional. Trust me, unless you are trying to convey blah, bland and boring, your content needs to compelling and pertinent to get and keep someone’s attention.

Tip 3: Scrutinize each and every available source of information, search technique and piece of advice to ensure it makes sense for your unique situation versus following generic practices that might cause more harm than good

When I have more in depth conversations with people, they often share with me what they’ve been doing, what ideas they’ve tried and what they think is or isn’t working. Right away, it is evident when someone has been steered down the wrong path for their specific needs. They often react to my guidance and clarification with “wow, I hadn’t thought of that” or “that is a great idea and it makes perfect sense” or “thanks for letting me know how that might work against me, I won’t let that happen again.”

If you or someone you know is struggling in your job search, think about whether making some changes might help. Many job search service providers offer no cost, no pressure, no obligation initial consultations to prospective clients and those researching various support options. Put those external resources to use and learn how to decode the right blend of intelligent job search methodology for your unique circumstances.

Job seekers should NEVER pay for resume writing or job search coaching

talenttalks — Fri, 23 Sep 2011 05:34:14 +0000

When I’m out and about at various local networking events, it’s not uncommon to encounter a large population of unemployed people. In fact, conversations with unemployed people often provide me with ideas related to career management, job search and employment market issues that I write about and include in presentations.

Recently, while chatting with a person that I had previously met and spoken with a number of times at similar events, an interesting topic came up. They were describing a fee-based LinkedIn class they had heard about being offered by someone they knew. I asked what they thought about the class and what paying participants should expect to get from it. They immediately said, “I would never pay for that type of class.”

Next, they proclaimed, “In fact, I would never pay for any professional job search advice, including resume writing or job search coaching.” Finally, they stated, “When I first went to ____ job search organization, they told us not to pay for anything, because they were going to give us all of the information we needed for free.”

Those comments didn’t really faze me at first, as it certainly wasn’t the first time I’d heard that sentiment. Even though that person knows my professional background, I didn’t take offense or find it personally insulting. Though I thought it was a bit awkward and unfortunate that they were so adamant about it. Rather than try to dispute their remarks, I simply suggested that people should do what they think is best, especially if what they are doing is working and producing results.

However, upon further reflection, I felt sorry for that person and any others who hold similar beliefs. They were basing their job search approach on what someone else, likely completely unaware of their situation, told them to do or not do. The main concern I have with this is that we are dealing with some particularly challenging circumstances. Everyone is entitled to their opinion, but I don’t think this is a case for a one-size-fits-all set of rules delivered by virtual, uninformed strangers.

When people refuse to admit their shortcomings to consider trying something new, they likely will miss out on any potential for different outcomes. While I would never try to convince someone to pay for anything that they don’t find valuable or worthwhile, I think it is short-sighted to automatically dismiss the possible benefit of doing so.

Having written countless targeted resumes, bios and profiles and provided personalized job search coaching for plenty of individuals over the years, I have a hard time understanding why someone would take such a stand, without at least exploring those alternatives first. The majority of referrals I’ve received have been from colleagues, senior business leaders, HR executives and staffing industry professionals. The feedback I’ve received has been overwhelmingly positive and complimentary. Without going into specific details, most comments are along the lines of “WOW! I never would have been able to do that on my own.” Or, “I can’t thank you enough for all of your help. I am so impressed that you came up with exactly the words, tips, tools and advice I needed.”

Following that initial incident, I had a separate conversation with another individual and mentioned the above. They also found it a bit shocking and blamed it on the rampant malpractice taking place in the job search realm. What they were referring to is the free, yet tainted Kool-aid being dispensed by various newly appointed gurus of all things career-related. It is known issue, but sadly those needing clarity the most, are least likely to pay attention to the warning signs.

Ironically, the person who said job seekers should never pay for resume writing or job search coaching has been unemployed for 2+ years and doesn’t seem to be concerned with the typos and incoherent content on their LinkedIn profile. These are exactly the things that drive a person like me crazy.

The jobless Kool-aid drinkers are all starting to fall into the same general categories: middle-aged, long-term unemployed, active networkers bragging about the quantity of their LinkedIn connections and readily passing out job search advice to anyone and everyone else under the guise of being helpful. Since everyone is doing it, it must be working right? Wrong!

