Useless and Eye-Catching Resume Words

Many job seekers don’t realize it, but overusing words on their résumés that convey unsupported claims of greatness can easily turn off hiring managers, according to an article from CareerBuilder.com. So instead of being another candidate professing to be a “hard worker,” scan your résumé for empty overused words and replace them with words of action that help describe major accomplishments.

“Generic hyperbole belongs on a cereal boxes,” said Duncan Mathison, a career consultant and co-author of Unlock the Hidden Job Market: 6 Steps to a Successful Job Search When Times Are Tough.” “If it does not pass that ‘So what, anybody can make that claim test,’ leave it off” your résumé.

Words to try to avoid include: Outstanding, Effective, Strong, Exceptional, Good, Excellent, Driven, Motivated, Seasoned, Energetic.

The nouns following those subjective adjectives can be equally meaningless, the article pointed out. David Cooper, a career couch and author, said: “If you call yourself an ‘excellent manager,’ how do we know?”

A better route to take is describing accomplishments and letting the hirer make his own judgement, the CareerBuilder.com article noted. Give specific, and preferably quantifiable, accounts of what you’ve done that makes you an “outstanding salesperson.” Likewise, peruse your performance reviews for quotable material from supervisors that demonstrates why they consider you a “strong leader.” Listing awards or other forms of recognition also can be used as support.

Some words should clearly be avoided because they convey traits that employers consider standard for anybody who wants to be hired. “You’re motivated? Hope so. A good worker? So happy to hear that; I didn’t want to hire a bad worker,” Cooper said. In other words, don’t take up precious résumé space with unnecessary items.

Also, on the don’t side: words that seek to overcome what you might think are your shortcomings. “Using ‘seasoned’ for ‘over 50’ or ‘energetic’ for ‘inexperienced’ looks like spins and smells like spin, Mathison said. Instead, keep the focus on what makes you right for the job.

On the flip side, certain words can make hiring managers do a double take, according to the article. Such words which can light up eyes include: Created, Increased, Reduced, Improved, Developed, Researched, Accomplished, Won, On Time, Under Budget.

“We suggest that résumé writers include action words to describe their jobs,” Susan Ach, a career counselor at Marymount Manhattan College in New York City, told CareerBuilder.com. Verbs project the image of someone who has the background and initiative to get things done. Employers can clearly comprehend what you’ve accomplished and can use that as a basis for envisioning future success with their company.

Think about it: If you were hiring, would you rather take on someone who calls himself a “productive manager” or somebody who states that at his last job he “‘increased company profit by 3 percent,” “reduced employee turnover in his department to the best level in five years” and “improved brand awareness by implementing a new social media strategy”?

Lastly, it can be beneficial to use verbs and nouns that are common to your specific industry, the article noted. This shows your familiarity with the language of your field and optimizes the chances of getting past an automatic scan for keywords. But remember, too, that all companies tend to speak a universal language: money.

“Terms such as ‘on time’ and ‘under budget’ are often good,” Mathison said. “Hiring managers want to know you can get things done with minimum fuss.” Tell them what makes you the most profitable choice for the job and employers will tell you the best word of all: “hired.”

Five Questions for Today’s Job Search

Going into a job interview, most job hunters know the standard questions to expect. Often rising to the top as common interview questions are: “What is your biggest weakness?” “What interests you about this position?” and “Why do you think you’d be a fit for this role?” But while these queries are important to today’s hiring managers and recruiters, according to an article published by CareerBuilder.com, many employers are updating their customary questions to include ones that refer to new trends, address the current economic situation or gauge a candidate’s commitment to the company and position in question.

With that in mind, here are five questions covered in the article that job seekers could be asked in today’s job hunt along with suggested responses:

1. Have you used social media in your current job and, if so, how?

Unless you’ve completely sworn off new technology, you should be very aware by now that social media are a part of the fabric of society and are ingrained in most companies’ communication practices, the article pointed out. Employers asking this question want to know how well you understand social media and how you think companies can benefit from using social networks. Try to give an example of how you have used the communication form in your current job. If you haven’t done much in this area, speak to how your company uses social media and share how you think your prospective employer could benefit from the technology.

2. How have you contributed to your present/most recent company’s success?

You’ve likely heard or read résumé-writing advice stressing the importance of not only sharing your qualifications but also addressing accomplishments. In today’s competitive job market, the article noted, employers don’t want to hire someone who can just complete tasks; they want someone who can make an impact on the bottom line. If you can, answer this question by sharing examples of how you increased revenue, helped a client gain market share or created efficiencies that saved money. Use numbers or percentages, when possible; if you don’t know the numbers off the top of your head, you can provide that information in your follow-up or thank-you note.

