Resumes

Re-Discover Joy at Work

Written by Julie Jones, Guest Career Coach

Recently, I was doing a bit of spring cleaning, going through boxes and getting rid of a few things we no longer need. As I sorted through the pictures from when my kids were small, I noticed their faces — when they lit up as they mastered their pogo stick, or celebrated July 4th watching fireworks. Their expressions showed pure joy, anticipation, and wonder. But I did notice some of the uninhibited joy faded from their faces in later photos.

Doesn’t the same thing happen at work? Do you remember the first day of a new job? You are so excited about the possibility, but stuff happens, and the luster fades. And over time, work may become an obligation instead of an opportunity. You wonder how others find joy or fulfillment in life and work.

If so, you’re not alone. Consider the career changes driven by the pandemic and the so-called Great Resignation when it was estimated that more than 40 million people quit their jobs. Of course, not everyone had a choice, but, during this time, people made decisions about how they work and what is important to them.

Richard Bolles, in his book, What Color is Your Parachute? Your Guide to a Lifetime of Meaningful Work and Career Success includes many planning exercises to guide career development or shifts. One of them includes developing your expertise and enthusiasm matrix. Enthusiasm is on the X axis, and expertise is on the Y axis yielding four quadrants:  high enthusiasm, high expertise; high enthusiasm, low expertise; low enthusiasm, low expertise; and low enthusiasm, high expertise.

When I completed the exercise, I found that some skills I honed over 25 years with high expertise weren’t necessarily ones I looked forward to using as much anymore. How many of your current job roles or activities fall into the lower enthusiasm quadrant?

Drill down and get specific with your current job roles and functions and consider these questions:

In your job (or other pursuits),

  • What activities do you love to do?
  • What gives you energy or sucks your energy?
  • When do you operate at your best?

When I considered the high enthusiasm quadrants, I identified skills and activities that gave me energy, fueled my work tank, or I made time for in my busy schedule. I was excited by the high enthusiasm and low expertise quadrant. Learning can jump-start curiosity, possibility, and joy. I participated in a few online and in-person learning activities as well. I WAS a beginner, and learning was sometimes challenging. But I had fun pivoting to a new interest. Change is good.

Are there skills you want to develop to grow your expertise in these high-enthusiasm activities?

WHAT DOES ALL THIS MEAN? HOW CAN YOU CRAFT A MORE JOYFUL WORK EXPERIENCE?

Organizations hire for expertise in the role — the top half of the graph. But are there other high enthusiasm skills or activities you could add to your work functions, or would your leader be open to providing you the opportunity to develop?

Many skills complement other primary skills, such as visual design in learning or empathy in leadership. Leaders who learn more about each person’s expertise/enthusiasm matrix, strengths, motivations, and desires begin to craft a culture of meaning and joy at work. And, in the process, help others realize their potential.

BUT WHAT IF YOU CAN’T INCLUDE MORE HIGH-ENTHUSIASM ACTIVITIES IN YOUR CURRENT ROLE?

Plan A:  Volunteer in an organization where you can use or develop these skills. Be selective in finding the right fit for you.

Plan B:  Explore additional career options or consider a career shift:

  • Complete job shadows and interview others who have these jobs.
  • Identify career planning priorities – there are a variety of books and tools to guide this process.
  • Online searches – job postings and job descriptions paying close attention to the roles and duties.
  • Take a side job in an area of interest to learn more and gain experience.
  • Join a new professional association you are interested in — Talk with others.
  • Create a personal advisory board of mentors or others who know you well. How might you use their skills to help you navigate a career shift?

The enthusiasm/expertise matrix helped me identify when I’m at my best — when I’m in the flow, and an activity consumes me. For me, joy and flow are connected. For over 35 years, I have kept a picture from my first job on my desk as a reminder of the excitement I felt for my first dietetics job.

What can you do today to help rediscover joy at work? Small steps and positive mind shifts can make a meaningful difference.

Resource Spotlight – Getting Hired in Healthcare for Veterans

As a veteran who has fearlessly and faithfully served our country, you may be wondering what a post-military career looks like for you.  If you are interested in pursuing a career in healthcare, we invite you to explore a new resource from EduMed.

Healthcare Careers for Student Veterans: An Online Guide (edumed.org)  is an step-by-step guide to launching a civilian career in the healthcare industry for veterans.  This in-depth guide offers advice on military-friendly degree programs, interview advice, skills assessments, and more.  Visit EduMed at the link above to take advantage of this excellent resource, and visit our veterans resources tab for more tools to support you in your post-military career development journey!

 

EduMed Guide:  Healthcare Careers for Student Veterans: An Online Guide (edumed.org)

Veteran’s Resources:  For Veterans | Welcome to Career Corner! (osu.edu)

Introducing the Alumni Career Management Job Club!

