How to Market Your Skills for a Career Change
When you’re ready for advancement up the career ladder, all usually goes well when you’re in the same field. You can demonstrate the know-how familiar to those who are interested in promoting or hiring you.
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.
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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.
Your Job Search Wish List
If you were to sign up with an online dating service the
first task for you to complete would be to describe what
you are looking for. “What you are seeking in a mate?” It
makes sense. How are you going to find your mate if you
haven’t declared what is important to you?
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.
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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
How To Handle a Panel of Interviewers During a Job Interview
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.
The Top 10 Strategies for Attracting Generation Y as Employees Into Your Company
Generation Y (the young men and women born after 1977) are
different from other generations in many respects, from
their political views to the careers they choose (or don’t
choose). Their presence in the workplace is truly making
an impact, causing employers to worry, fret and scratch
their heade, and asking, “What do I do to attract the
20-something worker, and once I have them, how do I keep
them?”
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.
Your 2008 Job Search Checklist
The days of simply browsing through the Sunday newspaper
and sending out a few resumes in order to win your next
career opportunity are over. The days of retiring after
having worked for just one or two companies are also over.
Downsizings, mergers, offshoring, acquisitions, corporate
reorganizations, consolidation, and other change
initiatives have required rapid adaptation of workers, hard
career decisions, and frequent transitions. These days, the
average worker will hold approximately ten jobs before the
age of 36. The average worker will change careers several
times during his or her lifetime.
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.
The Job Offer Is Not Always As Good As It Looks
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.
The Best Qualities to Look For in an Employer
The best jobs are not necessarily the ones that pay the most or that are the most prestigious right at this very moment. You’ve got to look down the road a ways and see what the future is like in that particular industry and job role. Things are always changing, and the hot job of the moment could dwindle in desirability a few months or years from now. If you want stability and security, you should think long and hard about what you ought to be looking for in an ideal employer.
A great employer is one that looks like it is going to keep growing in future, getting stronger and more fiscally robust. You don’t want to get involved with a losing proposition, so always consider the financial health of the company you’re applying to. How can you learn more about the finances of particular companies? You can start by looking to magazines like Forbes and Fortune to see what companies are “hot” and which are “cool,” who’s making money and who’s losing it. There are also plenty of useful resources on the web; just do some internet searching to turn up relevant information.
The Job Interview Is Not Just About The Job Duties
“CAN HE DO THE JOB?”
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.
How To Write A Compelling Resume That Gets Results
The stakes have been raised in the job search. Employers
and recruiters receive a deluge of resumes every day and in
response to every job opening. The online resume databases
are packed full with tens of thousands and hundreds of
thousands of resumes! How will you ensure that your resume
will make the cut and that you will capture attention and
get the call for an interview? Here are a few crucial tips
that are absolutely essential to the creation of a
compelling resume in such competitive times.
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.