Likewise, I frequently see people who seem oblivious to their interpersonal and communication styles and habits that may be potential turnoffs. There seems to be a sense of entitlement for help based on the fact that many of these folks falsely believe they are helping others due to their insistence on robotically asking everyone they meet: “How can I help you?”

And, don’t get me started on personal hygiene, wardrobe and grooming malfunctions that aren’t doing them any favors. Some of these problems can be quickly and easily fixed and for minimal, if any, expense – like buying tweezers, a lint-brush or an iron. Wrinkly clothes, pet hair, nose hair, ear hair, exposed chest hair and Andy Rooney eyebrows are not in demand in this competitive market. Ask anyone!

Who knows what may have happened had some of them been willing to make a few calls to investigate what type of help is available before so much time had passed and the damage to their professional reputation has been done… Most, if not all, providers of career services assistance offer free initial consultations. There is no reason not to take advantage of those being generous with their time and who actually have the specialized knowledge to help those who need it most.

Perhaps, the fact that there are so many fraudulent and unprofessional sources of information out there is a deterrent to getting legitimate, professional guidance. I personally know of several reputable resources that I would be glad to recommend. Please get in touch if you are interested in learning more about them.

Don’t succumb to the job search cluster funk

talenttalks — Sat, 03 Sep 2011 00:39:38 +0000

It constantly amazes me that there seems to be a growing and never-ending supply of experts touting their version of job search expertise all across the planet. Apparently, anyone who has ever had a job, applied for a job or even heard the word job is now well qualified to sport the label of career expert. A funky phenomenon that expands exponentially as the great recession drags on…

Clearly, it makes no difference whether any of these freshly, self-appointed experts bring any true, experience-based awareness about their subject matter of choice. Rather, the important thing is that they are – according to their misplaced intentions – paying it forward and giving back by offering to help anyone they encounter with their brand of enlightenment. Their method and message is inconsequential, as long as enough people can be convinced to focus any amount of attention on them and their brilliant ideas about how others should go about finding employment.

As I conduct ongoing research related to assorted topics in the employment arena, I can’t seem to escape the constant barrage of nonsense being portrayed as legitimate and credible information and advice. Evidently there is a huge appetite amongst job seekers for this peculiar blend of outdated, ineffective, misleading and absurd information. Much of it is recycled from decades past by out of touch individuals who haven’t bothered to stay current in how things have evolved over the years. Some people even seem to have a cult-like obsession over certain programs and providers of this content, regardless of inaccuracy or missing connection to modern, real-world scenarios.

My point is not to suggest that there isn’t valuable information to be found, or actual experts offering useful guidance. The issue is there seems to be far more faux experts than those who actually provide appropriate direction to those in need. From my observations and frequent interactions with job seekers, the average person doesn’t necessarily have the insight needed to decipher what fits their situation.

Just recently, I attended a career-related presentation that was so indescribable. First of all, the main reason I went was due to my perverse curiosity after seeing the completely incoherent promotional ad for the event. As atrocious as that was, it didn’t even come close to the actual delivery, tone and approach during the hour and half session. Despite cringing and squirming in my seat, I endured the painful fiasco in the name of market research.

Having previously attended similar presentations that were equally dreadful, it was practically impossible to feign interest. The only way that I can think of to define the experience was that in the midst of my agony I jotted down the term: CF. Yes, it was that bad! Thus, that incident instantly became the inspiration for the sanitized version of this article’s title.

The worst part of the above is knowing that people are unknowingly being harmed by their eagerness to find a fast and easy solution. Most of them want to take the quickest route to end their job search, yet they do the opposite by absorbing and drowning in buckets of sludge.

The analogy that comes to mind is a shriveled up sponge being dropped into a sink full of dirty dishes that have been left covered in crusty, gooey morsels of food scraps. As the globs of gunk make their way onto the sponge, it plumps back up almost looking normal. But alas, it’s just full of garbage.

10 most popular pesky LinkedIn pet peeves

talenttalks — Wed, 06 Jul 2011 02:39:40 +0000

Thousands of professionals from all walks of life have built extensive networks and found ways to expand their online reach through the professional networking site, LinkedIn. While almost everyone is aware of the need to create a positive first impression, here are a few of the most common issues observed where that may not be happening.

