Effective relationships with executive recruiters can play an instrumental part in career advances for the rising professional and the established executive. Whether you’ve worked with executive recruiters before or this is your first time, there is a lot to know about how to build effective working relationships with recruiters.

To have an effective relationship with a recruiter, it is important to understand the industry’s business model and the role you play as a potential candidate. Job seekers that fail to recognize how the recruiting process works often find themselves frustrated and unrepresented. 

Keep in mind these eight points when working with an executive recruiter:

1. The Executive Recruiter works for the Client Company NOT the candidate:

Look at the payment trail: an executive recruiter is paid by the company to find the precisely right talent—and they are willing to pay a premium for it. Candidates that take the stance that the recruiter is working to find them a job have already shown their lack of business savvy and self-centeredness. Don’t let this be you. Savvy candidates recognize the economic aspects of the relationship and work to be a resource for the recruiter. 

2. Take the recruiter’s unsolicited phone calls:

You never know when your new best friend is calling with the next best opportunity for you or someone in your network. These relationships are built over time, so do not ignore the calls. Consider it another form of professional networking.

3. Develop an online relationship with recruiters

You can likely find them using social channels such as LinkedIn. Building these relationships can help get a foot in the door, but be careful—tweeting a recruiter every day about your resume and job hunt can be just as irritating for them as flooding their inbox. Just as you would in person, cultivate a relationship over time and give before you receive.

4. If the job lead is not right for you, help the recruiter with applicable leads and information whenever feasible

A recruiter’s lifeline is found in the information he/she receives. By providing leads, you are not only helping your network (kudos!) but helping a recruiter can pay dividends in opportunity and in karma. Good recruiters will go the extra mile for people who provide them with quality information. So if you help them, savvy recruiters will help you.

5. Don't waste your recruiter's time

Do not test the waters with a recruiter—do that on your own time. If you waste a recruiter’s time once, rest assured you will not get the opportunity to do that again.

6. Make yourself worthy of the recruiter receiving a 25% fee from a company that hires you

Companies are paying recruiters to find the cream of the crop. The hard-to-find, desirable candidate that the company cannot find on their own. So if that is not you, apply to the company directly on your own. This is a simple lesson in economics. To be placed by a recruiter, you need to have a background or skill set that warrants a fee to be paid that hovers around 25% of your salary. So help the recruiter market you by being fabulous and in-demand in the first place.

If a recruiter cannot place you, it does not mean you won’t get hired at all, it just means you may have to go a different, more direct route (not a bad thing, by the way—a majority of candidates are hired directly).

7. Give the recruiter what they need

Some recruiters may ask for references or writing samples—whatever it may be, give the recruiter what they ask for during the appropriate phase in the process. Just like winning over an employer, you have to win over a recruiter.

Remember that recruiters don’t work for the candidates, so if you send recruiters your information without giving them exactly what they want, they may not work with you.

8. Have your resume in a reverse chronological format

When formatting your resume reverse chronological resumes are best when working with a recruiter. Be sure your contact information is current and at the top of your resume. Followed by

I also suggest not to go back more than 15 to 20 years for most professionals. While there are exceptions to every rule, erring on the side of less is typically better for most executives. Frankly, you will not get hired in today’s market, nor can a recruiter get a fee, for something you did 20+ years ago. Keep it recent and relevant. 

Working effectively with a good recruiter is like a lot of other relationships you have developed in life. Like all worthy relationships, these require time and research. If you find you are not getting calls back from your recruiter, shift gears and put in as much effort as you do with other professional relationships. You will soon find that you will be well on your way to having successful dealings with the right executive recruiters.

Written by Lisa Rangel, Executive Resume Writer

You may have noticed on your job hunt that recruiters get down to business fast. In fact, you may be surprised that they are asking a candidate about their desired salary right off the bat. It may have even rubbed you the wrong way.

The truth is that this practice isn’t going anywhere. Below you’ll find out why and how to handle the question when it comes up.

Why Recruiters Ask Your Desired Salary

Why recruiters need to ask…

Not all candidates have realistic expectations. In fact, experience tells recruiters that some candidates don’t even live on the same planet when it comes to how much they want to be compensated.

If this is the case then why bother with a candidate who clearly has totally unrealistic expectations? A recruiter’s client may be willing to negotiate, but only within reason.

You also have to consider it from the recruiter’s perspective. If they don’t ask a candidate about their salary, pass them along to their client and then it turns out their expectations are unrealistic then they have just wasted the employer’s time. That employer will make sure heads roll if the recruiter didn’t ask you upfront what the candidate’s expectations were. Since recruiters get paid by the companies they recruit for they can’t run that risk.

