However, changing careers is another matter; marketing your skills for a switch into another industry can be tough. You might fear that employers will only glance at your resume before tossing it aside.

There actually ARE ways to get hiring managers to see the relevance of your skills, believe it or not–and much of it has to do with what you tell them on your resume.

To illustrate, consider the case of Jay Jones, a fictional candidate who is targeting a sales career even though his current position doesn’t reflect this goal. His existing resume looks like this:

OBJECTIVE: Seeking senior sales role that utilizes my closing and prospecting abilities.

WORK HISTORY

Front Range Golf, Operations Assistant, 2007-Present

-Managed customer service, payroll, and accounting for upscale golf community.

ABC Company, Sales Associate, Denver, Colorado, 2005-2007

-Cultivated new account base, with 50% rise in new business, by networking at community events.

-Named to President’s Club for sales achieved through new account growth.

-Consulted with clients to determine best product fit for requirements.

XYZ Corporation, Sales Assistant, Westminster, Colorado, 1997-2005

-Increased revenue by 10% with effective consultative selling strategies targeting business accounts.

-Closed largest percentage of corporate sales from online prospecting activities.

Here are my recommendations for his resume, given his goal of a new position in sales:

1 – Don’t use a functional format.

Many people will tell you to use a functional resume, since this is the supposedly tried-and-true method for a career change.

I have some unfortunate news for anyone trying this idea: it won’t work. Employers often view functional formats with suspicion, as they are used by candidates who are trying to downplay some facet of their career history.

A functional resume, which conveys your achievements within functional, or skill categories, usually saves your work history for last, and then presents each job as a single line. Jay’s resume would look like this if he used a functional format:

OBJECTIVE: Seeking senior sales role that utilizes my closing and prospecting abilities.

SALES LEADERSHIP

-Increased revenue by 10% with effective consultative selling strategies targeting business accounts.

-Closed largest percentage of corporate sales from online prospecting activities.

RELATIONSHIP MANAGEMENT

-Cultivated new account base, with 50% rise in new business, by networking at community events.

-Named to President’s Club for sales achieved through new account growth.

BENEFIT SELLING STRATEGIES

-Consulted with clients to determine best product fit for requirements.

WORK HISTORY

Front Range Golf, Operations Assistant, 2007-Present

ABC Company, Sales Associate, Denver, Colorado, 2005-2007

XYZ Corporation, Sales Assistant, Westminster, Colorado, 1997-2005

Clearly, this format makes tying the achievements to each job rather difficult. The result? An employer may skip this resume entirely, instead of trying to interpret Jay’s actual experience.

2 – Add an Achievements section.

Since first-page content on a resume grabs the eye and intrigues the reader, this type of format puts the most interesting information first, without resorting to a functional format.

The Achievements is section can give compelling data about you and your RELEVANT qualifications, all while satisfying the employer’s need to know what you’ve done at each job.

Now, let’s look at how Jay would use this strategy:

OBJECTIVE: Seeking senior sales role that utilizes my closing and prospecting abilities.

SELECTED ACHIEVEMENTS

-Increased revenue by 10% with effective consultative selling strategies targeting business accounts.

-Cultivated new account base, with 50% rise in new business, by networking at community events.

-Named to President’s Club for sales achieved through new account growth.

WORK HISTORY

Front Range Golf, Operations Assistant, 2007-Present

-Managed customer service, payroll, and accounting for upscale golf community.

ABC Company, Sales Associate, Denver, Colorado, 2005-2007

-Consulted with clients to determine best product fit for requirements.

XYZ Corporation, Sales Assistant, Westminster, Colorado, 1997-2005

-Closed largest percentage of corporate sales from online prospecting activities.

3 – Remove the objective and put your personal brand into a Profile.

All too often, job seekers follow the advice of yesteryear, where they were encouraged to add an Objective statement. In today’s hiring market, you may have already discovered that a resume objective just doesn’t cut it.

Savvy professionals will add a profile that reflects their personal brand and true capabilities–and profiles that gain the most attention will include information that distinguishes you, such as a former military background, a graduate-level degree, and special abilities.

Don’t forget to make your ultimate goal–in this case, a sales role–abundantly clear to the reader.

Jay’s final resume would then read:

SALES PROFESSIONAL

Intensely motivated, articulate sales representative offering strong sales aptitude and outstanding closing skills, with exceptional record of account growth. Talent for building solid client relationships that generate profitability and create generous referral rate. Recent MBA graduate skilled in establishing rapport with decision makers.

SELECTED ACHIEVEMENTS

-Increased revenue by 10% with effective consultative selling strategies targeting business accounts.

-Cultivated new account base, with 50% rise in new business, by networking at community events.

-Named to President’s Club for sales achieved through new account growth.

