THEsmallCOMPANYBLOG » Career Development

5 Secret Resume Killers Every Hiring Manager Looks For

Eric_Rudolf — Tue, 13 Jul 2010 15:04:24 +0000

At one point or another, it has happened to all of us. An exciting job opportunity that matched our background, experience and education finally came along. And not only was the job well within our salary range, but it was a PERFECT fit for our resume—to the point we convinced ourselves “They actually wrote this job posting for ME!” So we dusted off our resumes, wrote a quick cover letter, and sent our information directly to the hiring manager . . . and never hear back. Yet another job opportunity passed us by, and we were, quite inexplicably, NOT included in the process. Which forced us to repeatedly ask ourselves the same burning question.

“What the hell happened?”

Those of you who are currently unemployed, or actively looking for a job-related change of scenery, have no doubt realized things are finally starting to loosen up a bit. And now that the employment market is turning positive, it is a great time to dust off your resume, make a few updates, and start selling yourself to the world. But before you start mass emailing your information, there is something you need to know. In addition to the obvious resume mistakes every savvy job seeker on the planet avoids (hard to read layout, mis-spellings, too many pages, etc.) there are a few not-so-well-known red flags experienced hiring mangers look for—red flags that can put your resume on the fast track to an industrial-sized paper shredder.

If you’ve ever missed out on the interview process for a job that seemed like a perfect fit for your resume, chances are good you’ve made one of these five resume mistakes.

Resume Killer #1: Listing Religious, Political or Controversial Causes as Volunteer Work

In my 18+ years in business, I’ve seen hundreds of candidates make the mistake of padding their resumes with activities that put their belief systems on full display. Sure, acting as the Chair of your neighborhood “Christian Democrats for the Fair Use of Water” meetings shows both commitment to a cause and a willingness to unselfishly donate your time. But what if the hiring manager who looks at your resume is an Atheist Republican Anti-Conservationist? The fact is, you NEVER know the political, religious or moral views of the person vetting your resume. Understanding it isn’t ethical for a hiring manager to eliminate a candidate because of their political or religious views, don’t fool yourself by being naive—it happens every single day, and there is no point in taking the risk.

Resume Killer #2: Communicating Personal Drama in Your Cover Letter

If you are an experienced hiring manager, odds are good you’re nodding your head right now. As adults, we all understand things like car accidents, divorces, serious medical conditions and family deaths are an unfortunate part of life. That said, as heartbreaking as these things may be, they have absolutely nothing to do with your qualifications as a potential employee. Look at it from the standpoint of the hiring manager: if a candidate is willing to share ultra-person details in a cover letter, how many hours per day might they spend venting to fellow employees—or their boss—once they actually have the job? The best hiring managers look for low-maintenance employees who are smart, care about their work, and come with minimal baggage. Before you apply for your next position, re-review your resume and cover letter and ask yourself, “Do I sound high-maintenance?”

Resume Killer #3: Pointing Out Your Own Flaws

One of the most common impulses among job searchers who aren’t technically ‘perfect’ candidates for a position (especially in the Midwest) is to be honest about their shortcomings up front. This high degree of ethics might allow you to sleep more peacefully at night, but it will NEVER help you gain an interview. In fact, admitting your previous position was in a different industry, or that you’re two full years short of the experience requirement, will only get you one thing: eliminated from the hiring process. The fact is, there are very few ‘perfect’ candidates who apply for open positions, and hiring managers will often overlook missing requirements in exchange for something else they happen to like. Don’t be tempted to do the hiring manager’s job for him or her. If you’re not a perfect fit, let them figure it out on their own.

Resume Killer #4: Listing Yourself as the CEO of Your Own Company

To most hiring managers, starting and successfully running a business (even for a short period of time) shows ambition, entrepreneurial spirit, and an ability to handle a variety of responsibilities. That said, C-level titles on a resume rarely work in an applicant’s favor. If you’re applying for a VP or Director position, claiming a CEO stint on your resume says “I’m used to calling all of the shots.” And if you’re applying for a middle-management position, listing a CEO position screams “I’m overqualified, and probably want too much money.“ Here’s a tip: if you ran your own business in the past, focus on what you did to make the company successful —Marketing Consultant, Flash Developer or Project Manager, for example—not on what your business card said.

