Mass Resume Emailers – The Resume Blasters
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;
- 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.
- 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.
- 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.
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Opening Statements – too much? or too little!
We get this question all the time. CFO candidates want their resume to showcase more than just their finance experience. When we devised the 7 dimensions of résumé communication, we held focus groups and conducted studies with acting Board Level participants. We asked them to read the résumés out loud and actually speak their thoughts and comments. This exercise led to some amazing discoveries. The opening statement for example, here is the statement with the Board Member’s comments;
A senior executive with a broad background (well I can find all the people I want with a “broad” background, I am looking for something specific) in strategic planning, marketing, business development and operations management (Oh, so this guy thinks he can do anything and everything! I don’t believe him). In-depth experience developing and managing domestic and international business operations, operational turnarounds, driving new product and technology planning/development, and new market penetration (I never believe anyone can be expert at this many things, he is exaggerating).
This kind of feedback is invaluable. When you build your opening statement, you must have balance. Think of what you are communicating and ask yourself the question: Would I believe this if it were on someone else’s résumé?
Jackson Stevens builds the résumé scientifically, by percentage and leveling. Identifying what percentage of at least 3 skills the candidate wants to highlight and then make sure the résumé stories do not exceed those percentages. We also flavor it with leveling statements, what we mean is demonstrated in the following;
Part of the executive leadership team that…
Vs.
Built the strategic plan, led, and managed the team that…
In the first bullet, the writer is communicating that they were not the ultimate leader on the initiative but a contributor. This communicates Director or Manager level. If this level is communicated in 75% of your résumé, you won’t get calls for ultimate leadership roles.
In the second bullet the writer is communicating ultimate leadership in the initiative. IF you claim ultimate leadership in more than 75% of your résumé, you will not get calls for contributing leadership roles, so make sure that is what you want.
It is also imperative that you communicate in percentages and dollars. That is what motivates Board and other C-level executives to act. They are focused on the bottom line. Show them that you had an effect on it. Also, remember not enough detail is just as deadly as too much. Remember, if you claim to be good at everything, most won’t believe you.
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Age Discrimination – Alive and Well at the Executive Level
You cannot stop the employer from thinking that your age and current ability are linked. What is silly about this is its root.
We have seen many résumés with the phrase; “More than 25 years experience in” and “A seasoned executive” These phrases are only “code” for “I am an older candidate” which we all know is the kiss of death. It is a common belief in both recruiting and employer circles that if you are over 50 your performance will be affected. Most of us who are over 50 would beg to differ. The notion comes from relevance of age and athletic ability. As we all know, when we get older our physical abilities are affected but that does not mean our minds are gone.
The notion that at age 50 you are too old to perform leadership duties is ridiculous to say the least!
Age 50 is for most the peak of their knowledge, leadership, and performance ability. You must get in front of the employer to prove you capabilities to them and eliminate this stereotype. Your only way of doing this is with your résumé. Over 50 the résumé becomes the single most important tool in your arsenal.
People do not care how old or overweight a ball player as long as they score.
Your résumé must show the employer that if you are given the ball, you will score. That will ensure you prevent the employer from categorizing you as less capable due to your age.
What most résumé writers do is tell you that you should leave dates off your résumé. Don’t do it!
Don’t think for a minute that your next employer who has the power to hire you with 6 figure salary, and “supervise” your activities is not smart enough to know you are hiding your age.
All you can do is your best. If you can get into the mind of the employer, you will do better.
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
Broad Brushing your Resume
Almost every resume has at least some broad brushing. It may be true but will it yield results?
This is used to describe the résumés where the candidate claims to have a very broad spectrum of abilities. Showing an employer that you have multiple talents would seem to any reasonable person to make sense. As former Search Firm owners and operators we at Jackson Stevens know that most employers spending more than $100k on a single employee are very specific about what they want.
The only type of company that would be specifically looking for a broad spectrum of ability would be the small company CEO role
Venture Capital companies will be as well. If you are only and we mean only interested in that role, broad brush away. If you are open to other roles, you will need to be more discipline specific with what you are selling in your résumé. If you do that you are more likely to get results.
The Ginsu Knife Candidate
Many people claim their abilities are broad. It is like comparing yourself to the Ginsu Knife, claiming you can slice, dice, chop, trim, carve, and… Well you get the point. Broad brushing dilutes what you offer and most employers don’t really believe anyone is that good! Don’t do it. Remember the employer is spending significant dollars. You must customize your résumé to the job description and if you do not have a job description you must infuse your résumé to speak to the employer who is looking to fill a position that is in your sweet spot.