WORK HISTORY

Front Range Golf, Operations Assistant, 2007-Present

-Managed customer service and food sales within upscale golf community.

ABC Company, Sales Associate, Denver, Colorado, 2005-2007

-Consulted with clients to determine best product fit for requirements.

XYZ Corporation, Sales Assistant, Westminster, Colorado, 1997-2005

-Closed largest percentage of corporate sales from online prospecting activities.

As you can see, Jay can now market himself for a role that differs substantially from his current position, all by using a strong Profile, Achievements section, and classic reverse-chronological resume format.

This approach can also work well for professionals whose experience in the desired role is fairly light, but who want to bring out these skills to their best advantage.

If you’re intent on showing an employer just how qualified you really are–without a current job that shows it–consider altering your resume style in order to get hiring managers to focus on your most relevant credentials.

————————

A unique resume authority and former recruiter, Laura Smith-Proulx, CCMC, CPRW, CIC, Executive Director of An Expert Resume, has achieved a 98% success rate landing interviews for leadership professionals. Known for her powerful ability to assess unique strengths, Laura has facilitated career transitions for numerous job hunters. Visit An Expert Resume (http://www.anexpertresume.com) to see resume samples and download a free resume e-course.

It’s not that different in a job search. The first question
to ask yourself should be: “What are you seeking in a job?”

Taking some time to think about what is important to you
will help you be more selective in where you apply,
interview, and hopefully end up working. This will also be
a great source of energy, enthusiasm and passion for you
when you are asked, “Why do you want this job?”

Using interview questions as your guide, try flushing out
what is important to you and what is not. In the end
hopefully you will have your own “Wish List” of job
requirements.

Interview Question – “When have you been most motivated?”

This is more than an interview question; it is a question
that you should be asking yourself before the interview.

When have you been most satisfied in your work? When did
you feel like you were making a difference or making a
contribution? Basically, what would you like more of in
your next job?

This simple exercise will help you answer this question
will also help you look inside yourself to think about what
you want “more of,” and what you want “less of” in your
next job. People usually perform at a higher level if they
are satisfied with the work that they do – and as a result
are more motivated to give 100% – plus.

Exercise to Find the Answer

Begin by making a list of the tasks at your last job – the
tasks that you were particularly proud of, or were
energized by. In other words, “when your job turned you
on.” Think about the last time you were so involved in a
project or task that you woke up thinking about how you
could improve the situation. Write those experiences down
and try to determine what the factors were that were
satisfying for you.

Let’s say you were a “Project Leader.” The tasks list would
read something like – “Led a team – Coordinated and
monitored project progress – Assured the flow and
completion of work on schedule – Monitored expenditures and
budget.”

What were the stimulating tasks of this job? Was it the
leadership aspect? Or, was it the challenge of coordinating
the details, and people? Was it completing the project on
time or below budget? Were there customers involved
(internal or external) – if so, is that what you found most
challenging?

What didn’t you like, and hope that you will do less of in
your next job?

After you have written this list for your current job, try
doing the same thinking about previous jobs. If you
recently graduated from college, use the classes that were
most stimulating and interesting for you, or the projects
you worked on with teams.

By making lists of motivating experiences from your last
two or three jobs, you will hopefully begin to see patterns
of projects and tasks that stand out. Analyze what you did
before. Do you want more of this type of responsibility in
your next job? The answer to this question will give you
the answer to the motivation question as well as
possibilities for fulfillment in future jobs that have
similar responsibilities.

Take this list of motivating experiences and script an
answer to the question, “What motivates you?”

This is the start of building your “wish list.” It may take
time, but little by little you will begin to see the
picture. Like the job posting written by employers some of
your requirements may be more flexible and some may be
fixed.

This will be your task to determine which factors are of
the highest importance to YOU.

There is no such thing as the “perfect” answer to this
question. Your answer will be individual and based on your
own satisfaction and dissatisfaction. No one can do this
for you. Only you have the answer.

“What is it that you want in your next job?”

Knowing what you want will make you feel more confident
about finding the right job.

—————————————————-
Carole Martin, America’s #1 Interview Coach has specialized
in the subject of “Interviewing” for the past 15 years from
both sides of the desk. She has produced a free practice
interview that shows you where you are going wrong in your
interview. See if your skills pass the test at
http://www.jobinterviewcoachingcenter.com Do you need some
personal coaching? http://www.interviewcoach.com

The best way is to handle a panel of interviewers is to take them on one at a time. The board or panel is not one entity, but several individuals coming together with the common goal of hiring the best candidate for the job. At the same time, each person has his own agenda or department’s interest at heart. For example, the HR manager will be checking to make sure you are a good fit with the culture and people working at this company. The hiring manager will want to know about your technical skills or business know-how. And the person from accounting will want to know if you are savvy enough to operate a business budget.