Resume Killer #5: Overlapping Timelines in Your Work Experience

For those of us who had to work our way through college, a certain sense of pride comes with being able to claim we juggled two (or in some cases three) jobs at one time. Back when we were young, balancing multiple jobs made us look like ‘entrepreneurs’ and ‘go-getters.’ But in the real world, working two or more jobs at one time is a sign to hiring managers that we will be distracted and chronically tired employees, whose minds are usually somewhere else. As an applicant, you need to keep in mind that every employer wants his or her job to be the ONLY focus in your working life. Giving a potential supervisor any reason to think otherwise will significantly decrease your chances of even getting an interview—much less actually landing a job.

And to wrap it up, I would like to point out that my goal for this article is to create a living, breathing, extraordinarily helpful document for job seekers. Therefore, if you are a hiring manager and would like to add your own “Resume Killer” to the list, PLEASE use the comment field at the end of the article to share your knowledge and experience with job seekers around the world. Thank you for your help!

Otherwise a Retweet, Facebook Share, LinkedIn Share or other type of social share (handy buttons provided) would be greatly appreciated as well. Thank you!

5 Job-Related Lies You Might Be Telling Yourself (Guest Post)

Teressa_Moore_Griffin — Thu, 15 Apr 2010 18:58:44 +0000

A 2010 report released by The Conference Board says that American employees are increasingly unhappy—which they say is “a long-term trend that should be a red flag to employers.” But is it also a wake-up call for employees who are experiencing increased workloads, ramped up stress and a lack of purpose?

The kind of stress people experience working extended hours in a place they dislike has a ripple effect on both physical and mental health. Addressing this issue starts with two things: 1) dispelling the lies people tell themselves that keep them in their jobs, and 2) uncovering the truths that will set them free.

Lie #1: “I’m Trapped in This Job.”

The Truth: If you THINK you’re trapped, then you ARE trapped.

Start challenging this belief by asking yourself, “How do I know I can’t find a better job?” If the only answer you give yourself is “I just know I can’t,” then you are simply making excuses for not trying. To build up some self-confidence, start by taking inventory of the skills in your toolbox by asking the following questions:

What skills do I possess through my current job, past jobs, volunteer experiences, and educational training? Make a list. Then, begin to think about the kinds of jobs these skills can help you do. Look beyond the direct link of a specific skill set to a traditional job, and think about how to transfer your strengths to areas where you’ll find more fulfillment.
Do I have any skills or resources I might be wasting? Whether it’s talent, time, money or relationships, everyone can do a better job of putting their resources to better use.
Do I really have the desire to continue working here? Self-honesty is always the best policy: if you don’t have the desire, and you know you don’t have it, this is a good thing! If you clearly do not have the desire, find a different way to be satisfied.

Lie #2: “I’m Too Old to Make a Change.”

The Truth: You CAN challenge this belief, you CAN switch jobs or careers, and you CAN learning something new—if you put your full energy and creativity into it.

To begin, seek help and advice for your job-hunt. Things have changed, so you’ll need to update your knowledge about the search process and the interview process. One of the reasons people think they’re too old to switch jobs or change careers is because they don’t stay current. Knowing more about today’s world will help you to feel and act like you’re a part of it. Also consider taking a course in something new, to stretch your mind. If you go in with a commitment to learn and a willingness to put in the effort that learning requires, you can learn whatever you decide to learn—and age will not matter.

Lie #3: “No Job Will Allow Me to Do What I Enjoy.”

The Truth: This is only true if you think it is. But how do you know for sure?

Instead of looking for an existing job, why not invent one and try to sell the idea to a person or a company? If you ask around, read the paper, look online and check out company websites, you might be surprised at the variety and diversity of jobs that exist today. Believe me, if you like doing it, there is almost always someone out there that wants (or needs) it to be done. Don’t limit yourself with this lie—give it a try, and don’t quit on yourself!

Lie #4: “No One is Hiring, So I’m Not Going to Look.”

The Truth: Even in The Great Depression, people found work.

“No one is hiring” is the ultimate lazy person’s excuse. Today, people can look in more places and use more job search mediums than they ever had access to before. Once you can learn about the different ways people conduct job searches, and get current on all the ways to look and network for jobs, there are no more excuses. Excuses are like band-aids . . . they cover the wound, but don’t heal it.

