Friday, February 26, 2010
Monday, February 15, 2010
The reality. A recruiter will not be likely to open an unsolicited resume. Recruiters are focussed on the job opportunities they are trying to fill right now.
I just posted a new job. My Blackberry buzzes every few minutes with messages from people applying to the job. This happens anytime I post a job with the word "sales" or "project manager" or "QA" in the job title.
It's a rush job order. I need to call the best applicants right away for an intial telephone screening which could lead to an interview. Every applicant has attached a resume. I wish I had time to open every resume but I don't. Here's how I decide which resumes to open first:
- Don't spam. If I see a long list of email addresses in the Send To box I'll problably consider the email a spam and ignore it.
- Put the job title in the subject line. If the job title appears in the subject line I'm going to read your email. If the subject line says something generic like "Resume" or "Job Application" its going to be filed our resume database.
- Summarize your key qualifications. Briefly introduce yourself then write 5 or 6 bullet points to prove you are qualified for the requirements of the job. If you've convinced me that you're qualified I'm going to look at your resume.
You're one step closer to an interview. You've peaked my interest. Your resume is as impressive as your introductory email. I'm going to give you a call. Hopefully we can get the ball rolling for an interview.
Saturday, February 13, 2010
When you apply to a job your resume is usually uploaded into an applicant tracking system. Most create a short list of candidates based on keywords. Ensure that your resume has the right keywords by including keywords from the job description. Keep your resume short but it's fine to have more than one page. Just make sure the first pages of your resume is "eyeball" friendly in case an human being actually looks it.
2 key points. Your resume (and interview) should communicate only two perhaps three key points. Key points include pertinent work experience, applicable education, or a love for what the company does. One key point is too few, and three is on the edge of too much.Employers also want to know about your accomplishments and results with previous employers. Include 3 to 4 bullets points of your results for each position.
3 sections. "Two key points" means that your resume should have only three sections: contact information, work experience, and educational background. This specifically excludes "objectives" (do you really think that a company cares what you want to be when you grow up?), "references upon request" (duh, of course you'll have to give references if you're asked), and "outside interests" (that Lamaze class training will come in really handy when he company stops delivering software by C-section, but not right now).If you include an "objective" on your resume make sure it is the job you are applying for. Outside interests are valuable if it's volunteer work or if you were a semi-pro baseball player and the company has a softball team. Your outside interests are conversation starters and may provide a common ground between you and the interviewer and differeniate you from a candidate with similar qualifications.
Wednesday, February 10, 2010
Every interview, telephone call and email reminds me of the taxi driver's message: Meeting expectations isn't good enough. You have to exceed people's expectations to succeed. But I draw the line at pedicures.
Monday, February 1, 2010
- The market is relatively untapped. Under utilized talent sources will be at an advantage in the future race for talent.
- With the sheer size of the population people with disabilities represent a large consumer group with significant spending power. Enabling this group to earn and spend is good for the overall economy.
- With an ageing workforce, the number of young people and immigrant candidates will be insufficient to meet demand.
- Hiring more diverse workforce increases employee morale. Workplaces that are sensitive to their employees are better, more energizing places to work and more profitable in the long run.
- Creates a brand as an employer of choice. In a competitive employment market employee loyalty is like gold. And turnover is expensive.
- Having a company or product that is open to persons with disabilities will also attract their friends and families – a huge share of the overall market.
- Uniqueness breeds unique ideas. Having people of diverse backgrounds at the table brings more creativity and broader range of thought.
- According to John Izzo (Values Shift: The New Work Ethic) making your workforce diverse can result in a 8% increase in shareholder value.
- People who want to work should be given the opportunity to work regardless of disabilities.
- Beyond the benefits to business, employers have a legal requirement to ensure that workplaces are accessible and free of discrimination. Complaints to the Canadian Human Rights Commission can be both expensive and can earn your company a bad reputation.
Bottom Line: Creating a diverse workforce is good for business. Welcoming persons with disabilities onto your workforce will increase your profitability and create a better working environment for all.