Board or panel interviews are usually rather formal and organized, using a standard set of questions for all applicants. This type of interview is typically used in academia, government or for high-level executives but can be used for any other type of position in any company.

Another multiple-type interview is the team or “good cop/bad cop” interview. The team is usually made up of two interviewers, one who asks the questions and one who takes notes. The two typically trade roles, which can be confusing if they have different styles. In fact, one person may be kind and gentle and the other more harsh or pushy. Just remember, these inquisitors are working together toward the same end. Treat them equally, not favoring one over the other.

Regardless of the type of interview, the best advice is to prepare and practice beforehand. When you have your script written and rehearsed your answers, you will feel prepared and more confident no matter how many people you have to face.

A good tip is to try to shake hands with each member of the panel before and/or after the interview if at all logistically possible.

Lastly, remember to make sure you get each person’s business card, hopefully at the beginning of the interview, so you can address each person by name. And, when you write your follow-up/thank you note/email you can address each person correctly. When responding to an individual, try to remember what he or she was particularly interested in when they asked questions or received your answer.

Remember each person has an agenda – it is up to you to zero in on that interest and make the most of it.

—————————————————-
Carole Martin is a celebrated author, trainer, and mentor. Carole can give you interviewing tips like no one else can. Get a copy of her FREE 9-part “Interview Success Tips” report by visiting Carole on the web at http://www.interviewcoach.com

When it comes to loyalty, the companies Gen Y works for are
last on their list.  These millennial leaders are
ambitious, and if you can’t find a compelling reason to
stick around, they won’t. They will either find a better
job , or they’ll move back in with mom and dad (hey…free
rent and a packed fridge is not a bad deal after all, and
moms and dads are allowing their 20-something age kids to
move back home in droves).

Many employers are labeling Gen Y workers “demanding” and
“self-serving” (not a smart move) and when you look at the
fact that over 64 million workers will exit from the
workforce by the year 2010, this puts employers in a talent
deficit dilemma.  The pools they have to dip  from are
these young men and women from ages 22-30.  So, if you want
to attract the young knowledge work, I highly recommend
that you stop calling them names and start doing what you
can to accomodate their needs, even if outrageous.

The remainder of this article will share with you some
information about the companies who I believe are doing a
great job in attracting Gen Y into their workforce and a
few of the strategies they are using.  As you read this
article, do your best to resist the thought of “Well,
Google, Intuit or Deloitte would never be my
competition…we are worlds apart in location, size, budget
and industry focus”.   While it is true that we are all not
like Google or Apple, there is one thing that is true:  We
are in the age of the “young knowledge worker”, and
Generation Y is the most high-performing generation in the
history of mankind with more information in their heads and
at their fingertips (and they can multi-task), so they can
perform a variety of tasks in many business domains and can
live anywhere if the job and company cool.  So, in today’s
world, any company is your competition, yet the big
question is

“Will Gen Y be working for you or for your competition?”

Here’s my top ten list of companies who are being
successful with attracting the Gen Y worker.  As you read
through this list, don’t try to bite off everything on this
list.  Simply ask yourself “How can I shift my business or
organization to include a few of these strategies to make
my company more attractive to the young knowledge worker?”

1) Google: Focus on Perks:  Google is unfortunately (or
fortunately) raising the bar for each company in the world
in the war for young talent.  According to a study done by
the Great Place to Work Institute, Google is at the top of
Gen Y’s list of companies they most want to work for.  Why
wouldn’t when you can gain access to perks including
on-site dental and medical facilities, free breakfast,
lunch and dinner on a daily basis at 11 gourmet
restaurants, unlimited sick leave, and a global education
leave program which enables employees to take a leave of
absence to pursue further education for up to 5 years and
$150,000 in reimbursement.

2) Intuit: Focus on a Rotational Development Program.  Gen
Y was born multi-tasking, so boredom on the job can set in
quickly.  Intuit has addressed this by offering a
cracker-jack Rotational Development Program, allowing new
recruits rotation programs in finance, marketing  and
product development every 6-12 months.  This program not
only keeps young workers engaged but prepares them for
future leadership positions in the company.

3) Walt Disney:  Focus on Internships and a Collaborative
Culture.  Disney has a rock solid internship program for
college students, which includes college credits for the
colleges they partner with, which gets young leaders
committed to the company before they graduate.  Disney is
also built on a foundation of a diverse and collaborative
culture, and Generation Y was born playing on teams made up
of members from all cultures and walks of life.  The sense
of camaraderie makes Disney attractive for Gen Y, because
it breeds a familiar sense of teamwork.

