When JSR was asked to build a resume development practice, you might imagine how we reacted as former search firm owners who hated editing resumes. The thought of doing this as a regular service was repulsive.

We did however, agree to research the industry, hoping we would find some firm we could simply endorse. We are posting this in an attempt to give you some insight into the recruiting world.

So in this process we had to research multiple areas

1. Employment communication

2. The mind of the employer (from the moment they first look at a resume until they make an offer)

3. The existing resume services available in the market (hoping we could simply endorse someone)

4. Why candidates build their own resumes

Employment Communication

Employment communication all by itself is a limiting factor in obtaining new employment.  It is much different than ordinary communication. At least in ordinary communication each party has the same options. They can;

1. Set up a face to face meeting
2. Make a phone call
3. Send an email
4. Send a letter

With employment communication the candidate is forced to send only a resume first. This forces the candidate to decide the most important information that the employer will learn about them and limits the candidate to 2 pages. So now, instead of having an interaction, it is a one way statement that limits the candidate to what the resume says they offer.

The Mind of the Employer

Our research revealed that each employer has their own specific job requirements relative to the position they are trying to fill. They had questions about the candidate relating to those requirements. Here is what we found that was interesting to say the least;

1. Every employer has 7 questions on their minds that have nothing to do with the job description
2. Every single employer has these same 7 questions
3. These are questions the employer has to answer in order to actually hire the candidate
4. These questions have nothing to do with the job description
5. Employers know the questions but are not conscious that they can be anticipated and strategically answered in a resume

The employer is then forced to schedule a series of interviews to obtain the answers.

1. First Interview – The resume is out, the questions are about statements in the resume. The employer is attempting to clarify missing information; Information that could have been in the resume.
2. Second Interview – The resume is still out but the employer has picked certain topics that they want to know more specific information about; Information that could have been in the resume.
3. The Third Interview – The resume has been put away, the employer is now revealing the true nature of their need for a new employee and asking the candidate what they would do if they had the job.

We thought, what if the answers to all of those questions were written into the resume? How would that affect the questions in the interview? We tested it and learned that the candidates with that kind of resume were being asked 3rd interview type questions in their first interview. While their competitors are providing the missing information from their resumes, our candidates were being asked for specifics of what they would do if they were hired.

The types of Resume Writing Firms out there now

This was a frustrating experience to say the least. We knew that a great resume writer was someone who can write about a candidates ability in such a way that it communicates well with a potential employer, which is a good thing. Unfortunately, we also learned the following;

1. Career resume writers spent their days talking to people who are in a job hunt and did not know the mind of the employer. They were not even conscious of the 7 questions.
2. Career resume writers build essentially what would be called a brochure to be presented to the employer in an attempt to secure an interview but few to none of them had any real experience selling to employers.
3. Most of the Career resume writers were people who had a journalism or writing background. They could write well but could not be strategic in their writing.
4. Most of them did not become Career resume writers by choice but rather by circumstance (long term unemployment).

So here are the questions that developed in our minds;

1. If a career resume writer spends their time talking to people in a job hunt, how do they know what the employer needs to see on the resume?
2. Why would anyone hire someone to build a brochure for them that had no exposure to the buyer lthey are targeting?
3. Why would anyone hire someone to build a strategic document that had no strategic experience.

So the final piece of our research was to understand why people, especially executive and leadership types built their own resumes but by this time, we already had our answer.  That is what led us to develop the 7 questions into the 7 dimensional resume communication system.

Just a thought; unless the core competencies that built your career to what it is today are resume writing core competencies, get a referral from one of our partners and let us show you what people who have made their living selling to the same people you are trying to sell to can do with your resume.

We look forward to hearing from you soon

Jackson Stevens Resumes

Cover Letter 101 – The Targeted cover letter – How to write a cover letter Part 1;

The Opening Statement

There are many opinions about cover letters. Some say that a good summary in your resume is all you need. Others argue that the market is looking for the cover letter and when it is not there, it becomes a hindrance.

We at Jackson Stevens Resumes believe that the cover letter is essential. Just as you should have a customized resume for every targeted submission, you should have a Targeted cover letter as well.

