If you really, really want the job...

Most of my career, I've had the opportunity to review resumes, and it always surprises me how people sending resumes get more caught up in the form than in thinking through what the experience will be like for the person who receives it at the other end. After all, resumes aren't reviewed by corporations, they are reviewed by people.  Typically several people.  Interviews?  Also by people. 

Simply by changing your focus from the sending end to the receiving end can adjust your strategy and give you an edge.  With that in mind, consider the following...

1.Ask yourself...Do you really want this job? This very one?  If so, it is worth taking the time to do some homework.  Spend time on the company's website. Using a person's name (rather than "to whom it may concern") and referencing specifics of what you like about a firm keeps your resume from being considered generic. People are much more concerned in finding an employee who is interested in the firm than someone to whom any job will do.  You may also need to tailor your resume so that it highlights the requirements of a specific job opening.  Again, if you "really, really, really want this specific job", it is worth the effort.

2.  Take the time to write a connecting cover letter.  The person reviewing resumes is typically receiving many each day.  The cover letter is your only shot to reveal anything about yourself other than bare bones facts and figures. Be warm and be likeable.  Consider that if your cover letter is stilted and formal, then it might come off like an awkward conversation.  At the same time, being too familiar or coloquial can be offputting.  See if you can find the passion and personality of the company in what you read about them, then do your best to write a cover letter that connects with that.

3. There is a fine line between confidence and arrogance.  No doubt it is difficult to write about yourself, your strengths and your experience. (It is the reason that few corporate executives write their own bios.)  However, I've read enough letters and resumes over the years to say that by far people err on the side of arrogance when trying to communicate confidence and experience.  One of the things that has shifted over the years is that companies are moving from looking for "I" resumes to looking for "We" resumes.  Instead of "I did this" or "I did that" consider using phrases such as "I was part of (or led) a team that...." or "I collaborated on"  or "my team was part of"....  Business today is far too complex for the one-man show.  We need people who can work in teams and foster the art of collaboration.

4. If you are seeking a technical job or one in a niche industry, a personal website or LinkedIn profile is a must.If you are looking for a high level position, it helps if people can find you professionally in a Google search.  Of course, this is a two edged sword, so hopefully your personal profile on the web is a good one.  One day, I Googled someone I was scheduled to meet via teleconference. Her facebook profile photo made it impossible for me to keep a straight face on the call...

5. Call, but don't be pushy.  Chances are there is a list of "must haves" for the position.  Either education level, a software skillset, or a number of years of experience.  The person culling resumes may move yours to a "no" pile because you don't have a skillset that is needed.  Occaisionally you can get through to the hiring manager to ask if your resume is still under consideration and if not, find out what the differentiator is. (If you are out, you can also let the hiring manager know that you believe his/her firm is a great match for you and ask if there are other positions available for which you might be qualified.)  If you get stonewalled by a gatekeeper, don't go to heroic lengths to get past.  People in offices talk with each other and you can get blacklisted by being condescending to someone you think isn't in a position of authority. That kind of information gets passed on.

6. Interviews are bi-directional. Again this is about doing homework.  Consider the person you are interviewing with and what might interest them.  Then come armed with your own questions.  Not the transactional ones like insurance and salary...the ones that will show you actually care about the work itself.  Ask a firm about a project you know they've done...whatever about it interests you.  Ask the interviewer what books people in their office are reading.   What classes they are taking.  Your questions should reveal you are a growing, breathing person, interested in both the job and the people you are going to work with.  Of course, depending on the type of person who is interviewing you, you may never get to even one on your list, but it helps to be prepared.

7 Follow up immediately and specifically.E-mail is perfectly acceptable, but handwritten follow up cards are still classy. Thank the person for the interview.  Refer to something specific you learned or enjoyed and let them know you would like the opportunity to work with them.  If you had the opportunity to meet with a team, consider sending something they can all share like a tin of popcorn or cookie bouquet to thank them for their time. (Only send this in a group situation, not to a single supervisor.  It's the difference between doing something appreciative that gets you remembered or obviously sucking up.)

Keep in mind, after all of this you still may not get the job.  Job hunting is a full-time job in itself and most likely you will have to go through this process a number of times before you are finally hired.   But taking an aim and shoot approach rather than a scattergun tactic is better way of ensuring you wind up some place you really, really want to be.

© Cathy Hutchison 2010

AD Trading Cards

Each year Marketing does a gift at the holidays that celebrates our team. One of the great things about having Erin Brady join us a few years ago is that she brings a lot of creative energy to this.

This year, Erin developed AD trading cards for our Dallas and San Diego offices. (All 30 of us).  Not only did she find really funny photos , but each card had the "team player's" name and "nickname" on it. (Which Erin made up.)  The back of the card contained "mostly true" facts about each person and all of it was hilarious.  (Nancy Jumper and I served as contributors for that part.)

I love it that we work in a place that we know each other well enough to even have that type of content.

Now, wouldn't you like to know what we have planned for next year. (Smile.)

Note: Jason McKelvey would probably like me to add that his nickname "Barbie Paparazzi" has to do with a project he did for his photography class.  He was running tight on deadline and couldn't find anyone to model on the one day he had to shoot, so he wound up using his daughter's dolls.  (Which turned out oddly real looking with 1940's movie star lighting.)  I should probably also clarify that Brian's nickname has to do with the fact that he played Santa at our company Christmas party. Last year, Brian's three-year-old son almost gave the game away by pointing and calling out "Daddy Ho Ho."

© Cathy Hutchison 2009