Now, if you are an experienced candidate you should be paid at least market rate. If for whatever reason the proposed salary is below market rate then this is something you should explore during the interview. 

 Why you shouldn’t be offended…

Whenever you’ve needed a service from someone most people often ask about rates early on in the process. In fact, money is usually the top concern. At the end of the day, there’s no need to fall in love with a service provider who is way above your budget. Why should a salary be any different?

Furthermore, how you react and respond to the question is part of the interview. In other words, if you act offended then that tells the recruiter about how you deal with things that don’t go as planned.

How to answer the salary question…

If you are asked what you were making there’s nothing else to do but to tell them the truth. Hold your head up high and drop the number without any excuses or apologies. It is what it is.

If you are asked what salary you are looking for, answer with the range of salary or total compensation that you have been interviewing for…Do not start with, “I want…” or “I am looking for…” Answer with, “I am interviewing for positions in the ____ to ____ range.” Answering in this manner does two things. First, it lets them know that you’ve got other companies calling you for positions at that pay rate (which always works in your favor when it comes to negotiating). Second, this is a subtle way of letting them know that the market thinks you are worth it with an external source (others calling you to interview for positions paying that level you cite).

If you haven’t been called in for any interviews yet or you just started the job search, do some research and see what the going rate is for this position. Then answer with the range the same way confidently, based on your research and skill set. Sometimes you have to fake it until you make it.

Written by Lisa Rangel, Executive Resume Writer 

 Do you fear being asked about the rocky performance you had in your last or current job on the next interview?

Did you have a less-than-favorable relationship with your CEO recently and you are dreading the interviewer asking the “tell me about how well you worked with your boss” question?

Unsure how to handle the skeletons in your closet?

I say take it out of the closet and make it dance….

What?

It’s a term from George Bernard Shaw, where he said:

“If you can’t hide the family skeleton, you might as well make it dance.”

Yep…I say bring it on…

Well, you know they are going to ask.

So be ready for the tough questions you hope they don’t ask.

And not only be prepared…

Confidently and diplomatically address the tough questions.

I say bring it.

Own your baggage… Embrace the skeleton….or family of skeletons, if that is how you roll…

Here’s a newsflash…

Everyone has baggage.

How do I know?

I hear all your stories.

No one comes to me or vents in the LinkedIn Job Seeker Premium Group saying they have a perfect background.

Too many jobs in a short period of time.

Took the wrong job after a long tenure with prior employer.

Long-term unemployment.

Underpaid.

Boss undermines them and the opportunity to create resume-like
achievements is limited.

I can go on and on.

Even people with ‘perfect’ backgrounds on paper, with a new job every 6 years or promoted every 3 years, have product lines they oversaw that failed or high staff turnover or shrinking margins they need to account for on their next interview.

Here is the secret to making the skeleton dance:

With all other things being relatively equal, the person who
diplomatically, vulnerably and proactively addresses their baggage best on an interview wins the offer.

Why?

Companies don’t just want the best performer in perfect conditions. They want the best person who is honest about a business situation, assesses the needed plan and executes in the face of fear and imperfect conditions to fix adverse situations.

They want the person who will get them out of the foxhole alive and then flourish…not just the parade leader when the weather is great.

Be prepared, own your baggage, make the skeleton dance and win offers!

Executive phone interviews are very different from an in-person or video interview and pose special challenges. When the job position you want is on the line, you need to know how to make the right impression.

Employment interviews take place in person, via webcam, and on the telephone. The big difference for a telephone interview is the lack of your ability to see, or telegraph, important nonverbal cues.

To some, a telephone interview is a comfortable alternative to the exposure of a video interview, or the intensity of an in-person interview. Interestingly, a survey by Software Advice found applicants who had experienced a video interview preferred video to a phone interview. A big reason for the preference is the ability to share nonverbal messaging.

When you have a phone interview for an executive position, how can you use that format to your advantage?

From the top—techniques to crush the executive phone interview

A telephone interview usually means you are being pre-screened. As gatekeepers, recruiters, a hiring manager, or search committee are looking for specific abilities and traits. If you get through the phone interview, you will likely progress to a video, or in-person interview.

With that in mind, your phone interview could be the most difficult dialogue you face in the application process. You must be able to communicate your brand through voice alone—with the aid of your resume or CV.

To ace the interview you have to manage what you say—and what you do. We’ll look at both.