When we develop a cover letter, we build it as a conversation with the reader. This is something that is difficult to do on a resume. A Targeted cover letter addresses the position directly, as well as addressing the company and the person who is responsible for filling the position.

Targeted Cover letters have 4 sections

1. The opening statement

   • Why you are contacting the hiring authority

     • In this section you have to show the hiring authority that you have a level of enthusiasm for the opportunity – but not too much as it may be seen as insincere or reaching.

2. Your background and experience as it relates to the opportunity

   • A broad statement clarifying your experience in relationship to the opportunity. Here you must show them you have done this before.

3. The presentation

   • The primary bullets of the position and how you have specifically addressed those elements successfully in the past

4. The closing statement

   • Why you should be interviewed immediately

For this article we will be dealing with the opening statements.

Opening statements should be sincere

They should be fact based and direct. Here are some examples;

Dear Ms. Or Mr. Hiring Authority,

When referred by the employer’s website

During the course of some research, I noticed a listing on your company website for the Director of XXX. I am sending you this note because the requirements you advertised are directly in line with my experience. I would like to formally express my interest.

When referred by a person

While researching your company I spoke with Mr. John Johnson of XYZ Corporation. Mr. Johnson stated that you were looking for a person with (type) experience to be responsible for your (discipline). You will see in the attached resume, that I have many years with that level of responsibility and specific achievements in that (discipline). Please consider this note as an expression of interest.

When referred by a 3^rd party website

During the course of some research I was alerted to a posting you had on XXXX.com and was intrigued. You list several requirements that reflect my recent/current work experience. After further research I found that your company was (featured in or was quoted as etc.) which was impressive. The attached resume highlights only a few of my achievements but will give you an overview of my experience as it relates to your opportunity.

Watch for more articles to come!

Jackson Stevens Resumes

Click here to hear why more Search Firms partner with Jackson Stevens than any other Executive Resume Service

Click here to put your resume in our system and get notification on new positions

Contact Jackson Stevens Resumes

Why are you not getting a response? It’s your resume, it is always your resume.

There are 5 simple rules;

1. Accurate or not, your résumé is what you are
2. Your résumé is either an obstacle or a vehicle to obtaining interviews
3. No response is a response
4. Your résumé drives your employment destiny
5. Your destiny can be controlled

Think about it; the only response you get from a resume submission is a positive one. If they are not intrigued, they don’t call to tell you about it!

There are two types of résumé submissions;

Blind Resume Submissions

A blind submission is when you submit a resume to an employer or search firm without identifying a specific opening they have to fill.

Targeted Resume Submissions

A Targeted submission is when you submit a resume to an employer or search firm for a specific opportunity that is advertised

Whether your submission is Blind or Targeted, if you are a solid candidate with good credentials, longevity, and an overall great performance history, you expect a response. You believe that employers and search firms will embrace your résumé submission, even if they don’t have an opening at the time. So you build your resume and begin sending it out. You’re surprised when you don’t get the kind of response your credentials and performance warrant. You think; what is going on? So you send out more résumés to more companies, but nothing changes.

Even the most accomplished executives experience this. You are not alone. So what is the answer? Résumé rejection falls into two categories; circumstantial and deliberate. Let’s look at the reasoning behind common résumé rejection;

Circumstantial Rejection

Employer/Industry is Downsizing: The employer or search firm, based upon your résumé, sees your value but is downsizing

• No Openings: The employer or search firm, based upon your resume, sees your value but does not have any appropriate openings at the time they reviewed it.
• Over-qualified: The employer or search firm, based upon your resume sees your value but feels as though you are overqualified for their company (i.e. a small company looking at a person with large company background)
• Under-qualified: The employer or search firm, based upon your resume has a requirement within the job description that is absolute and eliminates you (lack of an MBA or other certifications).
• Under-qualified Screener: An unqualified employee, after reviewing your resume cannot see your value because they lack the appropriate experience and understanding to evaluate your submission or the authority to take action
• Not Reviewed: The employer or search firm does not review your resume at all

Deliberate Rejection

• No Value: The employer or search firm, based upon your resume does not see your value
• Wrong Industry: The employer or search firm, based upon your resume does not believe that you understand their industry because you haven’t worked in it
• Not Enough Experience: The employer or search firm, based upon your resume does not believe that you have enough years of experience
• No Focus: The employer or search firm, based upon your resume feels as though you do not have enough focus in your career to be an expert in your field
• Poor Track Record: The employer or search firm, based upon your resume feels as though your track record is too sporadic
• Lack of Achievement: The employer or search firm, based upon your resume feels as though you do not represent the level of achievement they need

Both categories have two things in common; all rejections are based upon your resume and all rejections can be prevented!

