Going through a career change and wondering what you need to do to make your resume right? Here are three key areas of your resume that you need to make adjustments to when switching careers:

1. Your Job Target/Job Title: Make sure you’re not falling into the trap of listing multiple job targets or titles at the top of your resume. I know it can be tempting when you’re qualified for more than one type of role—or you’re seeking something … anything … different from what you’re doing now. Instead, focus on one position at a time, and put this at the top of your resume:

JOB TARGET: Information Technology Manager

1. Your personal branding statement: Think about what unique attributes and experience you can bring to this new role, then combine those into a one-line statement that speaks to the position for which you’re applying. Sure, you may not have 5 years of experience in the field, but you have some other GREAT experiences that will transfer well into your new career path.

2. Your work history bullet points: Reorder the bullet points underneath each position on your resume so that the most applicable experience and accomplishments are listed first. Always list bullet points from each position in the order of relevancy from most relevant to least relevant. This shows the hiring manager that although you may not have operated within that exact role in your past career, you still have the related skills and experiences necessary to do the job.

Keep these three pointers in mind when making adjustments to your resume as you seek out a different career path. Remember to rebrand your resume and customize it for each different position you apply for as well. For tips on how to brand your resume, check out my recent article: 5 Key Areas to Target When Branding Your Resume.

For additional job search and resume-related advice, follow us on Twitter @GreatResume.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

The Anatomy of a Job Description, and Other Pointers
By Ryan Thomson, Executive Recruiter, Clean Tech Talent Division

What is the purpose of a job description? It is of course an administrative document. It does serve to establish a description of an employment work contract. But in terms of recruitment, it is a marketing tool that should attract the attention of the talent you are seeking.

The Job description as an Administrative and Legal Document

As an administrative document, job descriptions serve to set out the parameters and expectations internally to current staff and management, as well as to prospective new hires. Each job description should address the title of the position, the department, the supervisor, the essential functions, duties/responsibilities, qualifications, and results expected.

The titles used should generally be consistent across the department at least, if not the organization. A title is an indicator of the level of authority and responsibility as well as remuneration. In some cases according a grander title may be a way to entice in the talent you need despite paying a less competitive salary for that person. Keep in mind that others in the organization will be mindful of the titles assigned, and inflation thereof could lead to challenges by a disgruntled employee.

Job descriptions should clearly identify the department to which the position reports, and ideally the supervisor. Always identify other job titles, and never names, for example, the position reports to the Vice President of Sales, as opposed to naming David Jones.

The essential functions or responsibilities of the position are the heart of the job description. The convention is to use an itemized list that lays out the duties and responsibilities of the position; however a paragraph can achieve the same goal. This is where you should identify each “essential” job function that is expected and critical to successful job performance.

This essential functions or responsibilities part of the job description becomes or should substantially match the framework used for performance reviews. It is appropriate to discussed the expected results here. Set out the interplay between this position and other employees, departments and customers. Describe the responsibilities for deadlines, customer service, project milestones, sales projections, and other company goals so that it is clear how this position fits into the strategic mix.

Job descriptions will be examined in any legal disputes. For example, an Americans with Disabilities Act (ADA) lawsuit, the courts will review what the organization has described as the job’s “essential functions” in examining the merits of the charge. If the essential functions are not included in the written job description, the court may decide for itself.

Non-essential and intermittent job duties and requirements should also be included. Take into consideration any physical requirements such as lifting or bending, standing or walking; as well as learned skills such as equipment proficiency, code language knowledge, industry know-how. Address job duties such as travel requirements and hours. Include behavioral skills such as leadership and teamwork requirements, communications and time management skills.

Additionally, the job description should detail the qualifications, education, certifications, or experience sought in the prospective hire for this position. Salary and benefits are an optional part of the job description.

Keep it Clear and Timely

Job descriptions, like resumes, shouldn’t be overly long; effectively and compellingly state what needs to be communicated. Use action verbs, in the present tense. Use clear language and be precise. Rather than make a general statement, detail the skill you are seeking, for example instead of saying “make sales calls”, specify that the person will be required to “prospect and communicate with various functions from engineering to C-Level positions, address sales concerns and opportunities, and close business”.

