Digging Deep: How to Uncover Critical Accomplishments to Make Your Resume Shine

By Wendy Enelow, CCM, MRW, JCTC, CPRW
ResumeWritingAcademy.com 2012

As professional resume writers, we all know that a great deal of a resumes effectiveness is based on accomplishments - what a job seek has done to improve operations, increase revenues, strengthen bottom-line profits, reduce operating costs, enhance business processes, upgrade technologies, and so much more.  And, we also know, one of the most difficult tasks can be identifying those accomplishments when clients cannot easily articulate them.

To help you you become even more effective in identifying your clients' achievements, I've outlined key areas of accomplishments for 13 different professions.  Use this information as a guideline when you're interviewing your clients, digging deep to uncover their accomplishments and showcase them in their resumes.

To identify your clients' achievements, begin by asking these questions:

ACCOUNTING & FINANCE:  It's all about the money!

• Improvements in revenues, profits, ROI, EBITDA, and other financial measurements
• Negotiation of contracts including dollar amounts, profits, cost savings, and more
• Partner relationships with investors, pension plan administrators, board of directors, auditors, and others

ADMINISTRATION & OFFICE MANAGEMENT:  It's all about organization and efficiency!

• Introduction of automated tools, programs, and systems to enhance efficiency
• Contributions to improved operations, cost reductions, and overall performance improvements
• VIP and executive responsibilities and relationships

CUSTOMER SERVICE:  It's all about customers, clients, patrons, and others!

• Top industry rankings for quality of customer service organization
• Contributions to sales growth
• Key account management responsibilities and results

ENGINEERING:  It's all about development and improvement!

• Project planning, management, staffng, leadership, and financial success
• Engineering/design of new products and processes and their positive financial impact on the organization
• Integration of advanced technologies to expedite engineering and expand capabilities

EXECUTIVE & GENERAL MANAGEMENT:  It's all about bottom-line performance!

• Leadership of and contributions to strategic planning and long-term business development
• Recruitment and leadership of successful management teams (and their contributions)
• Success in expanding into new markets, new geographic regions, new countries and more

HEALTH CARE:  It's all about quality!

• Positive impact on quality of care and quality of patient outcomes
• Expansion of health care services, programs, and outreach to meet patient needs
• Reduction in disease incidence and overall health improvement of targeted patient base

HUMAN RESOURCES:  It's all about the people and their impact o the organization!

• Creation of expatriate recruitment, training, employee support, and related programs
• Improvements in traditional employee benefits and reduction in premium costs
• Success in recruiting personnel and their performance within the organization

LAW:  It's all about distinction!

• Establishing legal precedents
• Managing prestigious cases and clients
• Relationships with regulatory, legislative, judicial, and other agencies/organizations

MANUFACTURING & PRODUCTION:  It's all about yield and output!

• Increase in production yield and output, worker productivity, and other performance measurements
• Seamless introduction of new products into existing manufacturing plants and favorable financial results
• Implementation of new technologies, robotics, and other automated processes, systems, and equipment

RETAIL:  It's all about product movement and sales performance!

• Distinction for merchandise design and display (including sales results)
• Departmental staffing and management responsibilities, and quantifiable results
• Increases in revenues, profits, and market share

SALES & MARKETING:  It's all about capturing clients and generating profitable revenues!

• Development of new territories and new markets
• Introduction of new products and services (and results)
• Capture of new key accounts and revenue streams

TEACHING:  It's all about innovation and student/learner excellence!

• Measurement of student/learner performance and achievement
• Development of new curricula and instructional programs
• Experience in training and developing other teaching staff

TECHNOLOGY:  It's all about technology innovation and advances!

• Development of new technologies and their organization/operational/market impact
• Success in systems migration, conversion, integration, and more
• Patent awarded and/or pending

The Skills You Have and the Skills They Want

Article by Michelle Tullier, Monster Contributing Writer

Anyone who can write term papers, cram for exams, survive the roommate from hell, run a campus club, participate in sports or tackle other college challenges deserves a job and has demonstrated the ability to hold one.

Hot Skills Employers Want

Experts who study trends in hiring find that most companies, regardless of size or industry, look for the same basic skills when hiring. Believe it or not, you are most likely to develop these competencies during college. They include

• Critical Thinking: Seeing the big picture and being analytical; comprehending what you need.
• Communication: Getting your point across effectively when writing and speaking.
• Visionary Qualities: Brainstorming, looking to the future, setting goals.
• Self-Motivation: Showing a willingness to take the initiative.
• Proficiency with Information: Being inquisitive, curious and resourceful, knowing how to conduct research.
• Globally-Minded: Understanding and showing an interest in other cultures and getting along with diverse groups of people.
• Teamwork: Working well with others to achieve common goals.

Chances are, you possess a number of these key competencies. Once you realize you are very skilled, you'll be better able to sell yourself to employers as exactly the type of candidate they want.