1. Outdated, incomplete or inconsistent profile content
LinkedIn’s member count is rapidly growing, though it is hard to tell if it includes those that forgot that they had a profile and ended up creating more than one. It looks careless and confusing to others if someone has more than one profile, especially if they’ve or also failed to manage a cohesive message. Plenty of people neglect their profiles and leave up old company information or status messages even if they’ve made a change. Others complicate their profiles by not matching their content to their purpose for using LinkedIn. One of the most obvious clues that a profile is incomplete or untended is the lack of a photo. Profiles with photos are far more likely to be viewed than those without a picture.

2. Generic links to websites, blogs or other content
LinkedIn provides a place for users to connect their business website, blog or professional portfolio. Many people either don’t take advantage of that feature or simply keep the default terminology in place. Whenever it is possible to customize, users should be specific about where the link will lead. For example, instead of leaving the “company website” default label, a person should state the actual company name, the title/theme of their blog or the context for their portfolio. It is important to keep links, documents and attachments updated and properly labeled regardless of the application being used.

3. Unimaginative and repetitive status updates
Many people follow a schedule for their status updates. Others don’t seem to pay any attention at all and leave up the same “happy holidays” message for two years at a time. Regarding those who post updates, one of the most annoying habits is being a broken record. These are the people who constantly post the same exact message each and every time they decide to update. For example they may list links to their website, webinars, blogs with the same headline each time. Not only is “same old, same old” underwhelming and boring to see, but people associate traits of the message with those of the messenger.

4. Ineffective group participation
LinkedIn allows users to join up to 50 groups as well as sub-groups of each. Within each group are discussions that people can join or they can start their own topic. One of the unfortunate outcomes is when people post to a topic without thoroughly reading the original post or subsequent replies. Participation in a discussion is usually best when the conversation remains on topic with each person adding a different or new perspective. Simply posting a “me too” comment doesn’t add any value and reflects poorly on the person posting. Another issue is when people post topics or questions without a clear or specific subject line. Examples would be “question” or “need help.” Of course abusers such as spammers and people posting off topic content should be flagged for the group manager to address.

5. Obsessing over SEO
For years search engine optimization has been a moving target in the Internet world. Countless people continually develop methods to place as high as possible on various search sites and outsmart the competition. There are many different techniques, formulas and strategies used to accomplish this; some very impressive and some downright foolish. Many LinkedIn users have been instructed to mimic these trends by imbedding strings of key terms or buzz words in their profiles. The problem with this type of overt and somewhat unsophisticated approach is that it creates a disjointed and choppy flow to the person’s information. Rather than writing a compelling description incorporating how those terms are relevant, some people simply place a chunk of text with any and all of these commonly searched words, regardless of how sloppy it looks. They are doing this to increase their number of profile views instead of focusing on creating a more impressive story that attracts not just looks, but leads and opportunities.

6. Locking down contact settings
For most people, a key benefit of using LinkedIn is management of professional networking contacts. Sadly, some people claim that they are using LinkedIn to expand their network, get found by prospective business connections and similar reasons, yet they keep restrictive settings on their profile making it difficult to impossible for anyone to reach them. Of course, everyone is concerned with privacy and protecting their confidential information, but that doesn’t mean it is necessary to prevent others from easily finding one or more ways to get in touch.

7. Appearing needy, desperate and stating the obvious
LinkedIn has rapidly enhanced functionality and features making it an extremely valuable research resource for recruiters and job seekers alike. It is common knowledge that recruiters search LinkedIn for talent. Likewise, job seekers are hoping to leverage the tool to locate their next opportunity. An interesting, though perhaps not advisable status update is when a person posts that they are seeking a new XYZ opportunity along with request for anyone who sees that message to help them with that pursuit. Being that LinkedIn provides a space to show one’s talent in the best light, a more impressive twist would be to show the type of value that person brings, appearing helpful instead helpless.

8. Posting TMI
Related to status updates and discussion posts, there are assorted ways that people post too much information. The fastest way to turn off your networking connections is to forget that LinkedIn, facebook and twitter are different venues with distinct audiences and purposes. Some people use platforms that connect all of their social media profiles so they can type one message to be distributed to each site. The problem with doing this is that it clutters up everyone else’s screen with each tweet or check-in. Most of those messages have nothing to do with professional networking. The other way people over share is by posting personal problems, questions, controversial opinions and complaints on discussion boards. One incredibly important thing to keep in mind is that what happens on the Internet, stays on the Internet.

9. Incoherent profile information
One of the easiest ways to build credibility is by demonstrating relevance to one’s target audience. The fastest route to lose credibility is to post information that hasn’t been proofread for typos, spelling and grammar issues. It sounds obvious, but many LinkedIn profiles are full of errors, contain redundant and repetitive statements and are just downright difficult to read.