Review job descriptions periodically to make sure they accurately describe the employee’s responsibilities and the organization’s goals. Job descriptions can be amended when the employee’s duties change, review any change in expectations and duties with the employee. Be certain to avoid any references to age, race, gender, religion, disability or any other “protected” characteristic to be in compliance with Equal Employment Opportunity law.

The Job Description as a Marketing Document

The job description will be widely distributed in the search for the employee that you hope to hire. The portrayal of the company, culture, and opportunity should all be considered as if this were a professional piece on the organization. Take the time to write a paragraph that touches on the company’s industry and position therein, mentions recent financial performance or press-worthy news. Briefly describe the size, location, and culture, and unique attributes offered by working for your company.

Typically the company and opportunity description are the introduction to the job opportunity. Reel your prospect in. Tell them why your company is exciting. Everyone wants to be proud of the work they do and the organization they work for. Many an employee has taken a lesser-paid job in order to be a part of an exciting company that is doing great things for the environment, or is on the cutting edge of technology, or is addressing social injustices. Let people know through the job description what makes your company unique and the opportunity distinctive and impactful.

Excerpt:
Your job description is an administrative and legal document, serving to establish a description of an employment work contract. In terms of recruitment, it is a valuable marketing tool that you should use to get the word out about your company and attract the attention of the talent you are seeking.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Congratulations! You’ve received a job offer. Now what?

First of all, ask yourself if you want this job. Hopefully you spent the time up front to evaluate the company and the position prior to pursuing it. Sometimes things happen faster than you expect and you haven’t fully explored the opportunity. There are a lot of important aspects to research and consider when you are evaluating an employment opportunity. The more you know before the offer, the better position you’ll be in.

A company’s values, vision and corporate culture are going to fundamentally affect you on a daily basis. Does the company you are evaluating motivate and speak to you? Do you feel like it will be a fit with your personality and work style? Just as dating someone with a fundamentally different belief system would be a great challenge, so will working for a company where you do not buy into the mission and vision.

What about the size and hierarchy of the company? Are you more apt to want to wear several hats and take broad responsibilities? Do you want a close working relationship with top management and the ability to see the impacts of your personal contribution? If so, a smaller company may offer you the best fit. Are you focused on training or mentoring programs and a clear career path? Do you have specialized skills that you want to focus on specific endeavors? If so, a larger company may be for you.

Location, hours, and flexibility are also important considerations. If you have to relocate, you’ll want to evaluate the area, cost of living, housing options, and community amenities. Will you need to commute? If so what are the costs and time required? Is there flexibility in terms of hours worked in order to avoid traffic? Can you work remotely for some portion of the week? Will the position require travel?

The company’s background and tenure can be discovered via press releases, newsletters, and annual reports. Take the time to inquire about the company by tapping into professional networks, alumni career offices, current employees, and even competitors. Conduct a search on the internet or pick up the phone and ask the front desk who you might speak with. You’ll want to consider the company’s products & services, market position, industry, age, size, employee turnover, and financial condition.

Now back to that offer you received, is the compensation package in line with expectations? Is the salary competitive? What is the overtime or compensated time off policy? What are the benefits? What does the overall package entail? How does the compensation package compare to the industry? Again, the more research you’ve done upfront, the better you can evaluate the terms you are being offered.

The bottom line probably does not boil down to one number. Salaries may be structured to offer an equity piece or bonuses. Flexibility, training programs, promotion opportunities, salary/performance review, vacation, insurance and other perks are an important part of the overall remuneration you will be receiving.

If you choose to negotiate the pay or benefits, the more research you have done, the better you can present your case. There are many sources for salary information by industry and role such as salary surveys by professional associations, the National Association of Colleges, and websites like Indeed and Monster, or the Bureau of Labor Statistics. Speaking with people in your professional network within the industry, consulting employment ads, and discussions with external recruiters can give you a lot of insight into the current compensation trends.

Finally, remember that a written offer letter is often regarded as a contract from a legal standpoint. It is important then that this offer covers any aspects that are important to you and reflects the conversations that lead up to it. If official company policies are codified, ask for a copy to review.