For more information visit: http://career-advise.monster.com

7 Employer Danger Signs: When to Turn Down a Job Offer

Article by Charles Prudy, Monster Senior Editor

According to the US Department of Labor, the average employed adult spends 7.5 hours a day on the job. Over time, that adds up to a significant chunk of your life, so (as many people know from experience) an unhappy work situation can make the rest of your life pretty miserable as well.

For that reason, you'll want to avoid working for a miserable company.  But how can you spot a bad company to work for? By doing your research and looking for the following seven warning signs during the hiring process.

1. Communication with you is unprofessional or disrespectful. Your treatment during the hiring process is a clue as to how you'll be treated as an employee.
2. The recruiters and hiring managers actively distrust you. Just as you don't want to make a bad career move, employers don't want to make a bad hire--so expect a background check and reference check. These checks should all be carried out in a non-accusatory manner.
3. The workplace seems unhappy. You shouldn't take a job without paying a visit to where you'll be working. Note the attitudes and interactions of the workers there as well as the overall environment.
4. The company has a bad reputation. The Internet makes it easy to find out what former and current employees have to say about a company. Doing your research into this aspect of an employer should be part of how you prepare for a job interview.
5. You don't think you'll get along with your boss or colleagues. Be sure to discuss work styles and communication styles with the hiring manager to make sure they are at least compatible with yours.
6. The job's duties are unclear, or your interviewer can't define what success in the role will look like. After you have interviewed with one or two people, you should have a clear idea of how your job performance will be measured and what your key objectives will be in your first few months on the job.
7. They want to hire you right away, without any interviewing or reference checks. Desperation on the employer's part can be a danger sign. In the hiring process, recruiters and managers often rely (at least a little bit) on their "gut" when making decisions about candidates. Trust your gut, too. If it doesn't feel right, do a bit more research before accepting a job offer.

For more details visit http://career-advice.monster.com

6 Key Interview Answers Employers NEED to Hear

The reality is that employers have neither the time nor inclination to play games with you, especially when hiring. Your interviewer is not trying to outguess you--he/she is trying to assess your answers to six key questions:

1. Do you have the skills to do the job?  According to Brad Karsh, a former recruiting professional for advertising giant LEO Burnett and the current president of career consulting firm Job Bound, the employer must first determine whether you have the necessary hard skills for the position.  The interviewer is also looking for key soft skills you'll need to succeed in the job and organization.
2. Do you fit? "Every organization's first thought is about fit and potentially fit in a certain department," Corey Blanck says. That means the interviewer is trying to pinpoint not only whether you match up well with both the company's and department's activities but also whether you will complement the talents of your potential co-workers.
3. Do you understand the company and its purpose?  If the organization fits well with your career aspirations, you'll naturally be motivated to do good work there--and stay more than a month or two, Corey Blanck reasons.
4. How do you stack up against the competition?  You're being evaluated in relation to other candidates for the job.
5. Do you have the right mind-set for the job and company?  "I'm always looking for someone who has a can-do type of attitude," Corey Blanck explains. "I want someone who wants to be challenged and is internally motivated to do well."
6. Do you want the job?  Most employers know better than to believe everyone they interview actually wants the position being offered.  They understand some candidates are exploring their options, while others are using an interview with a company they don't care about to hone their interview skills.

For more information visit click here
Article by Peter Vogt, Monster Senior Contributing Writer

Insight into Diversity Makes for Bette Job Interviews:

An Informed Process for Job Seekers

What is diversity and why should it matter? It matters because the more you know about corporate diversity, the more successful you will be in your job search process and interview experiences.

• What components must be in place for a diversity program to succeed? Find out what it takes to run a successful diversity program, in essence, all of the components that must be in place and the infrastructure need for sustainability.


• What facts can you discover about the company? Next, collect background information on the company, namely, the nature and breadth of its ties to diversity. Once you have digested what has been collected so far, develop a list of conversation starters, interesting points, and questions that might help to fill in the blanks and clarify what seems curious or motivating.


• What is the company's reputation as an employer? Move on to third-party endorsements for firsthand experiences and hearsay renderings. These sources offer insight into the company's reputation.


• What role should advisors and recruiters play in the process? Engage school placement counselors (Career Services) and/or recruiters in meaningful diversity conversations using the information you've gleaned as a starting point. Ask for their thoughts and insights, use them as a sounding boards, and have them engage you in practice runs.

For further information see the article in full in EOE Journal, Vol. 22 - Num. 91 - March 2012 by Dr. Kathryn Alexander

It Could Be Who You Know.....

When they're looking for new hires, many organizations tap their own employees for suggestions. And not casually - these organizations have formal "employee referral programs" to help them find new hires.

In fact, in a recent survey, employers cited their employee referral programs (ERPs) as among their most effective means for hiring new employees. (Some even have such a program to help them identify good prospects for internships.)