Lie #5: “I Don’t Have the Discipline to Be My Own Boss.”

The Truth: Anyone can challenge who they are and what they’re capable of doing—including YOU.

The fact is, discipline comes naturally to some people, while others have to learn it. But you CAN learn to be more disciplined if you choose to be so. Setting up a system and following it might take more energy and focused attention for you than ever before, but you CAN do it. If you need to, get a buddy to support you—or hire a coach if you are in a position to do so. Support people can help you set goals, organize your schedule, and review your progress milestones. But at the same time, if you’re simply not willing to do the work involved in overcoming a lack of self-discipline, don’t lie to yourself (or anyone else, for that matter).

Final Thoughts

One thing everyone can control is their own frame of mind and approach to how we learn and earn. There might be nothing tangible in your way, but the beliefs you hold, the things you say to yourself, and the limits you set can slow you down. Emotional desire is the greatest motivation, and if you truly desire something, you WILL figure how to make it happen. That’s the way it works: when your heart and head are aligned, you are unstoppable.

The career-related lies above can (and will) influence how you think and how you feel, every single day. They will define every decision you make, and will eventually shape your life if unchallenged. So what is your real job right now? Get busy uncovering and challenging each assumption that is keeping you stuck in exactly the place you don’t want to be—and make some changes!

Comments? Questions? Feel free to reply to this post. Otherwise a Retweet, Facebook Share, LinkedIn Share or other type of social share (handy buttons provided) would be greatly appreciated. Thank you!

15 Signs You Might Lose Your Small Company Job

Eric_Rudolf — Tue, 06 Apr 2010 15:09:02 +0000

Over the course of my 18-year career, I have spent a great deal of time on both sides of some messy employment situations. In addition to terminations, corporate reorganizations, company mergers and hostile acquisitions, I have been part of several multi-round company-wide layoffs . . . one of which resulted in me exiting the building with my personal belongings in a cardboard box.

Although these experiences have all been stressful in their own way, I learned a great deal during each—not only about myself, but about the numerous (and often obvious) signs that present themselves when termination is about to occur. If you suspect your small company job might be in jeopardy, take a moment to review the following 15 signs of a pending termination—and please feel free to add your own to the list!

Scenario A: Signs Your Company is In Financial Trouble (or possibly for sale)

For those who work in industries where market instability is the norm versus the exception (technology, for example) you need to be aware of something: your small company is never more than one bad month away from being in trouble, and it’s ALWAYS for sale. And because financial problems and changes in ownership often come with sweeping changes in employment, be sure to watch for these five termination warning signs.

1. Your CFO or Head Accountant is Replaced – When it comes to turning around a company in trouble, Step 1 always involves putting a financial wizard in place—someone with previous experience doing the exact same thing somewhere else. Why? Because this process takes a skill, an experience level, and a sheer ruthlessness that your regular CFO doesn’t have.

2. The End-of-Year Revenue Push is More Intense than Usual – If you ask a financial expert what attributes make a successful small company, you’ll no doubt be forced to endure an extended conversation full of math, analytics, and financial acronyms. But the simple fact is, successful companies are identified by one thing: year-over-year increases in revenue. If your Marketing and Sales people are suddenly putting in 70-hour weeks, start paying attention.

3. Key Executive Positions Are Filled with Internal Candidates – When small companies are in financial trouble, their focus (after increasing corporate revenues) is on lowering expenses. One way to save money is by replacing high-paid executives with less-qualified middle managers. Not only does this lower overhead, but it manufactures instant loyalty among those being promoted—loyalty that will be critical when it comes time to make some REALLY tough decisions down the road.

4. Your Board of Directors Suddenly Includes Ex Competitors – In addition to a good product and a great business model, the key to turning around a small company is . . . insider information. No one has a better perspective on what your company needs to improve than the former Execs who spent decades trying to steal your customers. If the longtime CEO of an arch competitor shows up at the next all-company meeting, don’t fool yourself. Something is happening.

5. Salary Increases Are Frozen – Earlier this decade, I managed a Marketing Department at a small company that grew from $18 million to $40 million in three years’ time. In lieu of an annual raise, I was offered stock options and one additional week of vacation. Within 10 months, my company was owned by a member of the Fortune 100, and I was working somewhere else. The lesson? When a company is struggling, salary freezes are common. But when companies are growing, they can be a death sentence.