Keep these staging tips in mind when you are scheduled for an executive phone interview:

1. Schedule the interview:

While not likely, it is possible you could get a cold call from a company, or recruiter, where you expressed interest. While the request could be for a few minutes of your time, express appreciation for the call, and ask to schedule the interview on a mutually acceptable date and time. Even if later in the same day, rescheduling gives you time to collect thoughts and materials.

2. Dress the part:

While it is tempting to dress down for a phone interview, do yourself a favor and play the part. A downside to a telephone interview is perceived informality. Dressing for the interview, or at least straightening up, impacts how you present yourself. Project professionalism. Other physical points include taking a brisk walk prior to the call, standing for part of the time, and speak and smile as if you were being seen in person. The physical act of smiling lightens your mood and increases your confidence. Do not multi-task during a phone interview, and keep a glass of water close by.

3. Quiet space:

Be sure to locate a quiet office or other location in which to conduct the telephone interview. Ensure it is clear of interruption, noise, children, or pets.

4. Mind the phone line:

To avoid dropped calls or poor connections, try to use a landline. Otherwise, be sure your phone is charged and consider using a headset to free your hands. Why? Because you can more easily review your materials and gesture if that is your habit. Create an environment for an active, participatory interview on all levels.

What you say—and how you say it—is critical in a telephone interview. Consider these suggestions for engaging your telephone interviewer:

5. Be prepared:

With an executive position on the line, do not stint on preparation. Undertake an in-depth exploration of the organization, and the history of the job you seek. Be sure you understand the brand, its culture, history, challenges, financial performance, and interesting sidelights, such as key sponsorships. Research salary levels of the position, in case you are asked what salary you seek.

6. Crib notes:

While lack of visual context is a problem—it can also work to your advantage. Keep your resume, job description, and a summary sheet of achievements nearby. Make notes of dollars saved, acquisitions made, and other relevant financial or production numbers of worth. Write quick answers to common interview questions, and be sure to include details of action taken in the face of failure or difficulty.

7. Know yourself:

Be practiced and comfortable discussing achievements and the value you bring to the C-suite. Do not expect lengthy experience to get you to the next interview level—be ready to explain and discuss how you provide a competitive advantage.

8. Delivery:

At the outset of the interview, give the interviewer a full chance to speak. Respond throughout the call at a steady, if slow, pace. Vary the tone of your voice to express interest, curiosity, and confidence. Try not to speak excitedly because it betrays nerves and is not appropriate for a professional interview. If a difficult question comes your way, try to restate it back to the interviewer and ask if that is what they meant. Your job is to engage the interviewer in a pleasant and informative query. When the time is right, be sure to ask your own thoughtful questions about the company, and the position.

9. Name-dropping:

If you know connections within the company that could help you, mention the association during the interview, if appropriate. When you have worked with industry notables, or recruited top talent for your work teams, mention names if there is a natural opening.

10. In the end:

As the phone interview draws to a close, be sure to thank your interviewer, express interest in the job, and ask what the next step in the process might be. Avoid compensation discussions unless asked, and then use figures that are competitive in the industry. Follow the phone interview with a thank you email, or letter.

An executive phone interview is challenging. Be prepared, and be on point, in order to position yourself to land the offer.

Written by Lisa Rangel, Executive Resume Writer

LinkedIn Referrals, which is being called the next generation of LinkedIn Recruiter, is where recruiters use profiles of their superstar managers and employees to find other applicants with similar traits and expertise to add to the rock star employee roster. So instead of trying to write a candidate profile or job description to capture the essence of that top-notch employee to find another one, now a recruiter can use the profile content of the superstar employee, within the tools of LinkedIn Referrals, as the basis to find the next key hire.

Why Are LinkedIn Referrals so Powerful?

What Recruiters Need and Want

According to this article from LinkedIn’s Head of Talent Solutions, Eduardo Vivas, about 80% of recruiters say the best channel to recruit quality candidates is employee referrals. “We asked ourselves two simple questions: How can we empower almost anyone who recruits to be a data-driven recruiter by making our products more intuitive? And how can we tap into our more than 380 million members’ relationships to help everyone who recruits identify and hire the right talent faster?” Vivas said.

The Recruiter Solution

Recruiters want to hire employee referrals. In this review of LinkedIn Referrals by Venture Beat, it cites a 2013 report by Deloitte where they state that employee referrals are a successful source of hire for them. Venture Beat quotes the report stating, “According to solutions provider ZALP, 46 percent of employees hired through employee referrals stayed on their jobs for more than a year, as compared to 33 percent and 22 percent of those hired through career sites and job boards, respectively. In addition, 42 percent of referral hires stayed for more than three years, as compared to only 14 percent and 32 percent of those hired through job boards and career sites, respectively.”

