{"id":476,"date":"2024-11-01T12:26:20","date_gmt":"2024-11-01T12:26:20","guid":{"rendered":"https:\/\/parwcc.com\/?p=476"},"modified":"2024-12-18T12:30:04","modified_gmt":"2024-12-18T12:30:04","slug":"beyond-the-basics-crafting-resumes-that-truly-stand-out","status":"publish","type":"post","link":"https:\/\/parwcc.com\/beyond-the-basics-crafting-resumes-that-truly-stand-out\/","title":{"rendered":"Beyond the Basics: Crafting Resumes that Truly Stand Out"},"content":{"rendered":"

\u201c<\/span>r\u00e9\u2022su\u2022m\u00e9 <\/b>(r\u00e9zumei, rezum\u00e9i) <\/span>n. <\/span><\/i>a summary. A curriculum vitae [F.]\u201d<\/span><\/p>\n

\u00a0\u2014 New Webster\u2019s Dictionary and Thesaurus of the English Language<\/span><\/p>\n

r\u00e9sum\u00e9<\/b> n. <\/span><\/i>a powerful, nearly magical document endowed with special powers that got someone <\/span>else<\/span><\/i> a job but is governed by arcane rules about which everyone has different opinions.<\/span><\/p>\n

\u2014The lexicon of the layman, too many job posting websites,<\/span><\/p>\n

and an army of uninformed r\u00e9sum\u00e9 writers<\/span><\/p>\n

r\u00e9sum\u00e9<\/b> n. <\/span><\/i>a document offering easily grasped value\u2026to employers, clients, professional r\u00e9sum\u00e9 writers, career coaches, and our industry.<\/span><\/p>\n

\u2014The careers professional\u2019s lexicon<\/span><\/p>\n

 <\/p>\n

The first definition seems right to the harried lexicographer who must sort 230,000 words. The second seems right to most job seekers and many potential clients. This is becoming even more true with the advent of AI. The last <\/span>should <\/span><\/i>be right to professional r\u00e9sum\u00e9 writers\u2014once they reflect on the precise, powerful roles we should demand of every r\u00e9sum\u00e9 we write.<\/span><\/p>\n

I\u2019ll start by describing the stress affecting hiring decision makers. Then I\u2019ll lay out three roles you can use to judge if your next draft r\u00e9sum\u00e9 is good enough for the client to see. Last, I\u2019ll show you how to use our definition to build your practice.<\/span><\/p>\n

Context counts: why the interviewer is more nervous than our clients:<\/b><\/h3>\n

A harried executive is shorthanded; he needs another sales representative. His boss\u2019 office is his first stop. There he must get his boss\u2019 permission to spend company money and risk bringing on a new person. He is appealing to the person who writes his performance review. There\u2019s only one argument our potential hiring manager can muster: the new employee must make the company more money than it costs to find, hire, and keep him.\u00a0<\/span><\/p>\n

It\u2019s quite a gamble. In a recent LinkedIn discussion, the \u201cbest answer\u201d to the question \u201cis it still hard to find good help?\u201d included these words: \u201cYes.\u2026 We’re still having a problem finding highly qualified candidates that are not currently employed or who are seeking to make a career move,\u201d wrote an IT recruiter.\u00a0<\/span><\/p>\n

Our harried executive has seen people who <\/span>aren\u2019t <\/span><\/i>good on the job. He knows someone, just like him, chose those deadbeats <\/span>as the best <\/span><\/i>of a field of eligibles. If others can make that mistake, so can our hiring manager.<\/span><\/p>\n

When someone hires the wrong person, he does more than break the ROI promise he made to his boss; he lets down his entire company.\u00a0<\/span><\/p>\n

Nevertheless, the work must be done. So he turns to his best employee. He explains how the new guy needs help and asks his top performer if she will assist. She probably will\u2026for a little while. After all, she\u2019s already overworked (that\u2019s why they hired the new guy). Now her boss wants her to continue to do her work while also doing part of the new guy\u2019s work, all without getting part of the new guy\u2019s salary. If that keeps up, the company suffers three body blows.<\/span><\/p>\n