Scenario B: Signs Your Small Company Will Begin to Lay People Off

Unlike corporate mergers and acquisitions which can sometimes play out in your favor, company layoffs are never good for anybody. For those of you who are worried your job might be on the line, be sure to watch for these five warning signs.

6. Management Stops Caring About Your Role – If you suddenly find your status reports are going unread, and your manager would rather text message his teenage daughter than listen to you speak, there may be trouble ahead. As a general rule, Management indifference is rarely a good thing.

7. People Around You Disappear Without Warning – Is turnover common at companies of all sizes? Sure. But people never quit their jobs without telling at least one co-worker first. A sudden and unexpected office disappearance is usually a clear sign of more doom to come.

8. Owners and Execs at Your Company Become Extra Encouraging – Unless your company is going completely out of business, a significant number of people will be retained . . . so they can be ridden like rented mules until the economy turns around. Owners and Execs know this, and will do their best to put on a smiling face for the people who are left to clean up the mess.

9. You Receive at Least One Copy of a Book on Organizational Change – A true story: between 1999 and 2004 I receive not one, but two (2) copies of the book Who Moved My Cheese?. Three weeks after receiving my first copy, I was laid off. Less than four months after receiving my second, the company I worked for was sold. I believe no further elaboration is required.

10. Everyone Talks About Layoffs – No matter how cunning your HR Department might be, when it comes to layoffs NO ONE can keep a secret at a small company. At a small company there are too many leaks, political relationships and information back-channels to keep something like layoffs under wraps. This, by the way, is a great reason to eat in the company lunch room once in awhile.

Scenario C: Signs Your Small Company is Planning on Terminating YOU Specifically

Even if your small company isn’t in financial trouble and has no plans to pursue a round of layoffs, your job could still be in jeopardy. Going for a third Martini at the company party was risky, and the two-hour lunch you take to run errands every Thursday doesn’t always go unnoticed. If you fear you might be walking around with a target on your back, be sure to watch for these unsettling signs.

11. You are asked to document pieces of your job “‘In case you get hit by a bus.”

12. The due date for every project you are working on becomes “Yesterday.”

13. You are asked to transition pieces of your job to other people and receive no additional work in exchange, to the point where you run out of things to do.

14. Your boss starts avoiding one-on-one contact with you, and/or insists on having all communication in writing.

15. Other managers begin to treat you differently as well (because they know what’s going on).

Do you know of a sure-fire sign you might be losing your job, small company or otherwise? Please reply to this post! Otherwise a Retweet, Facebook Share, LinkedIn Share or other type of social share (handy buttons provided) would be greatly appreciated. Thank you!

Strategic Self-Promotion: 8 Rules for Marketing Yourself

Eric_Rudolf — Tue, 08 Dec 2009 18:23:33 +0000

On occasion, the workplace can be a confusing and frustrating place for a small company manager. Have you ever volunteered to lead an upcoming high-profile initiative, only to see someone else be selected for no apparent reason? Have you ever interviewed for an internal position higher on the organizational chart, then not been selected even though you meet 100% of the requirements? Have you ever added a big number to the company’s bottom line and not received any credit for your efforts—even though it was YOUR hard work and innovative thought process that made it happen? When these situations arise it is easy to assume that your work is not appreciated, or that something (or someone) internally is working against you. But more often than not, the answer is much simpler: small company owners and CEOs are notoriously bad at saying “Thank You” and giving outward credit to people who work hard for them.

So exactly what does marketing yourself and your accomplishments entail? Should you openly brag about yourself to your co-workers, point out every good thing you’ve ever done to your boss, and hand the owner or CEO of your small company an up-to-date resume? Not exactly. But I am hoping you understand that a little periodic self-promotion—done in a subtle way—can help you get where you want to be from a career standpoint. With that in mind, I have assembled a few of my most valuable ruls for marketing yourself and your accomplishments within your organization; no matter what you happen to do for a living.