LinkedIn is giving recruiters the solution they wanted to find the desired applicant without having to craft complex Boolean search strings.

Why is this important to job seekers?

If corporate and search firm recruiters are using LinkedIn Referrals to write their search strings, this tool has the potential to have a wider-spread use. As it becomes adopted by corporate and search recruiters, job seekers will need to pay more attention to the proper optimization of their profile and the right use of keywords in the LinkedIn Profile to maximize their opportunities to be included in recruiter searches for the jobs they want.

Will this be good or bad for the job seeker?

Clearly, it remains to be seen the effect this will have on the mission of the job seeker. On one hand, it can help active LinkedIn users be found more readily if their profiles are properly optimized and they are doing the LinkedIn activities that tend to make a profile rise to the top of a search. On the other hand, if recruiters are seeking profile traits of certain employees and not evaluating the applicants on their own merits, will that adversely affect diversity initiatives or the personality varieties that contribute to the culture of the workplace. Is more of a good thing necessarily better?

Let’s wait and see….In the interim, it’s important for job seekers to play the game and get their LinkedIn profiles up to speed, as that never hurts.

Written by Lisa Rangel, Executive Resume Writer

If you consider yourself shy, or introverted, what can you do to help yourself land the job you want?

This is a comment I received recently:

“Reaching out for extroverts is easy…for us people who are socially awkward, it can be so painful to just say hello to someone. It’s worsened by the fact that I dread small talk more than anything else out there…”

If you are shy, or introverted, hear this message: you are not alone. I understand what you mean because I feel the same way you do.

Working as a recruiter, and now in my own business, I can tell you that a lot of people are uncomfortable reaching out to others, and many people dislike small talk. That said—outreach and social connection are an essential part of your job search. So what can you do?

Introverts and extroverts—they are everywhere

Personalities of all kinds populate the workplace. Outgoing and more private personalities reach for different jobs, opportunities, and responsibilities. Depending on what statistics you read, about one of every three people is likely to identify themselves as an introvert.

One traditional differentiator for introverts and extroverts is how they naturally seek to recharge themselves. Do you gain energy by working a crowd and talking to people? Or do you naturally step back from crowds, listen and think before you speak, and refresh yourself with alone time? Another tendency is sensitivity to stimulation—are you exhausted by small talk in a relatively short time?

Long-held myths about introversion and extroversion sometimes color how people think of others and themselves. Consider these myths about introverts and extroverts:

• All introverts are shy
• All extroverts are outgoing
• Introverts do not make good leaders
• Extroverts are generally good public speakers
• Introverts are introspective
• Extroverts are not introspective

Whether you are an introvert or an extrovert, you may not be comfortable starting conversations, or reaching out in a way that would further your goals—or your job search.

Getting what you want just the way you are

Being comfortable building and presenting your personal and professional brand is an essential aspect of a successful job search. For some, this could mean gaining skills to help along the way. For others, it means becoming confident with the person you are right now.

For everyone, language is a vital part of communication. How your resume and cover letter are written, what you say in an interview and how you say it, and the way you follow through create the impression of who you are and how you might perform in the workplace. Part of my job as an executive resume writer is helping you use the language you need to get your brand across.

For anyone interested in functioning more smoothly in social and professional encounters, consider these top tips:

1. Know your pitch:

Before an interview, or networking engagement, think of your own “elevator pitch.” More than just a statement of your name and interests, understand what you have to offer, and what you might bring to a conversation.

2. Queue some topics:

A successful tactic for breaking the ice is knowing two or three questions that help you get a conversation started. A good resource for managing small talk is Debra Fine’s book, The Fine Art of Small Talk.

3. Know where to go:

At an event, workshop, or party, keep in mind there are others present who are less—and more comfortable—than you are. I sometimes try to find someone in a room who looks uncomfortable, and focus on setting them (and me) at ease. I walk up and introduce myself. I might ask what brings them to the event. Both of us gain an association. Alternatively, identify people energetically engaged in meeting and connecting with others. They often welcome your introduction and are happy to help you meet others.

4. Networking:

Making and cultivating social media and other contacts is important in a job search. You might find it difficult to cold call, or email, a connection and ask about a particular job. Instead of asking about a potential position, ask for helpful advice and feedback on your search.Informational interviews are a great way to less formally connect with people, and professionals, who might aid your job search.