4) Deloitte and Touche:  Focus on Leadership Development.
Generation Y is very attracted to all aspects of learning
and development.  They have been raised on a diet which
includes a combination of personal, leadership and team
development.  Deloitte and Touche have therefore designed a
state of the art leadership program called the Future
Leaders Apprentice Program (FLAP), and new recruits are
immediately eligible for the program.  Deloitte is also
offering a top flight coaching and mentoring program.
Because Gen Y has been coached since age 5, they are saying
that the coaching and development programs offered by
Deloitte  are two of the main attraction points that has
them stick around or return later in their career.

5) The Peace Corps.  Focus on Saving the World.  The pay is
not so great (as a matter of fact, most Gen Y leaders say
it’s lousy), but they are willing to sacrifice pay in order
to do meaningful work on a global scale, to work and live
in another country where they can become fluent in a new
language and to toughen up mentally and emotionally by
doing hard work with long hours.  Generation Y sees
companies who are making a significant contribution back to
their communities as tops on their lists for future
employment.  Teach for America is another hot and growing
company that allows emerging leaders the opportunity to
teach in failing school districts…another approach to
“making a difference” in the world.

6) Lockheed Martin.  Focus on Continuing Education. Gen Y
is all about knowledge acquisition and this aeronautics and
space company has hit the nail on the head with
20-something recruits by offering a maximum of $7500.00
annual for education reimbursement and full graduate school
sponsorship for junior level employees.

7) L’Oreal USA:  Focus on College Competitions and World
Travel.  If you have not noticed this lately, Gen Y LOVES a
competition, and they are certainly keen on world travel.
You only have to watch American Idol, So You Think You Can
Dance or America’s Next Top Model to verify this.  L”Oreal
has latched onto this idea with its L’Oreal Brandstorm
Competition, providing college students the opportunity to
compete by putting themselves in the shoes of a L’Oreal
Brand Manager.  The competition allows emerging leaders the
opportunity to analyze consumer trends while developing a
top of the line marketing and advertising campaign for
L’Oreal.  The winner receives a trip to Paris and the
opportunity to interact with top L’Oreal managers, giving
young recruits a leg up during the recruiting and hiring
process.  The competition alone creates buzz and a “cool
factor” for L’Oreal, which is appealing to 20-somethings.
Southwest Airlines:  Focus on Fun.  If you have never
flown Southwest, I highly recommend you do it just one
time…just for the fun of it.  Generation Y’s mantra is
“Live First, Work Second and Have Fun!”, and Southwest’s
quirky but fun-loving culture makes it a great first
stomping grounds for the young knowledge worker.

9) Nike:  Focus on Fitness.  Nike’s campus is a prime
location for Gen Y, who hits the gym at least 3-4 times
each week.   Nike is situated on over 170 acres, which
includes a fabulous exercise center, playing fields and
running trails.  And of course, their “Just Do It” tagline
inspires young workers to actually use these facilities
rather than sitting at home in front of their computer or
the tube.

10) Apple:  Focus on Simplicity.  If you have visited an
Apple store lately, you will notice that you will be
greeted by a young man or woman under age 30 at the Genius
Bar.  Apple is filled with Gen Y employees. The reason?
Apple makes things simple.  In a report by Outlaw
Consulting, Apple won the number 1 loyalty spot for Gen Y,
because their products are as “stripped-down and unadorned
as possible” (According to Outlaw Consulting).  To be
simple means convenience and speed to the multi-tasking Gen
Y crowd.  This audience is also highly dedicated to saving
the environment, the concept of excess means that the
environment may be harmed even more.  Gen Y is therefore
choosing to work for companies like Apple whose positioning
is dedicated to the greening of our world.

—————————————————-
Bea Fields is an Executive Coach and the President of Bea
Fields Companies, Inc and the Founder of Five Star Leader
Coaching and Training. She specializes in Leadership and
Team Coaching for high growth companies, non-profit
organizations and medium-sized businesses. Fields is the
author of Millennial Leaders: Success Stories From Today’s
Most Brilliant Generation Y Leaders and Edge: A Leadership
Story. http://MillennialLeaders.com .

While the timeframe for your job search will vary with the
specifics of your situation, a commonly cited statistic is
that the average job search will take anywhere from three
to six months from initiation to the day you begin your new
job. The U.S. Department of Labor indicates that the
average length of unemployment in the U.S. is currently 18
weeks (a little over four months), but this figure covers
all professions, all industries, and all professional
levels. Another common job search statistic tells us that
you can expect to spend approximately one month job
searching for each $10,000 in salary you are seeking.

Do you have a job search planned in 2008? If you do, and if
you are looking forward to your next job search with dread,
you are definitely not alone! Job searching can be
incredibly stressful. But, with some planning, genuine
effort, and sincere commitment, you can minimize that
stress and land a new job – one that is personally,
professionally, and financially rewarding – faster than you
may have thought possible.