Rule #1: Understand Your Audience. Whether you manage a marketing department, a product development department, the Accounting function or the entire operation, there is a principle for marketing yourself that is more valuable than the rest: know who you’re speaking to. Does your boss prefer to communicate via e-mail or verbally? Does she respond better to statistics or written reports? Does he get more excited to know that the company has saved money or made money? What time of day is your boss most open to a quick note or conversation? Knowing this information can do nothing but help you in the long run.

Rule #2: Establish a Regular Pattern for Your Communication. Instead of surprising your boss with a positive report when she least expects it—and is most likely to forget—establish a regular pattern of positive communication. Early afternoon on Friday is typically a good time to send a positive report, because your boss might actually have time to read and absorb it. But whatever time you choose, be consistent from week to week. In time, your supervisor will not only come to expect your “Friday Good News,” she will actually look forward to it.

Rule #3: Paint Only the Big Picture. When you finally decide to approach your manager with some positive news, be careful to not inundate him with details. Statements like “our most recent product was released 3 months early” or “employee turnover in my departments has been cut in half over the last two years” are about as detailed as you should get when it comes to your personal accomplishments. You can always offer to provide your manager with more information at a later time if requested. And there’s one more advantage to leaving out the details—it gives your boss an excuse to stop by your office for a POSITIVE conversation about your performance, which of course we all need more of these days.

Rule #4: Present the Good, but Resist the Temptation to Embellish. Once you become comfortable communicating your accomplishments to your boss on a regular basis, it actually becomes fun. But at the same time, it can be tempting to push the boundaries and blur the line between what is expected in your role and what is considered an extraordinary accomplishment. Resist the temptation to point out that you met your revenue goal for the year, or that you completed a major project on time, or that a planning document you have been working on for several months is now complete. As difficult as these activities can be, do not forget they are an expected part of your job.

Rule #5: If You Can’t Back it Up or Don’t Believe it 100%, Don’t Report It. I can’t explain why, but it has been my experience that small company owners and CEOs are inherently suspicious of good news. Maybe it’s because they’ve been burned so many times in the past. Or maybe it’s because managing by exception (only communicating with employees when there’s a problem) is a more comfortable style of management. Either way, you can be 100 percent certain that the receiver of your positive report will, from time to time, question you about it—extensively. If you’re not comfortable walking through your report step-by-step with the person who signs your paychecks, don’t bother.

Rule #6: Use Charts and Graphs—In Color. If you actually want your boss to read what you’re making available to her, try to avoid lengthy written reports, documents with paragraphs, and even reports with long sentences. Wherever possible, presenting information in a succinct, graphical-based format makes your news easy to review, understand and absorb. And in the absence of charts and graphs, don’t discount the value of a quick e-mail with a handful of short bullets. We all have a person in our lives who sends e-mail that we immediately delete or archive, because the message is usually too long to read. Don’t become that person! And using a splash of color once in awhile in your charts and graphs (don’t push it) immediately indicates to your boss that your information is important, and that you put some time and effort into assembling it.

Rule #7: Take the Opportunity to Make Your Boss Look Good. Are you looking for a sure-fire way to make your boss excited to receive your regular positive updates? Focus on providing timely, succinct and well-formatted reports she can use to enhance her reputation with HER boss or peers. As you create your reports, ask yourself this question: “Based on the content and format of this report, could my boss pass this on to the owner of my company, or to an executive from another small company?” If the answer is no, spend a little more time working on it. A good manager can obviously complete his job at a high level . . . but a good employee figures out ways to make his boss look good in the process.

Rule #8: Market Beyond Your Own Department. Here is a fact that might surprise you: your direct supervisor is not the only person you should be marketing yourself to. Although formal and written communication to anyone but your direct supervisor could land you in hot water, there is no rule against mentioning you and your departments’ successes to people outside of the department. Today’s peers could be tomorrow’s employees, managers, or even company owners—and the more people who know you’re extremely good at what you do, the better.

As a small company manager there are literally dozens of reports you are expected to maintain and turn in at any given time. But today I need you to add one more report to your regular routine—the one that highlights YOU as a great manager. If you regularly go the extra mile or continually find innovative ways to bring revenue into the company, you have the right—and the obligation—to let someone know about it. If you do something great for your company, don’t be afraid to tell someone!