If what you offer is truly exceptional

AND

your résumé is an accurate description of that offering, you will not be rejected. At least not completely.

On the other hand, if what you offer is truly exceptional and you are not getting enough calls, the blame lies with your résumé. There is probably not single candidate who wants to believe that what they offer is not valued by an employer but the reality is that if you don’t communicate it accurately you are depriving the employer or search firm of the information that proves your value.

So how does one deal with this? Start taking the resume portion of your job hunt far more seriously than you have in the past. Follow these simple rules;

1. Don’t think for a minute that you are a resume expert. If you have not operated a search firm you don’t know what it is like to sell to an employer
2. Ignore the elements you cannot control and focus on the elements you can
3. Come to the realization that what the employer or recruiter read about you is going to create an impression and cause a decision
4. Realize that you can control the impression your resume makes and cause the decision that you desire and in a job hunt

If your resume is not an accurate depiction of what you offer then you need a new resume. Don’t forget to fire the resume writer that wrote yours first, even if that writer is you!

Jackson Stevens Resumes

Click here to hear why more Search Firms partner with Jackson Stevens than any other Executive Resume Service

Click here to put your resume in our system and get notification on new positions

Contact Jackson Stevens Resumes

In this modern, internet driven job market, Search Firm owners and operators need help sourcing some of their most difficult searches. JSR works on behalf of the Search Firm sourcing and forwarding resumes of appropriate candidates. Since we work on behalf of the search firm there is no fee to the candidate. Post your resume in our system and be found when appropriate searches are conducted.

Jackson Stevens Resumes

Click here to hear why more Search Firms partner with Jackson Stevens than any other Executive Resume Service

Click here to put your resume in our system and get notification on new positions

Contact Jackson Stevens Resumes

Résumé Bullets are simply “Event” descriptions

A 7 dimensional resume communicates 7 times as much information as a conventional resume. This article is designed to give you a glimpse into that realm. Many resume developers post a sample resume for candidates to create their own. Don’t use it. In this economy, you need to create differentiation not similarity. To create differentiation, you need to show the reader more than simply where you worked, what your education is, and how many people you supervise. Most résumé developers have come up with what is known as a “Feature and Benefit” résumé. They list the Actions you took and the Benefits those actions brought.

But how many people out there already know that they need achievements in their résumé? The problem is that most leadership candidates already know this. If everyone is using the same strategy how will you create differentiation?

The readers (recruiters, employers, and screeners) of your résumé need to see more than the value of what you might contribute. They need to see the velocity, the efficiency, and the legacy of your actions.

But how do you build a 2 page résumé that explains 4 or 5 times as much about what you can contribute without ending up with 8 pages?

When your résumé events are well communicated, you get serious consideration. If the employer can relate your achievements to their problems you get an interview. Truly exceptional résumés contain multiple “communicators” but use very few words. The more the reader understands the depth, breadth, and scope of what you have done, the more likely you get a conversation. That conversation is the first result of a perfectly conceived résumé.

Now, there are other things to consider for example; who will be reading the résumé? You need to develop a different message for each reader but they all have to be in the same document. The Chairman of the Board is looking at your résumé for certain characteristics that will make it likely for you to be the “right” candidate. The corporate recruiter has a checklist of items they are looking for. The Recruiting or Search Firm has a combination of the two.

How do you address all of these people with one document?

Remember, too much detail is your enemy but not enough is as well. You must give them just enough to wet their appetite. At the same time you want to keep them from the pigeonhole. There are 2 primary detractors that prevent employers from calling candidates; bullets that pigeonhole; age, industry, and role and bullets that lack scope, depth, and quality. In the end the same question drives you; how do I build a résumé that will attract the right level of opportunity and how do I get it in front of the right people.