Typically you only have a couple days to review and accept a job offer. Be prepared, know what is realistic as well as what you want and where you have room to negotiate. Good luck in your new job!

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

“The person who gets the farthest is generally the one who is willing to do and dare. The sure-thing boat never gets far from shore.” – Dale Carnegie

You are out for a walk in a National Park and suddenly you realize you are being stalked by an animal. You hear the sounds of branches snapping, some guttural growls but you don’t really see what is hunting you. Sounds ominous, but it is a jungle out there (although you are not likely to be eaten in a job hunt). And, you’ve probably been on both sides of the job hunt (hunting and hunted). Being hunted is a nice position to be in, where people are seeking you while you are not seriously looking for a job. My rule of thumb, even if I’m not looking for a job, is to always listen to the opportunity and, if you are interested, take it to it’s logical conclusion. You never know who you will meet and you never know how it will turn out. Of course, when you are on the job hunt, you are in control but you never know when you will land your trophy job. Today’s post is all about being hunted, what you need to consider and how you should respond (scared yet?).

• Being Headhunted: 5 Ways to Cope with Being Approached by Other Employers – If you’ve ever wondered how to cope with being “hunted”, this article gives a good overview of what you should consider. All of the suggestions are worth reading, but “Do not be flattered” is really important. If you decide to make a job move as a result of being “hunted”, make sure you’ve considered everything (and read this article).

• Has Your Head Been Hunted Lately? Working with Recruiters in Your Job Search – This article is from career-magic.com and focuses on the recruiter side of the equation. The article describes different types of recruiters (including reputable recruiters). The old “80/20″ rule is mentioned (that is, only 20% of jobs are placed via recruiters) and the article suggests that you should work with several recruiters given the limited number of jobs any one recruiter may have.

• 10 Secrets to Getting Yourself Headhunted – Sometimes you are hunted “out of the blue” and sometimes you want to be hunted. This article, from theundercoverrecruiter.com, covers 10 tips for “getting yourself hunted”. Some good tips, many of which you would use if you are actively looking for a job. There is a subtle difference between actively looking and “making yourself available”, this article focuses on the later. Whatever your preference, this article is worth a read.

• Nine ways recruiters find you – Posted on the Microsoftjobsblog.com, this article is chock filled with great advice and related embedded links. Not surprisingly, the first tip is using the Microsoft Corporate job site and this is a great place to start. Other tips cover the usual time tested techniques (such as social networking) but also provides additional information (such as checking your privacy settings) to help in your search.

• Want To Be Recruited Through LinkedIn? Don’t Make These Profile Errors – LinkedIn has changed the job search (and job hunt) game. If you are not already on LinkedIn, what are you waiting for? If you want to be job hunted, this article will help you leverage LinkedIn in the right way. There is some really good advice in this article, from “brand-focusing” yourself to balancing how much of your resume is listed in your profile. While you are on the site, take a look at some of the other resources.

Good luck in your search.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

“Twenty years from now you will be more disappointed by the things you didn’t do than by the ones you did. So throw off the bowlines, Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream.” - Mark Twain

Individual job search can be challenging (regardless of why you are searching for a new job), but group job search (as in a downsizing, closing of a location or closing of a company) takes the challenge to a new level. Of course there are a number of factors that potentially increase the pressure, like when an entire industry is under pressure or if the overall economy is suffering. Everyone, of course, handles the job search pressure differently. Some people don’t actually look for a job until after their last day (denial) while others jump in with both feet and do the all out job search with a goal of finding a new job before their current job ends. Everyone needs to approach the process in the job search in their own way and time, but panic is not a good way to start.

Having lived through events described above several times (unfortunately), I’ve learned that you need to be flexible (and careful) in the way you handle your future compensation. There is sometimes a fear that you will never get another job and this may lead you to take a role for significantly less than you are currently paid (or potentially worth). On the other hand, “holding out” for a level of compensation that may no longer be realistic can also backfire. So what is the right balance between what you are really worth and what the market will pay? That, my friend, is the topic of today’s post.