3 Tips for Finding (and Getting) a Small Company Job

Eric_Rudolf — Mon, 30 Mar 2009 15:18:48 +0000

For whatever reason, most people prefer to acquire their job search advice from store bought career guides. If this wasn’t the case, books like What Color is Your Parachute?, Internet Your Way to a New Job and Guerrilla Marketing for Job Hunters wouldn’t be flying off the shelves right now. But these factory-produced manuscripts all have one thing in common: they cater to people who are looking for jobs at LARGE companies. Those of you who are not interested in being part of the Fortune 500 have been forced to fend for yourselves . . . until today!

As I scan through the stacks of marked up resumes in the drawer to my left, I estimate that over the last five years I have interviewed at least 90 people, for positions ranging from Administrative Assistant to Director/VP. 14 of these people were eventually hired, and 13 of them still work with me today. As a self-taught Human Resources amateur, my instincts tell me this is a pretty good track record. With this in mind, what I would like to do today is use my experience behind the interview desk to help those of you who are now sitting in front of it.

Below are three easy to follow strategies for finding—and getting—a job at a small company. Will these tips work for you? Maybe. But whether or not they do, if you have an opportunity to actually try them in a real-life situation, please reply to this post and tell us what happened.

Tip #1: Talk to Your Friends Who Work at Small Companies. When people are looking for a new job, they almost always contact their friends at large companies first. The theory, of course, is that larger companies by sheer numbers have more ‘opportunities’ available. But the reality is, while most of the Fortune 1000 are laying off people in previously unheard of numbers (check out LayoffBlog.com and LayoffTracker for more information) many of their smaller and more conservatively-run counterparts are either holding steady or growing. And even if your friend’s small company is not ready to hire full-timers just yet, smaller firms are significant users of contractors and temporary employees. Working as a part-timer until the economy turns around might not be your dream situation, but a reasonable contract rate like $25 an hour—even for half-time—is more than you will make collecting unemployment in most states.

Tip #2: ’Expand’ the Items on Your Resume. If you want to successfully enter the small company world using a large company resume, keep one thing in mind: small company hiring managers are NOT looking for specialists. Catching the eye of a small company hiring manager requires a resume that makes you look flexible, adaptable, and able to handle a wide variety of job functions. If you’ve spent the last five years at a large company stuck in the same role, do your best to break that role down into as many smaller parts as you can on your resume. Also, be sure to highlight small company ‘hot button’ experiences in your background like managing multiple priorities, dealing with two or more bosses, participating in special projects, managing teams and vendors, and measuring results.

Tip #3: Don’t Give Corporate Answers in the Interview. When you do end up getting to the interview stage at a small company, PLEASE take this one piece of advice: tell it like it is. Consciously fight against your years of training in politics and neutralism (remember . . . you have a backbone) and choose a side when the interviewer challenges you on a specific issue or presses you during a line of questioning. Also, avoid dropping big company buzzwords like “value proposition,” “thought leader,” “touch points” and “leverage”—especially if you’re interviewing for a management spot. Small companies are keenly aware of the difference between managers who just manage, and managers who actually DO things. Bringing the interview down to a real-world kind of level will help prove that you can, and are willing to, roll up your sleeves and get some real work done.

THEsmallCOMPANYBLOG » Career Development

5 Secret Resume Killers Every Hiring Manager Looks For

Resume Killer #1: Listing Religious, Political or Controversial Causes as Volunteer Work

Resume Killer #2: Communicating Personal Drama in Your Cover Letter

Resume Killer #3: Pointing Out Your Own Flaws

Resume Killer #4: Listing Yourself as the CEO of Your Own Company

Resume Killer #5: Overlapping Timelines in Your Work Experience

Related Articles You Might Enjoy:

5 Job-Related Lies You Might Be Telling Yourself (Guest Post)

Lie #1: “I’m Trapped in This Job.”

Lie #2: “I’m Too Old to Make a Change.”

Lie #3: “No Job Will Allow Me to Do What I Enjoy.”

Lie #4: “No One is Hiring, So I’m Not Going to Look.”

Lie #5: “I Don’t Have the Discipline to Be My Own Boss.”

Final Thoughts

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15 Signs You Might Lose Your Small Company Job

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Strategic Self-Promotion: 8 Rules for Marketing Yourself

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3 Tips for Finding (and Getting) a Small Company Job

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