Jackson Stevens has discovered a way to increase communication to this magnitude without exceeding the usual and normal 2 page resume. Jackson Stevens offers a 1 time free 30 minute resume session to give you some of these answers. Obviously we believe that once you have a conversation with one of our former Search firm CEO’s you will engage us to build your perfect résumé. All you have to do is click the link below. There is no cost or obligation.

Jackson Stevens Resumes

Click here to hear why more Search Firms partner with Jackson Stevens than any other Executive Resume Service

Click here to put your resume in our system and get notification on new positions

Contact Jackson Stevens Resumes

Resume writing is a C2B (Consumer to Business) marketing effort.

If you are the consummate leadership candidate, it is because you have developed your skill in B2B or B2C environments. If that is true you don’t have experience or proficiency selling C2B (Consumer to Business)

Most Leadership level candidates have all the intelligence they need to spell out what they have accomplished. However, great resume communication is not about intelligence, it is about experience.

Most Leadership level candidates understand B2B.

Many are proficient at it.

They understand selling B2B (Business to Business). In that event one business is selling a product or service to another. Many Sales, Business Development, and Marketing leaders have become proficient at this process. However, in B2B, you represent a business selling to another business, it’s not personal. Resume writing is you representing yourself and you are selling to a business. It’s very personal. Who develops proficiency doing that? More importantly, who really wants to develop proficiency at that? Now, if your expertise is not on the selling side of the business i.e. finance, operations, manufacturing, or other non selling roles, you might understand B2B but have no experience or interest in developing yourself in the sales discipline.

Most Leadership level candidates at least understand B2C as well.

They understand the term B2C (Business to Consumer sales). In that event the business is selling products or services directly to an individual consumer i.e. Insurance, Real Estate, and Consulting etc. However, very few leadership candidates have any experience actually selling to consumers and few are experts in it.

Here is the Problem;

Most Leadership level candidates, whether their business is B2B or B2C do not understand nor have they experience in C2B!

Resume communication is a C2B (Consumer to Business) sales event. The Consumer is selling themselves and offering to provide a service to a business.  If you added up all the hours you have spent presenting yourself for sale to a business how many hours would it be? Would you consider yourself practiced? Proficient even?  The reality is that no one has proficiency in this unless they have spent most of their career job hunting. Well, if you have done that, you may have had too many job changes and a totally different issue to deal with. This is why Leadership candidates, with all the intelligence, understanding, and even writing ability create resumes that do not lead to appropriate level or quantity of interviews!

The gift of resume writing is not intelligence based,

it is experience based.

Our writers understand B2B, B2C, and C2B sales

and they’re proficient at it.

Jackson Stevens prides itself in recruiting experience based, former “C” level candidates and trains them in our 7 dimensional resume crafting discipline. These former executives have B2B, B2C, and C2B experience and are proficient at it. At the same time, they understand you, the leadership candidate because they have already spent an entire career doing what you are doing; leading people!

Is it your goal to become a professional resume writer?

Or was it to quickly and efficiently upgrade employers.

Remember when you first started your current position? You had to learn the business, the customers, your staff, your boss, and your new environment. Trying to craft your own resume (maybe for the first time since college) is like expecting to know every customer, employee and procedure of your new company the first day on the job! Our writers have a fully developed understanding of your product and your marketplace.

Give us 30 minutes on the phone and we will prove our skill to you. Take the time to see what one of our experts has to say about your best effort in building a resume, just make sure you have thick skin, you may be surprised at the number of errors they find. At the very least you will get the perspective of one who actually understands not only the job you do, the goals you have, but also knows how to put it in writing in a way that will appeal to your future employer.

Jackson Stevens Resumes

Click here to hear why more Search Firms partner with Jackson Stevens than any other Executive Resume Service

Click here to put your resume in our system and get notification on new positions

Contact Jackson Stevens Resumes

Led a cross functional team… It seems harmless enough doesn’t it? After all it’s a common term used by many resume developers today.

You see this term everywhere, even in the job descriptions that many companies use. It would seem to indicate the candidate has a diverse and broad understanding of multiple departments within a corporation. Here is where it falls short; even our children after a year or 2 in college have a broad understanding of multiple departments within a corporation. Using the term “cross functional” in the recruiting world means “candidate has no direct management experience”

Use the term “multi-functional” instead

The reader then draws the conclusion that you were able to not only understand the different roles within the group but that you were able to manage them.