3. Why did you leave your last job?

While this may not be a new question, today’s hiring managers understand the answer may have evolved, the article pointed out. If you’ve been laid off, be honest. Employers know that the economy is rough, and they expect that some of the candidates they interview will be unemployed. In this case, briefly talk about what happened and then demonstrate how, in the time you’ve been unemployed, you’ve continued to boost your résumé by volunteering, attending networking events or joining industry organizations. Clearly, employers want to know that you’ve put your time to good use and that you’d be ready on day one to take on the required task.

4. What kind of the work environment or culture do you feel you are most productive and happy in?

To answer this question, make sure you do your research so you know what kind of culture to expect at the company you are interviewing at. If you know a current employee of the company, ask him or her to tell you about their experiences working there. Speak to why that type of environment is a match with your personality and work style. Hiring managers want to hire employees who will thrive in their company’s work environment, not someone who will leave quickly because he wasn’t a fit with the company’s culture.

5. What is your motivation for pursuing this position?

You’ve been unemployed for more than a year and you’re really desperate to get a job. Yes, that’s an honest answer, but it’s also a red flag to an employer that you’re more interested in getting a job versus getting this particular job, according to the article. When asked this or a similar question, speak to why the company at which you’re interviewing is the right company for you, and why the particular role will help you achieve your career goals. Also mention how you see yourself growing at the company as a way to show your commitment to the organization.

GUIDANCE FOR MOVING UP THE LADDER

In the course of a career, the middle rungs of the corporate ladder can feel like a black hole, especially as job opportunities thin at higher levels. But, according to an article published by The Wall Street Journal, managers can rise from the middle, provided they think and act like the leaders above them.

Here from the article is some guidance on the topic from human resources consultant Mary Ann Gontin, who conducts leadership training for midlevel managers:

Think big. Top executives are attracted to “people who lift their heads up from their desks” and understand the impact their assignments might have on other departments – not just their own teams.

Ask for input. Before taking on a new project, go to your boss for suggestions as to which other leaders in the company should be kept in the loop, a move that shows you are thinking about the wider organization and avoiding political dust-ups. Doing so also assures an insecure boss that you aren’t going over their head.

Communicate. Figure out how people up and down the chain prefer to hear from you, be it e-mail, in-person check-ins, or data-heavy summaries. Not sure what approach to take? Just ask, Gontin advised.

Give credit where it is due. Leading a successful project doesn’t mean hogging all the kudos. You should feel confident enough to publicly praise staff, and even bring them along for debriefing sessions with senior executives. To higher-ups, you’ll come across as a team player, not a control freak.

Take control of meetings. Have an agenda and clear expectations when running meetings, and be “obsessive” about the schedule. Should things veer off-course, acknowledge the new topic and promise to return to it later.

Step up. Tenure isn’t enough to land a promotion. Volunteer for big projects, mentor junior staffers—anything that shows you can handle the duties of the next big job. “Most people are already doing the job by the time they get promoted,” Gontin said.

Take stock. Review your résumé annually. If there is nothing substantial to add, then volunteer for more projects or sign up for professional development.

Be realistic. Even outstanding middle managers aren’t guaranteed promotions. If the upper levels of your organization are packed with 40-somethings decades from retirement, start looking elsewhere, Gontin advised.

Ask for a Berman Larson Kane Assessment.  Have a senior member of our staff review you plan, accomplishments and career progression and potential.

Labor Day 2013

We have witnessed a slow down during the summer, but compared to the past 3 summers it was relatively busier.

Areas with the most aggressive hiring schedules remains, Information Technology across many job titles including programming, web developers, data warehousing, data base analysts and business analysis.

The technical sales hiring remains the most competitive environment with aggressive poaching between competing companies.  The business service sector continues to show additional improvements, with real estate development returning to the hiring cycle.  The clinical area has returned to hiring as consolation in the pharm industry has leveled off.  Demand for machinist continues to increase as the aging of this work force segment continues to advance.

So the bottom line that we at Berman Larson Kane continue to remain optimistic for the remainder of 2013.  We so thank our loyal clients for their continuous support and welcome the continuing additions of new clients to our services.

Enjoy  your labor day weekend it is the best market for employment in several years, although plenty of room remains for improvement with still so many struggling to find meaningful employment