What am I worth? – The first thing you want to try and understand is “what you are worth” and there are many tools that will help you do that. I must caution, however, that these tools only offer guidance as your exact set of circumstances (years of experience, education, type of experience, current economic trends, etc.) play a major role in determining compensation.

• Salary.com – Stands to reason that this is a good place to start. This site has two views, one for employers and one for personal use. You can register on the site or just use there tools without registering. There are links at the top of the page for Salary and Job Search or use the free Salary Wizard available left center page. Enter your title and location on the Personal Salary Wizard. Entering your information will return a basic report. There are additional tools below this for Job Search, Education and Cost of Living. Additionally, there are a number of other related tools under the Tools menu.

• Jobnob.com – The site allows you to search for average salaries as well as see job listings for companies that are currently hiring. There are lists of companies, jobs and salary ranges. There are tabs at the top for Search, Salaries and Events. Clicking on Salaries shows ranges by profession. Enter your profession and the site will return a report. The Companies tab (down a little from the tabs at the top) is also interesting and provides a fair amount of data. Overall, the site is jam packed with some really good information (and you can search for jobs on the site as well).

• SalaryExpert.com – Similar to Salary.com, this site has sections for both individuals and compensation professionals. The site offers both salary reports and cost of living reports (useful if you are thinking of a move) as well as job search. Also like Salary.com, there are free basic reports and custom reports for a fee. Clicking “continue” under Employee (center page) returns a page with a Salary Calculator, Executive Salary Calculator and a Cost of Living Calculator. There are additional tabs at the top of the page for Reports and Education.

Should I take a cut in compensation? – This is a great question and is asked all of the time (as you will see from some of the links below). This is, of course, a personal decision. But you should be well informed (can you afford it, were you “overpaid” before, is the job in a less expensive market, etc.). Hopefully the following articles will help.

• Should I Accept A Job Offer Below My Current Pay Range? – This article is from Timsstrategy.com and it offers some great advice. Take a look at Tim’s Pros and Cons (you should be making your list as well). But also take a look at his five factors for consideration. Again, it is a personal choice driven by many factors, but think long and hard on this one.

• Should You Accept that Lousy Job Offer? Yes – Another view, this one posted on the CBS News site. I don’t actually agree that it is as cut and dry as the last paragraph would lead you to believe. But, that being said, personal circumstances combined with market conditions for your profession will provide the best answer for you.

Good luck in your search.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Recently I asked a question on my Facebook page about which interview questions you like the least. The question that most people pointed to was “So…where do you see yourself in five years?” We’ve all heard it. Heck, I’ve had to ask it! I don’t like this question for a variety of reasons but mainly because there’s no correct answer! The answer to this question will tell the interviewer absolutely nothing about your ability to do the job. This question has found its way into the standard interview script and it won’t go away.

By all means, please resist the temptation to say “I want to live on a tropical island and have people serve me fruity drinks with umbrellas in them”. Although clearly, that’s where you’d like to be in five years.

Many answers can get you in trouble. Aim too high and you might be perceived as cocky or arrogant and give the impression to the interviewer that you won’t stay in the role very long. Aim too low and you might be perceived as not having initiative.

So how do you answer it?

This question is about goals (please see… The Ocean, and Why We Should Set Goals). We should all have goals…short-, medium-, and long-term goals. Five years is right in the medium-term goals range. So as you consider your answer to this question, and you should give this some thought well in advance of your interview, keep your medium-term goals in mind. You have no idea what this perspective organization will look like in five years, and neither does the interviewer. Begin by reassuring the interviewer that you’re hoping to make a long-term commitment to their company. Let them know you’d make good use of the training they will provide and translate it to meaningful contributions to their organization. It’s not out of line to say something personal to add a human touch.

For example:

(Smile…lean forward) “Well, I can certainly see myself as an employee of this company as I feel that I have exactly the kinds of skills that you’re looking for. I will give the type of effort that will create opportunities for me, and that excellence at work will lead to additional responsibility. So while I can’t say specifically where I’ll be, I’m confident that with my work ethic and positive attitude, future opportunities will take care of themselves.”

The key elements of your answer should be: optimism, long-term commitment and enthusiasm for growth!