Jackson Stevens Resumes

Click here to hear why more Search Firms partner with Jackson Stevens than any other Executive Resume Service

Click here to put your resume in our system and get notification on new positions

Contact Jackson Stevens Resumes

Objective, Summary, Profile, and many others. With so many options, which is relevant? What influence does the market economy have? How does the term become relevant in the current business climate?

A “Seller’s Market”

25-30 years ago, the term “Objective” was commonplace on a résumé. This was due to the fact that it was a good economy from a jobs perspective or what we in the industry call a “seller’s market”. In a “sellers market” the candidate’s “Objective” or what you are looking to get out of the job is relevant or at least a weighting factor.

Today’s “Buyer’s Market”

In today’s difficult economy, it is clearly a buyer’s market. Until the employer expresses interest in you, they are not interested in your objectives. Jackson Stevens recommends the use of a “Summary” or “Profile” to show potential employers that you are focused on their needs.

Jackson Stevens Resumes

Click here to hear why more Search Firms partner with Jackson Stevens than any other Executive Resume Service

Click here to put your resume in our system and get notification on new positions

Contact Jackson Stevens Resumes

There is enormous debate these days over the idea of “Functional vs. “Chronological” structure in resumes. Many think that format rather than content is a primary influence for results.

We beg to differ;

Most résumé services designed to work with the unemployed or recently downsized promote the “Functional” format. As former Search Firm owners and operators, we have always had plenty of opportunity to see the employer’s reaction to all résumé formats. The most glaring is when the employer makes the comment “what are they hiding?” This is the most common statement heard when a “Functional” format is presented. The reason is most often that format is used to cover up job hopping or non relevant career history, which, if present, needs to be obscured. Typically one who has the authority to hire you, has the intelligence to see through any attempt to cover up work history. But even more, the person who is most likely screening your résumé is not the hiring manager at all but an HR representative or generalist. They are specifically trained to look through and decipher the résumé and eliminate candidates with this obstacle.

When a functional résumé format is used, the following issues develop;

• Your achievements are disconnected from the chronology preventing the reader from connecting your abilities to their initiatives or problems.
• The reader cannot determine if your achievement track record is recent.
• The employer is forced to determine your quality based upon your former titles and job descriptions preventing you from changing your field or industry.

Our recommendation is to use the chronological format with achievements listed in the chronology. If you do have a history of movement in the career, consider getting us involved to help you craft a document that will not prevent interviews.

Jackson Stevens Resumes

Click here to hear why more Search Firms partner with Jackson Stevens than any other Executive Resume Service

Click here to put your resume in our system and get notification on new positions

Contact Jackson Stevens Resumes

How do you get your resume in front of enough people to ensure you get enough interviews to finish the job hunt? In a bad economy, you need to get your résumé in front of more people.

First of all you have to understand the industry. As former Search Firm Owners and operators we at Jackson Stevens Résumés have a unique perspective on this subject because we were the recipients of this kind of email.

3 reasons we recommend that you not to hire a Résumé Blaster;

1. The typical résumé blaster (as they are known in the industry) sends the résumé on behalf of the candidate but the recipient sees that the résumé was actually sent by the service. They know, that you don’t know, they are looking at your résumé. There would be no reason for them to acknowledge receipt of the résumé.
2. Many recruiters view this practice as a desperate measure and to some, a lazy and insincere one. Remember, you only get one chance to make a first impression.
3. Recruiters want to know that you took the time to be sure you were sending your résumé to them, just them. Not mass marketing yourself. They want to know that you took the time to research their company.

Find a service that will not only provide you with a list of appropriate recruiters but make sure they have an email function that it will send the email from your email address and not theirs. Your only other option is to spend the hours necessary to research and approach recruiters that specialize in your field or industry, which works better for the unemployed of course. Unfortunately there are not many credible sources available to help you seek out specific recruiters relevant to your search. Most of our partners (see “Search Jobs” section) focus on a specialty that is either industry or discipline driven.

Jackson Stevens Resumes

Click here to hear why more Search Firms partner with Jackson Stevens than any other Executive Resume Service

Click here to put your resume in our system and get notification on new positions

Contact Jackson Stevens Resumes