Preaching to the Choir: Resume Help

Awhile ago, it occurred to me that I have been preaching to the choir. Still, sometimes I can’t help myself, and I find myself compulsively delivering the message to the wrong audience yet again. What am I talking about?

I am an HR professional who reviews a thousand or more resumes every year. We are a nonprofit social services agency, and more often than not, resumes could use significant help. I am not talking about a few creatively spelled words; I am talking about probable deal-breakers like these examples from this week’s in-box:
1. All contact numbers out of service or message cue full.
2. Employment history reading “2005-present” even though the last job ended in 11/08.
3. RESUME WRITTEN ALL IN CAPS.
4. No phone number at all.
5. Omission of the only job relevant to my advertisement.
6. Complete lack of spaces between words and punctuation,like this,and/or this,which is a bit disconcerting to say the least.

Since discovering Twitter, I have often posted resume tips under the hashtag #jobsearch. Eventually it occurred to me that my efforts were misplaced; if someone is sophisticated enough to use social media at the Twitter level, they are more than capable of doing a quick Google search for resume help.

Despite this realization, I still occasionally succumb to temptation and I tweet my #jobsearch tips, even though I know I am preaching to the choir. Frankly, I don’t know how to reach the people who most need the help but I can’t stand to sit on my hands, doing nothing. Call me an HR geek, but a resume at its sublime best is a beautiful art form, a portfolio gracefully showcasing the culmination of one’s talents, accomplishments and contributions. It galls me to receive these mangled pages, like the one from the woman who spelled her name Tamara on page one and Tamera elsewhere in the document, or the six-page resumes that are a hodge-podge of cut-and-paste from years of mismatched job descriptions.

Today I am reaching out to you, my reader, in hopes that you have ideas for me. I feel driven to assist job seekers most in need of basic assistance with resume creation, and I don’t know how to reach them. What can I do? Do I contact the high schools, the County Workforce Development office, organizations that help immigrants, and/or something else?

Give me your ideas. Thanks.

image by Strabanephotos

Interview as a Conversation, Not a Contest

We all have defining moments, and this was mine. As an HR newbie, I chatted with another nonprofit manager during a seminar break. My colleague, who also worked at a disability agency, generously shared her hiring approach with me:

“I don’t consider the interview to be complete until the applicant is in tears.”

My response is forgotten, but her words are embedded in my brain. I was aghast. Tears? Tears are required to determine whether the candidate is the right fit for your agency? What does that say about your organization? And why would the candidate even want to work there after such an ordeal?

I decided on the spot to take an opposite approach. First of all, no trick questions. (Well, I admit I’ve experimented with asking “Tell me about a time someone did you wrong. How did you handle it?” Here I’m looking for someone who doesn’t have a long list of stories and a pile of bones to pick.) I don’t ask you what books are on your nightstand or what animal you embody, I ask behavioral questions about your experience and the job in question.

Secondly, I’m Mr. Nice Guy. I believe that the more relaxed someone is, the more likely it is they will share what I need to know. And they may also notice that it's not just me who is 'nice;' the front desk staff were welcoming, other counselors stopped by and introduced themselves, and that people are generally smiling and happy to be at work.

Thirdly, I believe an interview is a conversation, not a contest.

None of this should suggest that I’m an easy interviewer. I’ve interviewed thousands of people—mostly would-be counselors to support people with disabilities—and I know vey quickly how applicants stack up against all others who have come before.

I am pleasant, I ask questions that relate to the job, I watch and I listen to what they say and what they don’t say. A person can memorize answers but they can’t change their fundamental language patterns. Their use of language tells me all I need to know.

And what is it that I need to know? Sorry, I can’t give all my secrets away!

Ace the Interview by Being the Right Person for the Job—

(Not by Memorizing Answers to “10 Interview Questions You Absolutely Must be Prepared to Answer Right Now in the Current Economic Climate.”)

Articles coaching candidates to ace employment interviews sometimes leave me feeling a bit alarmed.

Sure, it’s great to be well-prepared. It’s essential to know resume and interview protocol. But I often feel the articles are somehow missing the point. Beyond the basics, the best way to ace the interview is to be the right person for the job. But in what seems like a short-sighted move, many job search articles tell you how to be the right person for the interview. As an HR person, I wonder: So what if you’re the best person for the interview? The interview only lasts an hour! But the job, if you land it, continues for months or years; are you going to keep up your perfect interview persona for the duration of your job?

Lets think first interview as analogous to first date. What would happen if you were coached through the first date (think Will Smith in Hitched), with no regard to the truth or to the reality of your life? When they ask “ABC?” it’s as easy as spitting out your memorized “XYZ!”

You practice and you role play and you get it right. "Why did your last relationship end?" Truth: "She caught me with her sister." Cleaned up date answer: “I love to spoil a woman. I found that I was giving, and giving, and giving; and eventually I had to face up to the fact that the balance of reciprocation was just not, uh, balanced.”

“What do you do in your spare time?” Truth: “I watch a lot of reality TV, I chew my nails, I surf porn.” New and improved first date answer: “I research cancer cures and I read Tolstoy when not preparing for my next triathlon.”