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

You might think about networking simply as a meet and greet. However, it involves more than just making contacts; networking allows you to establish meaningful relationships based on particular interests. A career network is a support system that can provide important information as it relates to your career. So, how do you create a career network?

Tap into natural instincts, be yourself, and tap into your passions- Find opportunities to engage yourself in the area(s) you’re interested in by joining clubs and attending career events.

Always be prepared- It is a good idea to keep some business cards on hand; otherwise, have a pen and paper in case you meet a new contact.

Follow-up- Networking is a two-way street. When you come across information that may be relevant to your contacts, pass it on. This lets them know you’re thinking about their interests too.

Get over the fear of rejection- Rejection is a part of life, as well as networking. Don’t be discouraged if someone says no to helping you; it gives someone else the chance to say yes.

For more career networking tips, check out the source below.

Networking is not only about meeting people, but also establishing relationships. By creating and maintaining a career network, you will have valuable resources to help you progress in the real world.

-Source-

http://thecareernews.com/newsletter.php?news=2571

[please link to: http://thecareernews.com/newsletter.php?news=2571%5D

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

As a job seeker, your resume is your marketing brochure, with the goal of selling your skills and experience. I review many resumes that simply list in chronological order, all of the positions an individual has held over the span of their career. Does that really market you?

A quality resume has to spotlight and focus on your most relevant skills and experience, to the position you are targeting. One of the biggest mistakes I see candidates regularly make, is creating a one-size fits all resume, and actually thinking this will land them interviews. It can’t.

Here are 3 tips to ensure your phone starts ringing with interview appointments, today!

1. Know what your target job is. You cannot apply for every position out there, when you don’t meet the qualifications. Be deliberate in your approach, and know what position you want to get. Don’t give up too quickly; if you meet the qualifications, and your resume is crafted appropriately, you will receive calls.

2. Do your research before writing your resume. They can vary greatly, based on your industry and specialty. If you’re writing your own resume, look at the job description for the position you want, and include keywords you see within that description. In order to get results, your resume must be very focused and specific.

3. Consider hiring a professional resume writer. When you’re out of a job, it may see like an unnecessary expense, but it’s literally one of the most important investments you can make in your career. Once you have a well written and impactful resume, you can easily update it as your career expands. Many candidates who utilize the services of a professional resume writer, find they obtain interview invitations and job offers exponentially faster than candidates who did not.

Receive your complimentary resume analysis now, and receive feedback via email with specific instructions on how to improve its performance.

The words that you use to express yourself send a strong message about who you are and what you know. In fact, your vocabulary and the use of appropriate words say more about you than the message you are trying communicate.

In the job search, the right words are essential to your success. Whether you are creating your resume or preparing answers for an interview, being aware of and using “industry jargon” is important. Each industry uses “key words” or “lingo” to describe what is required for a job.

Job descriptions or postings, are a list of qualities and skills employers are looking for in a candidate – the “wish list.” By making use of this information and using key words you can reveal yourself as a match as the “ideal” candidate.

Of course, you would never use a word just to impress your interviewer. Knowing the definition behind the word is what will convince the interviewer that you know what you are talking about.
www.interviewfitnesstraining.com

Finding the “key” words will make your statements more powerful. Speaking the industry lingo will help you be taken more seriously as a candidate worthy of a job offer.

www.thecompleteinterviewcoach.com

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Simply put, pay attention to customizing the keywords in your resume to specific job descriptions. It turns out that at many companies, your resume is never seen by a human being until after it gets flagged as “interesting” by software that scans your resume for potential matches to skills and experience the company is looking for.

Applicant tracking systems screen you by converting your resume into a database. Employers either search for the most qualified candidates by inputting keywords and phrases, or rely on the ATS to recommend candidates for their job requisitions using a semantic match. Employers then see candidates much like results in a search engine, in ranked order.

And it’s more than just single keywords that make you stand out from the crowd: After all, a lot of other people are making sure that their resumes mimic the words mentioned in job descriptions as well. The quality of your resume you present to a prospective employer is competitive. Learn the ins and outs of creating a stellar resume, or hire a great resume writer.