5. Do your part:

When you are in a position to help others, reach out and do your best. For introverts, reciprocity is a great way to build a relationship—and your confidence.

You do not need to “conquer” or “overcome” being shy. Introvert or extrovert, thoughtful, or verbal—know your natural inclinations. Use your awareness—and the right tools and tactics—to make the most of your talents during your employment search.

Written by Lisa Rangel, Executive Resume Writer

Business instability thwarts the best laid plans. Yet volatile and dynamic market conditions offer executives the opportunity for game-changing achievement.

Volatility, uncertainty, complexity, and ambiguity (VUCA) are here to stay. Once considered a cyclical process, technical and financial expansion—and contraction—cause ripples of change on a weekly basis throughout global economies. If you are an executive, or seeking a job shift, how can you use unpredictability to your advantage?

VUCA—what is it really?

While change is certain, VUCA is something different. The common factor of VUCA variables is instability. Change may usher in a period of instability, which is often foreseen and can be managed. VUCA has elements that cannot be managed—but can be exploited to help your company and enhance your resume.

Many C-suite executives take an oppositional perspective on our new VUCA world. Viewing VUCA as an unavoidable enemy, these leaders double-down on strategic planning and hope for the best. But the best way to deal with VUCA is to embrace it.

What does uncertainty look like?

American Airlines, Yahoo, and Twitter—what do these companies have in common? Consider these stories:

• In 2013, American Airlines Group saw only $1.8 billion in profits and merged with US Airways. Identified by Fortune magazine as one of the companies that lost the most money in 2014, an organizational reshuffle and providential fuel cost reductions gave American Airlines renewed vigor—and a revenue increase of 60 percent.

• Melissa Mayer, the Google executive turned Yahoo CEO, continues her quest to restore Yahoo. While the results are not in, Ms. Mayer is being closely watched as she continues to use market and company maneuvers to refine her turnaround plan for the company. Ms. Mayer has widened the audience who respect her agility and ability.

• Another web company, Twitter, is in the grips of turnaround in the highly uncertain Internet ecosystem. Interim CEO Jack Dorsey is saying all the right things after the departure of former CEO Dick Costolo. Can Mr. Dorsey navigate VUCA to build the relevance of his brand—and his legacy? Time will tell.

Each industry is unique. The specific recovery plan for an airline is not going to work for a web communications company. Yet an understanding of how to work and achieve in volatile circumstances is common to success across the board. Whether you are in an executive position, or in transition, alignment with VUCA offers more opportunity than fighting it.

Create achievement from ambiguity

How can you capitalize on VUCA to ride the changes and get where you want to go? Consider these tips:

• Volatility: Volatility has come to mean rapid, momentous market energy. This uneasy quality is easy to use with the right attitude: just accept that change is a constant condition and respond by using strategic thinking to create scalable processes. Recognizing the opportunity within volatility offers you a chance to position, or reposition, your company—and showcase your executive ability.

• Uncertainty: Uncertainty is the nagging feeling you do not know enough to make a solid decision. Trust that impulse. When uncertain—talk to experts, ask for feedback, and gather information to support your innate decision-making ability. Respected decision makers acquire trustworthy information. If seeking a C-suite, or other professional position, speak with mentors, associates, and other advisors to develop the information you need to create, or illuminate, your direction.

• Complexity: Perhaps the richest of all VUCA variables, complexity speaks to the interrelatedness of the dynamic factors affecting your business—or your job search. Step back to identify and understand the elements at play in your present professional or personal environment. This will enable you to develop a critical, comprehensive plan to address issues that are stifling your job search, or limiting success in your current position.

• Ambiguity: In any job search, or employment transition, ambiguity is present. Like complexity, awareness is key to managing and using ambiguity. Ambiguity, by its nature, creates tension. Use that tension to renew a job search, investigate new directions, or as motivation in your current executive position.

The element common to each VUCA variable is emergence. Steering your company through volatile economic conditions is a high-level resume achievement. Capitalize on VUCA to create the change, and achievement, you need—to get the new job or promotion you deserve.

Written by Lisa Rangel, Executive Resume Writer

If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.

It’s no secret that executive-level positions are often times given to internal employees. They’ve been with the company a while, they know how it works and the company already feels comfortable with them.

This can present some unique obstacles to an outsider trying to get in. However, it’s not impossible to make a move to an executive-level position in another company. All it requires is learning how to leverage the obstacles to your advantage.