Here is a checklist to help you achieve a fast, successful
job search in 2008.

_____ Set a clear target. Put yourself in the driver’s seat
of your career by clearly defining your job search focus.
In general, the more precise and focused your job search
is, the better. For most people, the best and strongest job
targets will include a statement of the job function and
professional level paired with other indicators, sometimes
just one and sometimes more than one, to make the job
target more precise and ultimately more effective. These
other indicators may be criteria such as industry, company
size, company culture, or geographic location.

_____ Build your network of support. Don’t underestimate
the importance of having a strong support network to offer
encouragement and advice, to brainstorm and share ideas
with you, to help keep you accountable to the goals you set
for yourself, and to help keep you on track throughout the
emotional roller coaster that a job search can be. Family
and friends are often included in the support network, but
also consider joining a job search group or working with a
career coach, particularly one who is very familiar with
job search mechanics.

_____ Adjust your attitude. An enthusiastic, “can-do”
attitude that exudes self-confidence and a clear
understanding of the value you offer in the workplace will
make all the difference. Always put a smile on your face
when you talk on the phone; it will shine through in your
voice. Make eye contact and watch your body signals and
posture when you meet with contacts in person. Your
positive, confident attitude is one that people will like
to be around and will make it more likely that you will be
hired.

_____ Update and revive your resume. Your resume is your
first introduction to employers. Don’t underestimate the
importance of making a positive first impression with it!
Your resume should be up-to-date, focused for the current
search, employer-centered, and results-oriented. YOU are a
commodity in the job market and your resume is your
advertisement. If your resume needs refreshing, now is the
time to do it. If you need help with your resume, you
should definitely consider hiring a professional resume
writer.

_____ Cultivate and strengthen your professional network.
With more than 80% of available jobs never advertised, it
is essential that you have the ability to access the hidden
job market. Your professional network will be one of your
most effective sources for information and referrals
relating to the hidden job market. Of course, networking is
all about relationships and so you should continuously
nurture your network relationships regardless of whether
you are job searching or not. But, whether you have or
haven’t (If you haven’t, building network relationships
would make a great New Year’s Resolution), now is the time
to reach out to everyone you know to inform them of your
search and to ask for advice and referrals. Consider using
a website like LinkedIn to help with your effort.

_____ Establish and promote your personal branding. At its
essence, personal branding is about the authentic and
unique promise of value you offer. In relation to your
career, it is about the promise of value you offer that
differentiates you from your peers and competitors in the
workplace and job market.  Branding yourself can actually
have such a dramatic effect that you will become hunted
rather than being the hunter for your next job opportunity.

_____ Get organized and create a system for managing your
job search. An organized plan and system will help keep you
motivated, moving forward, and focused on achieving the
ultimate goal. At the very least, you need a calendaring
system, a system of logging inter-related and follow-up
activities, a contact management system, and a filing
system.

_____ Create and follow a written, multi-pronged job search
plan. Answering ads or posting your resume on the Internet
are the easiest, but usually least effective job search
techniques. Your job search plan should include a balance
of techniques to access both the published and unpublished
job market. Further, it should include activities
prioritized and strategically selected to fit in each of
the five major job search approaches: 1) Networking and
referral building; 2) Targeting and contacting employers;
3) Working with recruiters and agencies; 4) Internet job
searching (which also has some overlap with the 5th
technique); 5) Answering advertisements.

—————————————————-
Nationally certified resume writer and career coach,
Michelle Dumas is the director of Distinctive Career
Services LLC. Through Distinctive Documents
http://www.distinctiveweb.com and her Executive VIP
Services http://www.100kcareermarketing.com  Michelle has
empowered thousands of professionals all across the U.S.
and worldwide. Michelle is also the author of Secrets of a
Successful Job Search http://www.job-search-secrets.com

Have you ever negotiated an offer?

If not, you are not alone. Most people DO NOT negotiate salary. They accept what is offered.

Whether you negotiate a salary or not is secondary to doing your homework before accepting an offer. It is always best to take some time before signing on the dotted line so that you understand exactly what you are gaining – or losing.

Here’s an example of someone who jumped at an offer before doing his homework.

Nicholas received an on-the-spot offer and was thrilled. This was the job he wanted and he was anxious to get started. He was going to get more money, and a bonus. What more could he ask for?

When he got home that evening, he sat down with pencil and paper and began to evaluate the offer, and what he was getting overall. He was not only shocked by what he discovered, but wished that he could go back and talk about some of the issues. But, he had signed on the “dotted line” that afternoon.