Many in our alumni and friends community are currently in career transition, or are considering making a change in their career in the near future.  With that in mind, the Bill and Susan Lhota Office of Alumni Career Management is excited to announce our newest project for supporting you through your career development – the launch of the Alumni Career Management Job Club!

Structured as a four-part series, the Job Club is an immersive and interactive career readiness program designed to give you the latest information and proven methodologies for landing your next role.  Each monthly session will include a short presentation on a pre-determined topic, along with Q&A/discussion time, and a guided networking exercise. Those who attend each session will receive a certificate of participation from our office, and those participating in all four sessions will also receive a small gift as congratulations.

Although the sessions are monthly, our office will work to continue the conversation over the weeks in between each meeting through engaging discussion on AlumniFire, our Ohio State exclusive professional networking platform.  AlumniFire is free to join, and open to any member of the Ohio State community.  If you have not already made an account, we encourage you to do so here.

Dates and times for the spring Job Club series are as follows:

March 9, 2021 – 12 noon ET – Resume “Must Haves” in Today’s Job Market

April 13, 2021 – 12 noon ET – Networking in the New Normal:  Link In or be Left Out

May 11, 2021 – 12 noon ET – Interview to Win the Offer

June 8, 2021 – 12 noon ET – Salary Negotiation:  Don’t Leave Money on the Table 

Register for the Job Club meetings here, and stay tuned for more information about this exciting project. We are looking forward to connecting with you!

Ask the Coach: Artificial Intelligence and Your Job Search

Hello all!

Last week, this office presented an engaging webinar on the subject of Artificial Intelligence in Your Job Search.  The program was well-attended, and the audience very engaged – so much so that we were not able to answer all of the questions on the broadcast!  Therefore, we have taken the time to answer some of those we didn’t get to on the presentation for you here – enjoy!

What if you left employment to regroup, decided to launch a business, but now want to return to the corporate world…how do you best speak to this?

Well, the answer to this actually depends on how successful your personal venture was, and the reasons that you chose to re-enter the corporate world.  Generally speaking, however, I would recommend that you put your business on your resume as an entry under “Professional Experience” and describe the work that you did, and things that you accomplished the same way that you would a job for a company that was owned by someone else.  This will allow the applicant tracking system to read your experience and parse it the way that it would a typical experience point, and give you the appropriate credit for it.
Do systems track applications from the same applicant across companies that use the same tracking systems and report that data to their clients?

No, each company has a specific license, and theirs is a “closed system” – so, while you may apply for several different jobs through an ATS, the various companies only see (and rate you on) the positions that you applied for specifically with their company, using their site.
If you upload your resume and other docs, and get no response at all, are there typically ways to follow up in person (phone or email) to talk to a person to get attention to your resume?

That’s where networking comes in!  I recommend that you search for someone from that company’s HR department using LinkedIn and connect with them there.  For a more formal approach, you can use LinkedIn to find out the HR personnel’s name(s) and Hunter.io (the Email Hunter) to locate the person’s email address and send them an email.
Who determines the key words?  Hiring manager or the tool or HR Manager?

For the purposes of scoring your resume, the ATS itself determines the key words based on the frequency and ranking with which they appear in a job description (example:  words that appear under “Requirements” or “Duties” would be prioritized, and have more weight when your resume is scored by the system).

When recruiters, HR personnel, and hiring managers are using key word searches to sort through resumes, the key words are determined by the individual performing the search.  This is why it is important to state the title of the position on your resume, and to incorporate as many key words that you can identify as possible.
Are candidates ever hired based only on AI with no personnel interactions?

Yes!  Some companies have transitioned to automating the entire hiring process, only getting human personnel involved when it is time to make an offer to a candidate and discuss start dates, salary, etc.

However, keep in mind that this method is typically used for positions that are highly repetitive and require little to no technical skills.  For more specialized positions, it is much more common to see human personnel introduced early on in the hiring process.
Is there anything to do to avoid the spam-y type jobs that reach out when using sites like Indeed or Zip Recruiter? Is there any advice or recommendations you may have for those sites?

For each of those websites, you have the opportunity to adjust your communication settings so that you are not receiving tons of emails about jobs that you may not be interested in.  To adjust those settings, select your account and navigate to email subscriptions.  The default for these sites is typically to send you emails daily – change that to whatever fits you best (or tell them not to email you at all).

This way, you are still matched with jobs that are determined to be a potential fit for you, but not inundated with emails – especially with irrelevant notifications.
How prevalent are ATS systems in hiring faculty and administrators in higher education institutions?
Many institutions of higher education are using ATS to source candidates, especially as automation continues to streamline the hiring processes.  Remember that an ATS is more than a resume collector – these systems allow institutions of higher education to keep notes about conversations with candidates through the interview process, simplify tracking and reporting of candidates in the event of an audit, eliminate many of the concerns that someone may be discriminated against and bolster efforts toward equal opportunity and affirmative action reporting.