10. Sending impersonal connection invitations
Making connections is a primary function on LinkedIn and there is even a quick and easy way to do so. However, far too many people appear lazy and clueless when they resort to blasting out generic connection invitations. While space is limited within LinkedIn’s invitation scheme, it is always a good idea to personalize any professional correspondence. It only takes a few moments to draft a brief note to accompany the invitation or reply to an invitation to connect.

What would you add to the list?

Respect the urge and resist the cheesecake

talenttalks — Sat, 30 Apr 2011 01:38:04 +0000

Every now and then I see a bumper sticker that makes me giggle. One of the silly trends I remember from my youth was when people would remove a couple letters from their In-N-Out Burger bumper sticker so it read in-n-out urge. It was harmless humor, possibly referring to craving a chocolate shake in a palm tree decorated cup or perhaps an innuendo with a more risqué interpretation.

Either way, I’ve always admired the simplicity of In-N-Out Burger’s business model. Their reputation is built on cleanliness, quality and value. One of the reasons they’ve successfully grown and retained their favored position amidst a very competitive fast food industry is their streamlined menu and consistent focus on doing what they do best.

Instead of inventing and offering new items that confuse customers and complicate their service structure, they keep it easy to understand and quick to process. Obviously, it makes perfect sense for this concept to be reinforced in their jingle: “That’s what a hamburger is all about!”

Over the years as I’ve coached job seekers from various backgrounds, I’ve come across professionals who resemble the specialized In-N-Out way and others who follow a more diverse smorgasbord approach to describing what they do. When translating that idea to building a resume, I recommend and prefer being very targeted even if that means creating multiple versions.

Most people don’t like to hear that type of suggestion and many stubbornly resist that advice. They think it is best to keep their options open by covering the gamut of work experience, even the parts that have nothing in common with their future career goals. Imagine your auto mechanic doing dental work or a web designer being an airline pilot and a hairdresser. Even if someone happens to be simultaneously qualified for multiple professions, most of us can’t comprehend a logical way that those things might fit together in our workplaces.

Unfortunately, people who try to include everything they’ve ever done or every skill, duty and responsibility they’ve mastered tend to appear scattered. As the recipient of (probably thousands of) resumes, I can confirm that these are the first to be added to thanks, but no thanks pile. Of course being unfocused isn’t as embarrassing or detrimental as having a resumes full of typographical errors, grammatical issues, punctuation problems, improper word usage or freaky formatting, but it doesn’t exactly equal a stellar first impression.

When you see someone dining at The Cheesecake Factory for the first time, you notice how overwhelmed they get and how long it takes them to place an order because they have to review so many pages of information in the spiral bound menu book. Even though all of the entrees are beautifully pictured and described, they are also drastically different types of cuisine that aren’t usually blended in one place.

That is what a generic “I’ve got a little of everything and I can do it all” resume looks like. Each individual item might be delightful in the right context, but displaying the entire collection all at once is burdensome to the reader.

Contrast the distraction-filled half inch thick Cheesecake Factory novella to the jumbo menu board at In-N-Out where main choices are clearly illustrated and highlighted so you know exactly what’s available in one glance. It makes decision making much more efficient when everything fits in a sequential and orderly manner.

The trouble with too much information is that if I’m hungry for a tasty #2 cheeseburger with grilled onions, no tomato, fries and large diet coke, I don’t expect to see shrimp scampi, teriyaki pizza, jambalaya, eggplant pasta, pulled-pork ciabatta, barbequed chicken chopped salad, lemon chiffon cheesecake and cinnamon iced latte. That stuff all sounds delicious, but I bet plenty of people still select one of the burgers if that is what they are in the mood for…

While composing their customized messages, job seekers should consider their audience and just point out the critical pieces and ingredients related to their target position. That way their unmistakable theme song can say: That’s what (my specialized expertise) is all about!

Impersonal hiring practices means not taking rejection personally

talenttalks — Tue, 05 Apr 2011 01:06:02 +0000

As professionals starting out in our careers we are always taught to follow certain universally accepted parameters of conduct in the business world. These may include the golden rule and similar interpersonal behavior standards suggesting we treat others as we would like to be treated. Ambitious and competitive types are reminded not to trample on others during their ascent up the ladder. If fortunate enough to move onward and upward, bridge burning is generally not advisable.