Once you sign the offer letter, you have essentially signed a contract. It is too late to go back and negotiate. Never accept an on-the-spot offer, unless it is absolutely out-of-this-world. It is generally wise to evaluate what you are gaining and losing. Let’s look at what Nicholas found out by doing some simple calculations.

Nicholas was offered $55,000 per year, with a hiring bonus of $5,000 paid in two payments over the next six months. This was a $5,000 a year increase from what he was making on his last job, and a bonus to boot. An extra $10,000.00.

When he and his wife looked over the benefits package they discovered that he would now have to pay the insurance premiums for his dependents. His last employer had paid the premiums for the entire family.   -$350.00/per month – $4200 per year His new vacation package offered two weeks time off, accrued over the next twelve months. His former package included three weeks vacation. -$962.00 one week’s vacation pay

Nicholas was receiving a 6.5% yearly bonus, based on company earnings in his last position. His new company does not have a planned bonus as part of the salary. Bonuses are earned based on performance, and given as judged appropriate.  -$3250.00 per year – lost bonus

His former employer matched 50 cents for every dollar contributed up to 6% on his 401K account. This company does not match funds. -$1500.00 per year (based on 6% contribution)

His calculations showed a minus of $10,000 a year from his new offer, based on cost of insurance premiums, lost bonus, and lost matching 401K contributions. He wasn’t quite so thrilled with the offer anymore.

At least he got that $5000 hiring bonus, which will cushion the fall. But even that will be affected – he didn’t anticipate the higher tax rate on “special” checks that was deducted from the bonus money. These higher rate taxes can run as high as 41.5%.

Nicholas got the job he wanted, and maybe that is worth more to him than the money difference. But, it would have been wise to make the decision with all the facts before signing the offer letter. He may have been able to negotiate another $5,000 to compensate for the benefits differences. Or, given the higher tax rate he could have negotiated for an increase in the hiring bonus.

It is always best to take some time to reflect on the “total package.” Benefits can be worth another 20-50% of your salary. There are other factors to consider besides money – more challenging work, better company, a greater opportunity. It may be worth giving up dollars now to invest in your future. However, the decision should be thought through before rushing ahead.

If pressed to give your answer to an offer on-the-spot, always stall for time. Tell them that you need to do some calculations and think about it. There is only one window of opportunity to negotiate your terms of employment.. Once you say “Yes!” – the window closes.

Make sure you take the time to consider all your options. It’s not always as good as it looks.

—————————————————-
Carole Martin, America’s #1 Interview Expert and Coach, can give you interviewing tips like no one else can. Get a copy of her FREE 9-part “Interview Success Tips” report by visiting Carole on the web at http://www.interviewcoach.com

The first item of business for an interviewer to determine
is if you have the qualifications to perform the duties of
the job. That is the basic part of interviewing – to
determine if the qualifications and experiences fit the
requirements of the position.

“DO WE LIKE HIM?” “WILL HE FIT IN?”

The next item of business is to find out if this person is
a good “fit” for the job. In other words, will he fit into
the team and the company culture? Although this is the more
subjective part of the interview, it can make or break your
chances of getting the job.

The way you answer a question could be sending the wrong
message. Are you describing yourself in the best light?

QUESTION: HOW WOULD YOU DESCRIBE YOUR PERSONALITY?

On the surface this appears to be a straightforward
question, but if you answer too hastily you may end up
sounding like every other candidate. What makes you unique?
How can you make yourself stand out and be remembered?

Interviewers ask this question for a couple of reasons; to
hear where you place the emphasis in your description, and
to see how quickly and creatively you can think on the
spot. SPICE UP YOUR ANSWERS

Don’t give the interviewer with the same old answers
everybody else gives. Think about new ways to get your
message across and sell yourself.

“I am a high energy person.” This answer needs more detail
and energy.

“I am a person who is energized by challenges and problems.”

“I’m a hard worker.” The most common phrase used. No
imagination.

“I do whatever it takes to get the job done; sometimes
working 10 hour days.”

“I am a quick learner.” An overused phrase which has lost
its effectiveness.

“I can hit the ground running and come up to speed faster
than anyone I know.

“I’m analytical.” A lack luster answer, that doesn’t reveal
much information.

“I’m a whiz at analyzing data and transforming it into
useful information.”

“I’m very organized.” This is a very understated answer.

“I am a person who can bring order to chaos.”

“I’m reliable.” This answer needs more information to get
the point across. “I pride myself on my record of never
missing deadlines.”

“I’m good with customers.” The answer needs clarification -
good in what way?

“I build great relationships with customers – they always
ask for me.”