I don’t think I need to spell out how destructive it is to start a relationship based on deceit or even half-truths or white lies.

Well, guess what? Employment is a relationship, and the same principle applies!

As an HR person in charge of both recruitment and retention, I want to know if you’re the right person for the job, not just the interview. An interview is only one step in the process, and I’m well aware that the skills you use every day on the job don’t necessarily correspond to acing a job interview. Would you believe that I have hired applicants who committed one or more of gaffes?

1. Arrived late.
2. Forgot to bring their resume
3. Weren’t wearing a suit. (Hired a lot of those.)
4. Stumbled over an answer.
5. Totally blew a question.
6. Didn’t submit a cover letter even though I expressly asked for one.
7. Had two or more spelling or grammatical errors on application materials.
8. Were a little socially awkward.
9. Hadn’t researched the company.
10. Didn’t send a thank you letter.

I’m not saying you should fail to prepare or that you should flout convention, I am just saying that I see our interview as a conversation, not a contest. You don’t have to be perfect and you don’t have to make stuff up in order to work for me. Not only have I hired people who made the above ‘mistakes,’ but some of them turned out to be pretty darn good employees!

It’s easy to forget the big picture in the current job market, but the truth remains: you need to be the right person for the position, not just the interview.

Giving Thanks: An Easy Way to Stand Out

Want an easy way to stand out from other job applicants? It may sound 'old school,' but send a thank you note after your interview.

I get so few: believe me, I notice each one.

In addition to satisying any questions of etiquette, you can use a thank you note to reinforce key points from your interview--or to introduce brilliant answers that escaped you in the pressure of the moment.

With a thank you note, you check in and you also communicate continued interest. And it's one more opportunity to market your gifts and potential contributions.

It doesn't have to be long; doesn't have to be fancy. Three or five sentences by e-mail should suffice. It's quick, much easier than your cover letter, and a lot of bang for the buck.

Finding a Job in Nonprofits: your Cover Letter

With the changes in the economy, I'm inundated with resumes. About a third use the shotgun approach: apply for anything and everything.

I recommend being more strategic. Honestly, unqualified resumes clutter up my in-box and do nothing but cause me more work.

In addition, my standard "How to Apply" line is: "Send cover letter and resume to kfrancis@. I've noticed that many applicants who don't meet our qualifications also neglect to send a cover.

You're shooting yourself in the foot when you skip the cover when asked. One: you have shown that you don't follow instructions--even when the stakes are high. Two (and even more importantly): you have missed a golden opportunity to market yourself.

If you don't have the experience or the education, but you're perfect for my job, how will I know it unless you explain? Most nonprofits are mission-based; explain how you are passionate about our mission, and at least you have a chance. Skip the cover, and I don't mean this unkindly, but the opportunity will be skipping you.

So see the cover letter as an opportunity rather than a chore...and best wishes with your job search!

Landing the Job--Using 360 References

We were interviewing accountants. All CPA's with years of experience, our 'short list' interviewed brilliantly. Faced with a difficult choice, reference-gathering became critical.

Two of the candidates submitted extensive references lists providing 360 views of their accomplishments. References included former auditors, CEOs, supervisors, peers, Board members, and direct reports. Each person I reached out to was eager to talk and gave detailed, pertinent performance information. Messages were quickly returned.

The third person gave what appeared to be a random sampling of names from his address book. Several numbers were wrong. My messages weren’t returned. One person had to think for about ten seconds before he could recall the candidate. I went back to the applicant and requested more names--one of which declined to give a reference when contacted.

Guess who we eliminated first?

This true little story illustrates just how important references can be to land that dream job in the current employment market. Yes, it’s true that some employers don’t really check references these days, but you should be prepared that many do; and some (like me) may do a very thorough job of it. Ultimately, I spoke to nine of my new accountant's twelve furnished references. No cutting corners there.

Yes, the references you provide can mean the difference between job and no job. Some guidelines to get you started:

Big picture questions to ponder:

What are the significant skills and attributes required of the position, and which of my references can best showcase them?

Who can vouch for the success stories I share in interviews?

How can I build a 360 view of all I have to offer, using clients or their families, customers, current/former supervisors, mentors, managers from other departments, and people I’ve supervised?

With whom do I have credibility? Who will return recruiters' calls? Who will be eager to brag about me, and who will put my cause on the back burner?

Practicalities: Dotting the I’s, Crossing the T’s

Contact everyone on your list. Ask if you can use them as a reference. Make sure company policy will allow them to speak to the potential employer. And as you talk to your references, double-check phone numbers and e-mails.

Organize the list by category, making it clear how you know people and why they should be called.

Provide several extra names; inevitably someone will be on vacation, traveling for work, or otherwise unreachable.

Don’t use friends as references unless you have worked together and they can truly offer substantive information about your performance.

If you share written letters of recommendation, expect the employer to contact the authors for additional information. Again, make sure phone numbers are current.

Happy job hunting! These tips should help you groom your list of references both for your current job search and as you build your resume going forward.