Though there may not be any proof that following these guidelines is beneficial to one’s career; aside from a certain winning celebrity and his violent torpedo of truth tour, most of us are not bold enough to test the concept. Judging by the treatment most job seekers endure, it is clear that companies and their representatives involved with the hiring process believe they are exempt from these norms. Examples of boorish behavior and damaged employment brands are more abundant than erectile dysfunction pharmaceutical deals and Nigerian inheritance offers flooding our email spam folders.

Being that unemployment has reached and remained at historically high levels, it is possible that employers interpret that to mean there is no reason to show compassion and courtesy to those expressing interest in joining their companies. As long as the current trend of higher supply than demand exists, that may be the case, but it also may be setting the stage for long term and wider reaching challenges.

Over the course of my career as an HR professional I have long believed that the on-boarding and engagement of employees begins well before the requisition is opened, the job posting written and any candidates are sourced or screened. What I mean by this is that the organization owes it to its current workforce and any newcomers to evaluate and assess what exactly they are looking for and why – not just due to the present day needs, but for the future evolution of the business and development of their team members.

Instead of doing a thorough review of current vacancies and changing demands, most employers simply take the path of least resistance. Inevitably they base their search criteria on faulty inputs generating misalignment between applicants’ and hiring managers’ expectations. Likewise, many employers place poorly trained and even unprofessional individuals in positions of authority related to hiring which causes unnecessary grief for all involved.

While offering personalized job search coaching and customized interview preparation guidance to professionals of all levels from multiple industries, I’ve acquired several years’ worth of horrifying anecdotes about how job seekers are mistreated by prospective employers. The most common complaint is lack of response. Another universal problem is inconsiderate behavior by the interviewers who act as though they are doing the applicant a favor by speaking with them.

A typical interview process is predominately one-sided meaning the hiring company gets to find out as much as they need to know, but the candidate is made to feel uncomfortable for asking too many questions. Rather than a two-way conversation to exchange information and learn about each other, the job seeker is put through round after round of interrogation style interactions.

Even when things go well and seem to be favorable, job seekers are repeatedly discarded and dumped without any warning or explanation. They may consider themselves lucky to actually be told they are no longer in the running. However, most often they are either never contacted at all or are just given a generic and useless send off.

After plenty of these rejections it’s tough not to take it all personally. Though I always encourage people to keep moving forward and learn from what they did right regardless of the outcome.

The fact that many employers don’t effectively communicate what they are seeking, creates unlimited obstacles for job seekers to navigate. In most cases, even if they are an extremely qualified and skilled choice, the employer may not recognize their value or provide the candidate adequate opportunity to share what they have to offer.

It seems that it would be common sense not to overlook anyone’s potential to be a customer, client, vendor, reference or business lead. Yet time after time, employers are doing just that through their careless structure of candidate experiences.

Even though this is an unfortunate state of affairs, there is absolutely no reason for job seekers to take such a lack of interest personally. Rather, they should continue building their own professional brand to reflect the qualities that a deserving employer will treasure.

Pay attention to the most important figure in your job search strategy

talenttalks — Tue, 15 Feb 2011 04:37:51 +0000

Do you know the most important figure in your job search strategy?

For two key reasons, there is certain number that professionals should keep in mind when developing their job search strategy and career marketing materials. Before delving into the specifics of the number I am referring to, here are some basic realities associated with modern job search practices:

1) You only get one chance to make a first impression – don’t waste it!
2) Employers are selective, not necessarily objective
3) Competition is fierce, clutter is your main foe
4) You don’t have to be the best, just convince decision-makers that you are
5) There are no magic, one-size-fits-all formulas, but common-sense is a plus

When it comes to your career marketing presence in the form of an online profile, business bio or resume, there is no excuse for mistakes. If you are a professional expecting to be viewed as a credible person in your industry; spelling, grammar, formatting, fonts, punctuation and word-usage must be 100% top-notch. No exceptions.

Everyone knows it is an employers market. If and when the supply and demand equation switches over to the employees’ favor, it doesn’t mean the sourcing, screening and selection process will get any easier for job seekers. Staffing professionals, hiring managers and anyone else involved with hiring others will continue to be as selective as they wish and free to use any and all subjective criteria they deem appropriate to make their decisions.