SCRIPTING EXERCISE

Describing your personality is like writing ads for a
product. What makes you unique? Are you the type of person
who would fit into this organization? Your job is to
convince your interviewer that you are that person. Make a
list of personality traits that describe you. The qualities
you would like the interviewer to remember after the
interview. Use some of the same words in the job posting.
Requirement: “Must have five or more years experience,
managing a diverse population of employees.”

Your Answer: “I work well with all types of people.”

This is a rather flat statement and not specific. Try a new
slant using more powerful words.

“I am a person who values other’s qualities and
contributions. My employees would tell you that I am a very
fair manager who listens when they have something to say.”

The more specific you are with your answer, the better your
chances of leaving a lasting impression. Interviewers talk
to several candidates in a single day. What will make you a
memorable candidate?

In today’s competitive job market it is worth taking some
time to think about how you can describe your personality
in a way that will make you stand out. The buyer needs to
be sold on your uniqueness and abilities. When you sound
like everybody else, you look like everybody else.
Distinguishing yourself from the pack will give you an
edge. A little work before the interview will put some zip
in your pitch.

—————————————————-
Carole Martin, America’s #1 Interview Expert and Coach, can
give you interviewing tips like no one else can. Practice
for your interview FREE at http://www.interviewcoach.com

Tip #1: It isn’t about you, it’s about the employer.

Yes, I know it is a resume and I know that the traditional
foundation of a resume is a listing of your employment and
educational history. But guess what? Your resume ISN’T
about you. Very few of the actual recipients of your resume
actually care where you went to school, where you worked
ten years ago, and what training classes you completed last
year. The simple truth is that the ONLY reason these facts
are useful at all are because they give important clues as
to the value you have to offer to your next employer. Keep
this truth in mind as your write your resume. Yes, you
should still include the traditional elements of a resume,
but that should be secondary. Your focus and emphasis
should be on creating content that is employer-centered and
focused on how you have the unique and superior ability to
meet their needs and solve their problems. Present your
facts within this context.

Tip #2: Employers don’t care about what you know how to do.
They care about what you DO with what you know how to do.

Qualifications are the baseline for a position, but they
don’t distinguish you from your competitors in the job
market, and they certainly don’t sell. On the other hand,
achievements do sell, but results sell even better. Just
telling the reader that you have achievements and
accomplishments isn’t very effective unless you present
them in terms of the results and benefits they have
produced for past employers. Continually ask yourself “so
what?” in terms of your achievement. What did you improve,
save, increase, enhance, etc? What impact did the work you
do have on the companies? While numbers are always best,
even if you are unable to quantify achievements, the
emphasis should still be on the results and benefits of
your work. For the maximum impact, accomplishments should
be presented as concise “success studies” complete with
challenge faced, action taken, immediate result, and
strategic importance. The reason is simple: what you know
how to do (your qualifications, knowledge, and skills) are
of absolutely no value unless you know how to put them into
practice for the benefit of the organization. Show that you
do. Prove impact!

Tip #3: Illustrate passion. Don’t be afraid to show
yourself!

Infuse your resume with your personality and your authentic
passion. Forget the self-promotion, the cliches, and the
jargon. You want to let the facts speak for themselves, but
you want to do so in a way that tells the reader about your
personality. Yes, the return on investment (ROI) that an
employer reaps from hiring you is paramount, but of almost
equal importance in the hiring decision will be the
chemistry and the fit. Forget the bland, self-effacing,
autobiographical style of resume writing that you may have
been taught in college. Let your personality and your
authentic personal brand shine through, and illustrate your
passion for your job target with succinct success stories
that demonstrate to the reader your unique value. By doing
so, you will attract the right opportunities – the ones for
which you are the perfect fit and for which the corporate
culture is a perfect fit for you.

Tip #4: Rip your resume in half.

Go ahead. Do it. Print a copy of your resume and then take
the first page and rip it in half. Now throw away the
bottom half and concentrate on the top half. This is the
most important section of your resume. This top half of
your resume must be absolutely compelling. It must seize
the reader’s attention and draw them in with content that
leaves absolutely no doubt that you are the perfect
candidate to fulfill their needs and solve their problems.
With just a five-second glance at this section, the reader
should come away with a crystal clear understanding of your
focus and exactly how you would fit in their organization;
they must come away with an accurate perception of your
brand and the unique promise of value that differentiates
you from your peers and competitors. And remember, you must
not only tell the reader about your value proposition. You
must show them with examples of past accomplishments. I
said it before and I’ll say it again. Prove value! Prove
impact! In short, within moments of picking up your resume
and without looking any further than the beginning of the
first page, the recipient of your resume must come away
with the perception of a dynamic, result-proven individual.
And, of equal importance, of a professional who has clear
career direction, and more importantly, who understands the
parameters and challenges of the position and exactly how
she will add unique value and a superior return on
investment in relation to those challenges.  It is a tall
order, but with clear, succinct, brand-driven and
results-focused writing it is absolutely possible to
achieve all of these goals.