I am a healthcare provider and have a CV, should I apply for jobs with it, or use a shorter resume?

Typically speaking, a resume scores better in an ATS when it is 1,000 words or less in length.  Since most CVs are significantly longer than a resume (and usually more than 1,000 words), a shorter resume has a higher chance of getting passed on to a human recruiter for further review.
What if you are qualified for various jobs in a particular company? What is the risk in applying for too many positions within same category?

If you are well-qualified for several jobs at a company, prioritize which position(s) you would most like to be interviewed for, and apply for those.  I would not recommend applying for more than 3-5 jobs at a company within a short period of time (30-60 days).  If you would like to be considered for several different positions and feel that you are truly flexible, I would instead recommend doing some networking with personnel who work at that company and getting recommendations that way.
Regarding resume format: What font style(s) and size(s) do you recommend?

For an ATS-friendly resume, you should use 1 inch margins and 10 – 12 point font formatting.  You should also use a font that is clean and easy to read (examples:  Helvetica, Arial, Tahoma, Verdana), but stay away from Times New Roman.  Avoid using tables or graphics, as those don’t necessarily parse correctly, and be sure to save your resume as a .doc or .docx document.  Other formats likely will not parse well, either.

For more individualized advice on your resume and other topics related to your career development, feel free to make an appointment with a career consultant in our office by calling customer engagement at 1.800.635.8944.

Bias in the Job Search – Avoiding Triggers in Your Resume

Last week, we had an awesome webinar on the topic of bias in the job search, focusing on things that you as a jobseeker can do in order to avoid falling victim to the biases (conscious and unconscious) of a hiring manager, recruiter, or HR person.  Thank you everyone for the great feedback – we are so glad that you enjoyed it.  For those of you who weren’t able to attend, the recording is available in our webinar archive – but, here are some quick tips to help you fortify your resume so that you can get to more interviews!

  1. – Cut down on the amount of personal information you’re giving away

I know, I know – your resume is your marketing piece.  It’s where you put your best foot forward and give your potential employer the opportunity to get to know the *real* you, right?  Well, sort of.  Your resume is absolutely your strongest marketing piece for your job search – however, it is also rife with opportunities to count you out of a job based on triggers.  Avoid putting too much personal information in the resume.  Certain things are just not necessary in order to have a strong document, and they can hurt you more than they help you.  Some things to avoid including are:  your address, graduation dates, photos, and specific years of experience (if you have more than 10-15 years, that is).  You want an employer to look at your whole document, and not get hung up on one little thing – so the best thing to do is simply eliminate those things when and where you can.

  1. – Always have a clear, specific headline

Back in the old days (meaning, 10 years ago or so), we used to use an objective statement for every resume.  This was an easy way to customize your resume for specific employers, and a clear way to communicate what your professional goal was.  Unfortunately, including an objective statement on your resume today is a sure fire way to get passed over, because it immediately ages you (even if you’re a 20-something or 30-something) and makes you seem out of touch.  Instead, we opt for Professional Summaries that give the reader an idea of who we are and what we are about, rather than simply what we want.

The problem, though, is that sometimes we become a bit too lofty with our professional summaries, and not everyone has the time to read them.  One of the best things that you can do on your resume is create a “headline” (think, LinkedIn) immediately below your name (you know, where that address used to be), so that the reader knows who you are and what you do right off the bat.  Remember that the average recruiter spends less than 20 seconds reading through a resume before making a decision on whether or not to recommend you for next steps – it is your job to connect the dots and make it as easy as possible for them to see who you are and what you offer, so that they feel comfortable going forward with you as a candidate.

  1. – Master the AI aspect

Artificial intelligence, including those awful applicant tracking systems (aka, the resume robots) are here to stay.  Instead of railing against them and bemoaning their use, learn to make them work for you.  With regard to your resume, ATS are trained to do one thing:  use your skills and keywords to match the best candidate with the requisition from the company.  In order to be chosen as the best candidate, you need to speak the ATS’ language.  Use a wordcloud generator, or a tool like Jobscan.co to figure out how the ATS is reading your resume, and adjust it so that you are highlighting the same keywords, skills, and attributes that the computer is designed to look for.  This will help you get an interview, and from there, you can land the job.

Bonus:  Understanding the technology of today’s job search demonstrates awareness and ability to learn new things, which is always a plus for mature jobseekers, or those who have been out of the market for a while.

We hope that these tips will help you as you begin crafting your bias-proof resume.  As always, if you would like some one on one advice from one of our career consultants in the Office of Alumni Career Management, we are more than happy to assist you, either in person or virtually.

Have a great day, and Go Bucks!