The top performer, now disgruntled, goes to the competition with all the proprietary information and customer databases. (Body blow one.) Then she recruits her friends, also valued employees. (Body blow two.) Meanwhile, Mr. Incompetent has been fired, thus costing the company money they invested his training. (Body blow three.)<\/span><\/p>\n

To put yet more hyperactive butterflies in the interviewer\u2019s stomach, he knows he isn\u2019t trained for the task. It\u2019s surrounded by folklore, comical if it weren\u2019t so corrosive. For example, precisely why did the following question turn up on a job site\u2019s top ten list: \u201cIf you were an animal, what kind of an animal would you be?\u201d<\/span><\/p>\n

If the r\u00e9sum\u00e9 you write is the first to ease the employers\u2019 burden, your client gets job offers. Let\u2019s make it as easy for you as you made it for the employer.<\/span><\/p>\n

Three roles every r\u00e9sum\u00e9 must fill:<\/b><\/h3>\n

A document that lets the hiring decision maker to deliver on the promise he made to his boss and his entire company. <\/b>Each r\u00e9sum\u00e9 must exceed hiring decision makers\u2019 expectations, proving your client understands the target company\u2019s key problems and has a track record of success transferable to the new organization. In short, organizations must grasp how your client plans to make them more money than it costs to bring him or her on board. The previous sentence should be read again.<\/span><\/p>\n

\u201cSummaries of Qualifications\u201d rarely meet that standard. (<\/span>\u201cAn Obituary for the Summary of Qualifications,\u201d<\/span><\/i> The Spotlight<\/span>, August 2023, pp. 9+) They are usually a collection of buzzwords or traits that unintentionally describe mediocrity. (Would anybody hire anybody who <\/span>isn\u2019t <\/span><\/i>a \u201ctop-notch problem solver?\u201d) Responsibilities, too, have little place in the r\u00e9sum\u00e9. (<\/span>\u201cWhere Quality Resides,\u201d<\/span><\/i> The Spotlight<\/span>, May 2023, pp. 8+) If the reader recognizes the list of responsibilities, she still has no idea how well the applicant performed. If the reader doesn\u2019t recognize the responsibilities, she may draw the wrong conclusion: our client isn\u2019t qualified.<\/span><\/p>\n

Why not let organizations see how our client intends to act as the best in his field? Since invitations go to individuals, why not include the company\u2019s name in that pledge? Here\u2019s an example:<\/span><\/p>\n

What I offer <\/span>Arista <\/b>as your newest <\/span>HR Manager<\/b><\/p>\n

    \n
  • A proven leader whose teams get <\/span>cost-saving results<\/b> that last,<\/span><\/li>\n
  • An expert at turning compliance requirements into opportunities that <\/span>build production and save money,<\/b><\/li>\n
  • A respected professional who designs and administers <\/span>affirmative action and diversity <\/b>programs that <\/span>contribute to corporate success, and<\/b><\/li>\n
  • A capable project manager who delivers results <\/span>on time<\/b> and <\/span>on, or under, cost<\/b> estimates.<\/span><\/li>\n<\/ul>\n

    Yes, I know all about the fixation of \u201ckey words\u201d and ATS. We all also know that the success rate for posting a r\u00e9sum\u00e9 on line is small. So let\u2019s cover both bases.<\/span><\/p>\n

    Write your ATS r\u00e9sum\u00e9 just as you always do. Then offer the advanced r\u00e9sum\u00e9 described below. It and the cover letter go directly to the actual hiring decision maker (who will rarely be HR). In the cover letter, tell the reader your client has already applied on line. But your client is writing because he knows the reader has the biggest stake in the outcome. Thanks to mail merge, you don\u2019t have to \u201ctailor\u201d each copy of the advanced r\u00e9sum\u00e9 or cover letter.\u00a0 Of course, you charge for both versions.\u00a0<\/span><\/p>\n