—————————————————-
Certified resume writer and personal branding strategist,
Michelle Dumas is the director of Distinctive Career
Services LLC. Through Distinctive Documents
http://www.distinctiveweb.com and her Executive VIP
Services http://www.100kcareermarketing.com  Michelle has
empowered thousands of professionals all across the U.S.
and worldwide. Michelle is also the author of 101
Before-and-After Resume Examples
http://www.before-and-after-resumes.com

Telephone interviews, typically conducted by a human
resources staff member or a hired recruiter, are used as
screening tools. By asking key questions, the interviewer
determines whether or not it is worthwhile to pursue you
further as a candidate. The screenings may consist of a few
quick questions or as much as a one-hour grilling.

Some general questions you might expect in a telephone
screening are:

1. Why are you leaving your current job?

2. What kind of salary/job are you looking for?

3. Tell me three adjectives that describe you.

4. Tell me about a time when you had to solve a problem
using creativity.

5. Do you have any questions for me?

If there is some particular skill that qualifies you for a
job, for example technical skills or languages, there may
be some qualifying questions about the “tools of the trade.”

Even though you cannot control the timing of these calls,
there are some steps that you can take to not be caught
off-guard.

1. Get organized. Set aside your materials as though you
were going to a face-to-face interview. Have a folder with
job postings or ads you have answered, along with company
information. If you have several versions of your resume,
attach the one relevant to the particular job posting. Keep
this folder in a specific place so you can get to it in
less than a minute. Tell the caller to hold and then grab
your folder.

2. Be prepared. This is key to any interview, but for the
telephone interview it is essential. Practice with a tape
recorder to hear the level of enthusiasm in your voice. The
key to telephone interviews is projecting an upbeat image
through the sound of your voice and the words you use.

3. Know what they are looking for. Look over the job
description to see what the company is seeking in a
candidate. If you don’t have a good description, look at
other postings of similar positions to see what is being
asked for. Compare what you have to offer against what they
are looking for. Be ready to let the interviewer know what
a good match you are for the position.

4. Alert the household. Be sure everyone in your household
- children, roommates, etc., are aware that you will be
receiving calls from recruiters and companies. The phone
should be answered in a polite, professional manner. While
you’re at it, make sure your voice mail message is also
professional and upbeat.

Getting through this screening is critical for advancing to
the next step: the face-to-face interview. This puts added
pressure on you to present yourself in a positive, focused
manner. If you attempt to wing this call, you may reach a
dead end in the process. By organizing and preparing you
will feel less stress when these calls do come.

—————————————————-
Carole Martin is America’s #1 Interview Coach. Celebrated
author, trainer, and mentor, Carole can give you
interviewing tips like no one else can. Her workbook,
“Interview Fitness Training” has sold thousands of copies
world-wide. Sign Up to Receive Free Weekly Interview Tips
at http://www.interviewcoach.com

1. Try to find out about the decision-process before you
leave the interview. Ask when you could expect to hear
back. Take that date and then add a few days before you
start to worry.

2. Always send a follow up addressing any concerns you may
have picked up or any thoughts you had about the position
since the interview. Think of this as one more chance to
put yourself in front of them.

3. After you have waited for a reasonable period beyond the
date they stated, call and inquire as to the status of the
position and whether you are still in the running.

4. As a general rule, don’t call on Mondays – bad day to
market anything. 5. If you leave a message inquiring about
the status of the job, and no one calls you back after a
couple of attempts – move on and forget about it. Don’t
call back more than a couple of times. There is a fine line
between being persistent and being a pest. 6. If you are
told you are no longer under consideration, try asking for
feedback (most of the time they won’t give you any, but
still worth a try). Ask if there is any additional
information that you can supply that will convince them
that you are the right person for the job.

7. Don’t rely on one job interview. No matter what was said
in the interview – continue your search. There have been
too many bad examples of those who thought they were a
shoe-in – only to get a reject letter.

8. Don’t take it personally! There are about a thousand
reasons that could have affected your chances.

9. Accept the fact that not all companies are right for
you. Just like blind dates – they are checking you out and
you are checking them out. Sometimes it’s chemistry – and
sometimes it wasn’t right for you – for whatever reason.

10.Try not to get discouraged by the rejects. It’s a
numbers game and your turn will come if you hang in there.

—————————————————-
Carole Martin, America’s #1 Interview Coach, is a
celebrated author, trainer, and mentor. Carole can give you
interviewing tips like no one else can. Get a copy of her
FREE 9-part “Interview Success Tips” report by visiting
Carole on the web at The Interview Coach
http://www.interviewcoach.com