Three Tips for Rocking an Out of State Job Search

So, you’ve decided that you’re ready to spread your wings and relocate to another state for your next career move.  If so, you’re not alone.  A recent survey from MSN shows that 1 in 4 jobseekers are willing and ready to relocate in order to facilitate a career change.  With those statistics, you might think that employers are open to candidates from varying locales, but ask any number of job seekers who have been in the hunt for a job outside of their current area, and you will likely find that securing a position in another state is a bit more challenging than you’d expect.  Oftentimes employers do not offer relocation packages, and they may look poorly on candidates from different areas because of the time and effort that it would take to have them move to the job location.  Sometimes employers just don’t want the bother.

So, what can you do about it?  Below are three tips to help you move your interstate job search forward.

  1. – Remove location markers from your resume

Most recruiters agree that when they see a resume with an out of state address, it comes off as something of a red flag.  They anticipate that employers will give pushback on those candidates, and therefore they are moved to the bottom of the “priority list”.  One of the easiest things that you can do to make yourself more competitive in the out-of-state job market is to remove your address from the document altogether.

Also, keep in mind that an address is no longer an important element of the resume – in fact, it is pretty erroneous information at this point.  You would be better served to use the area traditionally reserved for your address to instead showcase a link to your Linkedin profile or a headline introducing yourself to the employer.

You can also take it a bit farther and remove the locations of previous jobs that you have held as well (since this is also not pertinent information) and use the Google voice app to create a local phone number.  These two strategies are less common, but still considered acceptable according to most recruiters.

  1. – Talk about it and BE HONEST

Once you’ve been called for an interview, it is best to address the topic upfront.  When talking with a potential employer, you should use affirmative language and reference a time-frame for your move.  For example, you might ask for a Skype or phone interview for the first round.  At that point, you would let the company know that you are planning to relocate by saying something along the lines of, “Yes, I currently live in Ohio – however, I anticipate moving to Boston within the next 8 weeks.”  You should also include that you are prepared to move at your own cost, as many companies rule out candidates for whom they feel they will have to make a substantial investment in up front (such as a relocation package).

Also take care not to lie or lead an employer on.  I’ve often seen candidates use a local address on an application in order to avoid getting red flagged for being a non-local applicant.  This is fine – however, be sure that you explain clearly to an employer that this is the address you anticipate staying at once you arrive in the area, and not your current address.  Telling an employer you currently reside in LA with a current employer in Colorado is a sure fire way to get those red flags raised again, and, what’s worse, now you look like a liar to the hiring manager.  Don’t do it – this is never a good idea.

  1. – NETWORK!

Aside from the above two tips, you should treat your out of state job search largely the way that you would a local search – with the exception of needing to cast a much wider net.  Network with as many people as you can from your target area – Linkedin is a great tool for this.  You should be making connections with people in your industry and preferred area – be diligent about this, and make sure any meetings/informational interviews/etc. are as fruitful and meaningful as possible.

You should also be prepared to make a few trips to your target area as well.  Doing this will allow you to meet with your connections in real time, as well as become familiar with the area itself.  Depending on your familial situation, you may also need to research housing, schools, etc.  All of this will be much easier to do in person.

Monster Releases Top 10 Best Companies for Veterans List

November is the month for veterans.  Veterans’ Day is this month, and in recognition of that, and of the wonderful people who have chosen to serve our country, we choose to focus on some of the specific needs and interests of those who are currently or formerly serving in the armed forces.

For those who have left the service and are looking to begin a career in the civilian world, there’s a new article on Monster.com that may be of interest to you.  Monster has released its list of the “Top 10 Best Companies for Veterans” for 2017. Take a sneak peek at which companies made the list below, or get the scoop on why each company was chosen by visiting the full article here.

Mantech International – Percentage of workforce who are vets:  46%

Intelligent Waves – Percentage of workforce who are vets:  47%

US Customs and Border Protection – Percentage of workforce who are vets:  29%

Lockheed Martin – Percentage of workforce who are vets:  23%

Booz Allen Hamilton – Percentage of workforce who are vets:  30%

Schneider International – Percentage of workforce who are vets:  28%

USAA – Percentage of workforce who are vets:  15%

BAE Systems – Percentage of workforce who are vets:  16.5%

Union Pacific Railroad – Percentage of workforce who are vets:  17.5%

Boeing – Percentage of workforce who are vets:  15%

What is perhaps most interesting about this list is that it is comprised by a high number of federal contractors, as well as many transportation and logistics companies.  This means that there is a high chance of being able to easily convert many of the skills veterans were trained on in their time in the service to practical application in the civilian workplace.

Remember that Alumni Career Management offers one on one support for all alumni of Ohio State, and welcomes veterans who are in search of advice while planning a career transition.  Additional resources can be found on our veterans’ resource page located here.