As a result, if you have a contact within an organization that has an ERP, you could get the inside track on a position before the company goes outside to look for candidates.

ERPs are just another reason why networking is a good way to find a job.

For more information see: JOB Choices 2010 Diversity Edition

20 Tips for Navigating a Networking Event
By Courtney Pike, Director of Operations, JobBound

Two out of three people get a job through networking.

Most job seekers spend the majority of their time scouring online postings and blasting their resume to job boards. Ask any hiring manager or recruiter where they find most of their candidates, and most likely they will say through a referral or a recommendation.

Since networking is the key to getting your dream job, you need to make sure you know the rules of the game for networking events.

Sure, you may be intimidated by the ubiquitous evening networking event. It may seem scary, but everyone in that room is there because they want to network and talk with people just like you.

Here are a few, quick tips to ensure you have a successful networking event:

1. Do your prep work and know what type of people will be in attendance.
2. Read the news so you can be up-to-speed on current events and potential conversation topics.
3. Make note of who the event organizers are so you can thank them at the event. (Usually they are the most connected people in the room).
4. Dress the part. Make note of the venue and expected attire.
5. Think of about five conversation starters or opening lines. It doesn't have to be deep - weather, sports, local news, reasons for being there, etc.
6. Arrive on time. You can meet the organizers and work a smaller room.
7. Focus on the people, not the food. It is difficult to shake hands and continue conversations when your hands and mouth are always full.
8. Drink in moderation. No one wants to hear you slur your story about your job search over your fifth glass of pinot.
9. Position yourself in a high traffic area.
10. Be assertive. "Hello, my name is...." Introduce yourself and start conversations.
11. Say something after your name to help lead the conversation. "Hi, I'm Courtney, I'm new to YPC. Are you a YPC member?
12. Try not to talk with the same two people the whole night. Sure, it's more comfortable, but you can follow up with those two over coffee another day.
13. To keep the conversation going, focus on things you both know about - the guest speaker, the networking event, or the organization hosting the program.
14. Listen and ask questions. Remember, it's not all about you.
15. Hand out your business cards to those you shared a conversation with, but don't fling them out like flyers.
16. Request a business card from those you would like to follow up with.
17. Bring a wingman if you're intimidated; just don't spend the entire evening chatting with your friend.
18. Tell the event planners thanks and that you enjoyed the event.
19. Jot down notes on the business cards to keep track of everyone you meet.
20. Follow up!! After the event, get connected on LinkedIn, and send a personal email to request a meeting to continue conversations.

Remember, you simply are meeting people, making connections, and creating relationships. A quality network is a crucial part of your job search.

Succeeding in a competitive Job Market

Flexibility: For the ambitious job seeker facing a competitive job market, perhaps nothing is more important than flexibility. That means considering options outside of your comfort zone, but it doesn't mean your job search should be unfocused or disorganized. And don't just stop at opening your mind to different job options, be open to relocation.

Start Now: Many students don't think about their job search until senior year. The key is to not sit back and wait: TAKE ACTION NOW.

Use your career center: Your campus career center should be your first stop. Schedule an appointment with a career counselor to explore your career options. Take part in the resume writing, interviewing and other job-search-related events.

Employers say that the lack of research is obvious in interviews and that researching the company, and specific job, if possible - is perhaps the single most important thing a potential employee can do before interviewing. Candidates who fail to do so can come across to employers as disinterested and lacking initiative.

Know what employers want: Most job postings will provide a general list of requirements - the "hard" skills. Perhaps cheif among these is the work-related experience. As a rule, employers prize experience in potential employees, as it provides some evidence that you can, in fact, do the job. For most college students, work-related experience is gained through participation in an internship, volunteer activity or part-time job. (And experience doesn't have to be paid to count.)

In addition, many employers screen candidates based on GPA (generally 3.0 and above is the cut off for consideration).

Finally, employers look for "soft" skills - communication skills, leadership abilities, ability to work in a team, and the like. Employers look for well-rounded individuals. These individuals offer more than just an academic record. "They also participate in sprots or hold leadership positions in student organizations. They have the ability to listen, write, and speak effectively.

Connect with employers: In a competitive job market, it's especially important to use everything at your disposal. While you're in college, take advantage of any opportunities to interact with employers provided through your school. Once you have graduated, you'll find it is not as easy to get access to a group of employers in one location.

Some contacts may be available to you through your school: "Check with your school's alumni association." says Christopher Carlson, manager of university recruiting for Booz Allen Hamilton. "Try to identify alumni who are at companies of interest."

Be thoughtful, be informed: Conduct your job search armed with information and insight so that you don't dismiss a job out of hand or ignore potential opportunities.

Your first job is not likely to be your last, so look at how a job may help you gain experience and develop important skills, even if it's not what you expected to be doing.

For more information see: Job Choices 2010