    In the end, it\u2019s transferable performance that counts. The Challenge-Action-Response-Transferability model is very well known. But why not make the value stand out? Here\u2019s a typical example:<\/span><\/p>\n

    \u00a0 <\/span>Transforming Compliance into Productivity<\/span>\u00a0 <\/span>\u00a0<\/span><\/p>\n

    Payoffs: <\/i><\/b>When the leader of a $20B organization asked me to streamline the complex ISO 9001 audit program, I improved the policy so all 16 offices would respond to SMEs\u2019 suggestions. Got every player training and certifications they needed. Delivered <\/span>two months early <\/b>and<\/span> $100K under budget.<\/b> My approach now <\/span>the corporate standard. Saved $600K<\/b> in<\/span> manpower<\/span> costs.<\/b><\/p>\n

    As templates for outstanding interviews<\/b>, our r\u00e9sum\u00e9s must \u201csound\u201d like our clients, so they look as good on paper as they do in person. And we have to entice the interviewer to ask questions our clients want them to ask. Therefore, our documents should pass these tests:<\/span><\/p>\n

      \n
    • Did we, inadvertently, give our client too much or too little credit for what they\u2019ve done? You and the client must stand behind the integrity of what you write.<\/span><\/li>\n
    • Did we capture all the client\u2019s relevant success stories? Our client deserves credit for all she does. Showing <\/span>what<\/span><\/i> the client did isn\u2019t good enough. We must also tell <\/span>how<\/span><\/i> the client performed in ways the target company values.\u00a0<\/span><\/li>\n
    • Does the philosophy and word choice sound like our client? The words we use must show our client\u2019s passion and thought process clearly. If we used jargon, did we do so correctly?<\/span><\/li>\n<\/ul>\n

      As levers to negotiate salary, benefits, perks, bonuses, and severance, <\/b>what we write should protect our client from a lowball salary offer. When we quantify results, particularly revenue made or dollars saved, the interviewer stops thinking of our client as a cost and sees him as a good investment.\u00a0<\/span><\/p>\n

      If the applicant saves the company a single turnover, if he can rescue one $25K contract, no well-run company will quibble over a $5K gap between what they planned to offer and what your client needs to reflect the return on investment he delivers.<\/span><\/p>\n

      Now you have three solid criteria to judge a r\u00e9sum\u00e9 <\/span>before<\/span><\/i> you start to write. Use them in your initial consultation with potential clients. Do they understand what it takes to be the best? Does their track record reflect that understanding? Are they thinking like the next employer? If you sense the answer is \u201cno\u201d to any of these questions, you may not want to take on this job seeker. No one can\u2014and no professional should\u2014try to portray a lack of performance as a benefit.<\/span><\/p>\n

      Use the same criteria to help build your brand. Once you demystify the process, you\u2019ll attract better clients and find it easier to work with them. Also, your in-depth knowledge will reflect well on our industry. It also will make this key point: AI can only go so far in helping people win great jobs.\u00a0<\/span><\/p>\n

      When your documents meet their required roles, clients win the jobs, companies win great employees, you win more money, and our industry wins the stature it has always deserved.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

      \u201cr\u00e9\u2022su\u2022m\u00e9 (r\u00e9zumei, rezum\u00e9i) n. a summary. A curriculum vitae [F.]\u201d \u00a0\u2014 New Webster\u2019s Dictionary and Thesaurus of the English Language r\u00e9sum\u00e9 n. a powerful, nearly magical document endowed with special powers that got someone else a job but is governed by arcane rules about which everyone has different opinions. \u2014The lexicon of the layman, too […]<\/p>\n","protected":false},"author":12,"featured_media":410,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[3,9],"tags":[],"class_list":["post-476","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-resume-writing"],"acf":[],"yoast_head":"\nBeyond the Basics: Crafting Resumes that Truly Stand Out | PARWCC<\/title>\n<meta name=\"description\" content=\"Do your r\u00e9sum\u00e9s highlight qualifications and demonstrate your clients\u2019 value to employers? 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