While the immediacy of information exchange via the Internet has enhanced our lives immensely, there are a few areas where the ease of use has actually created too much clutter. Harmless enough in appearance, the “apply now” button has allowed practically anyone, anywhere, at anytime to express interest in open opportunities posted online. The good news, fast action for you. The bad news, fast action for your competition and countless clueless clowns cluttering up the queue.

The familiar cliché “it’s not what you know, it’s who you know” along with its counterpart, “it’s not who you know, it’s who knows you” are still prominent factors in getting your foot in the door. What this means is that being in the right place at the right time is priceless. As is, the ability to find a “buyer” for what you are “selling.”

We’ve all worked with and for blithering idiots and probably scratched our heads upon finding out one of them received yet another promotion or landed a new even more impressive position at a premiere employer. They are living, breathing and soul-sucking proof that it isn’t always about being the best at your profession.

Whether intentional or accidental, these folks manage to find an audience for their message and it mysteriously works time and time again. Frustrating as that ubiquitous phenomenon may be, it means the rest of us have to try even harder to rise up as the differentiated, distinct and distinguished professionals that we are…

So, if there is no magical, sure-thing formula, what type of common-sense approach is the next best thing? Considering the above points, there are two main reasons and two critical, yet simple, ways that job seekers should strive for differentiation from their competition. For the purpose of this discussion, I will refer to this as the 95% rule.

The first priority is to make sure you meet approximately 95% of the requirements typically expected by employers in your industry and for your desired level position. There is more to it than a cursory glance at a few ads on beast.com or forsure.com.

Being that this is one of the tightest job markets in history, it really makes no sense to waste time applying if there is a wide skill gap or if you don’t already have an advocate on the inside. Devising an effective career marketing strategy and corresponding messaging involves understanding and communicating what your audience expects in the most impactful and consistently reinforced manner.

Next, job seekers need to avoid being amongst 95% of applicants who submit resumes that are instantaneously rejected. The importance of first impressions is no more evident than the reality that as few as 5% of resumes received actually make it past a 30-second skim to be reviewed further.

Why is that the case? Too many possibilities to list, but the primary problem is that most people, no matter how much of an expert they are in their field, are not equipped to view and assess their own information objectively and from the standpoint of marketing themselves for their next opportunity.

Again, there is more to putting together a meaningful total package presentation than generic tips you pick up at the local unemployment office or free community center job preparation workshop. Free stuff is great when you get to sample a few snacks at the warehouse store, not such a value if it fails to positively impact your professional progress.

Remember, the figure 95% is high for a reason… Raise your standards to ensure you meet or exceed those of the decision makers in your future.

Article by Kelly Blokdijk~ As a Talent Optimization Coach & Consultant with TalentTalks, Kelly thrives on “Creating a Voice for Talent” by partnering with business professionals and job seekers to build competitive career marketing strategies, customized communication materials and compelling personal branding campaigns to create a lasting positive impression. TalentTalks consults with the business community on innovative, leading-edge human resource and organization development initiatives to enhance talent management, talent acquisition, corporate communications and employee engagement programs. TalentTalks routinely posts employment market and job search related content on Facebook and Twitter – fans and followers welcome!

Five hints to tell if you are considered A-level talent…

talenttalks — Tue, 25 Jan 2011 06:44:56 +0000

These days, there is a whole lot of buzz percolating about the job market spiking back up – SOON! If and when it does, will you be on the “call first” list or on the other list? If you are not sure, here are few things to consider…

1) During the “great recession” have you received periodic or frequent contacts from people who didn’t realize that you might be willing to consider new opportunities?

2) Do staffing professional(s) and search firm(s) strive to engage you (before the competition does) for potential opportunities even without complete details from hiring company or hiring decision makers?

3) Is the screening process adapted according to your situation to woo you rather than a series of hoops to show your jumping abilities? For example, are interviews scheduled to accommodate your preferences and availability?

4) Have you been getting job leads from multiple unexpected and unsolicited sources? Or, are you relying on your daily or weekly job board alerts?

5) Are you hearing from people who heard about you from someone else? For instance, are mutual contacts on LinkedIn reaching out to get to know you and establish a connection?

If any of the above has not happened in the distant or recent past, you may want to evaluate they way you are presenting yourself in person, online and on paper. Remember: “You only have one chance to make a first impression.”

Top talent is always in demand regardless of state of the job market. Make sure you understand what that means to those who decide who they plan to call when the time comes.