Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is an excerpt from a recent session with Cindy Kraft, The CFO Coach.
Resumes were a primary topic of discussion during this week’s call with Cindy Kraft. The first caller asked if there was a preferred resume format. Cindy’s response, “It depends.” Logically, it depends on who your target audience or employer is, and your situation. The resume has to show your innate value, what demonstrate what you bring to the company. While most resumes use a reverse chronology format, this doesn’t work for everyone, especially for senior executives. Different people have different likes, but it is best to stick with one style so you can determine what works and what doesn’t.
With the level of turnover in recent years, a reverse chronology format may not be the best for senior managers, since they may not have been in a position long enough to make a significant contribution. Whatever format you use, you need to get your value across in the top half of the first page. Initial reviews take less than 10 seconds, and if you can’t get your brand message across right away your resume will go into the round file.
Another caller asked if jobs are posted solely for the purpose of gathering resumes? Of course they are, especially on the large job boards. To avoid falling getting scooped up in these fishing expeditions, Cindy recommends staying with the smaller job boards, like NETSHARE, where the positions are verified. Cindy also added that she has spoken with a number of recruiters who say they get thousands of resumes that are way off base.
Cindy also reminded attendees that when you are mailing hard copies of resumes, CEOs and senior managers seldom open their own mail, so using brightly colored envelopes and other tactics is a waste of time. And just forwarding your resume won’t help you unless you include a well-crafted letter that speaks to the company’s problems and how your value can solve them.
Cindy also reiterated that you shouldn’t fall into the “posted” mindset. Don’t try to reinvent yourself for every position you see – you aren’t a chameleon. Remember, these postings aren’t created by decision-makers but by HR people who need to create a box to fit candidates into. Instead use a reverse strategy; look at your strengths and contributions and then look at the company and play up your strengths. By being true to yourself you will not only provide greater value, but you will be happier. As part of this strategy, you should have a three-to-five-year career plan and a strong digital footprint so you can be found by recruiters looking for your expertise.