How to Get the Job As an Outsider

Explain How Being From the Outside is a Strength

Research suggests that when people are trying to find a creative solution to a problem it oftentimes requires that they find an outsider. Simply put, the outsider has no preconceived notions about the situation, they also aren’t completely involved in it, whereas insiders maybe a little too invested and therefore blinded to solutions.

The ability to see a situation from the outside enables a person to find solutions easily. They can see holes where others can’t. They can also think outside of the box. This is a huge strength to play on when vying for a position within another company.

Here’s another strength: you may know more about the market and the competition than they do. Being from the outside enables you to see the company as a consumer. This a whole new way of looking at it that can be extremely beneficial when implementing marketing campaigns, revamping customer service or addressing product development issues.

Reach Out to the Right Contacts

Your best bet to getting any position (externally or not) is to come in with a personal referral in hand.

Connect with individuals within the company you’re looking to get into. You could start with your personal network and then expand outward with a LinkedIn search. You can also find many of these individuals partaking in LinkedIn groups.

The key is to find individuals who have enough clout within the company to help sway high-level hiring decisions.

Please keep in mind that just as with in-person networking events there is etiquette to follow when networking on LinkedIn. Customize your connection message, have a genuine interest in this person, and get to know them on a professional level.

Look for Companies That Are Open to Outside Management

Not all companies have policies in place that allow them to hire outside management. You don’t need to worry about them.

Instead, find companies that are flexible about opening up management positions to outsiders. This is easier than most people would think. Chances are that if they are posting an ad publicly then they are open to it, otherwise why would they bother when they can just look internally?

Big job boards can get convoluted easily. Instead try specific searches on LinkedIn or go straight to the company’s Careers section on their website.

You should also stay open to recruiters. Take their unsolicited calls and hear what they have to say. They’ve been hired by companies to search the candidate pool and find the best people.

By leveraging your skills and being strategic you can move up by moving over and get the job as an outsider.

Written by Lisa Rangel, Executive Resume Writer

While researching how to write a good resume or LinkedIn profile you often times run into the advice of using certain words like “creative” or “efficient.” The problem here is that anyone who knows how to use Google is probably using all the same buzz words in their resume as well.

Over time this leads to an apparent overuse of words that recruiters and hiring managers can spot in a heartbeat. As such, a word that was once a great way to stand out in your resume is reduced to fluff.

This doesn’t mean that certain buzz words aren’t still great for your resume. The key is to use them effectively so your resume doesn’t sound like everyone else’s.

Avoid being subjective.

With a simple Google search you can easily pull up a list of some of the most overused words on resumes and LinkedIn.

According to Careerealism some of the top overused words on LinkedIn are “motivated,” “responsible,” “analytical,” and “innovative.” In fact, the chances of you having a few of these words on your own profile is pretty high.

The issue here is that these words break a common rule of personal branding: stay objective.

These overused words by themselves are very subjective. That is to say, you are essentially stating an opinion of yourself instead of a factual account of your work history.

Essentially, if you have “Responsible and motivated individual with extensive experience” on your resume or profile a recruiter’s immediate reaction will be one of two things:

• “Gee, this guy Googled how to write a resume and must have copied and pasted what he found.”
• “Who says you are all of these wonderful things?”

You can avoid this by describing what you actually did at the job. How can you support that you are a responsible individual? What is your extensive experience, exactly? Do you have an example that shows how you’re motivated?

Use evidence to back up your statements.

If the only word to describe what you did is “creative,” then so be it. The issue is that most people don’t back it up with evidence.

What you need to do is show how you were creative by using achievements based bullets. For instance, if you are a creative Human Resources Executive Vice-President, you can outline how you created an evaluation system for a 200 person organization that resulted in an 11% drop in turnover and an increase of 25% internal staff being promoted.

This provides a picture for the person reading your resume so they no longer have to guess what “creative” means. Furthermore, this is a results driven example that would be totally unique to you as a candidate.

Use numbers.

Numbers are perhaps the most compelling way to demonstrate your skills. Unfortunately, it’s also one of those small things most people forget to put on their resume or LinkedIn profile.

Start writing your resume and LinkedIn profile with numbers in mind and you’ll easily avoid falling into the trap of fluffy buzz words. Did you increase revenue? Do you have percentages to prove how you solved a problem? How many projects did you create?

For some good examples of how to apply this technique to your resume make sure to check out our resume samples.

Written by Lisa Rangel, Executive Resume Writer

If you are interested in working with Lisa Rangel, an accomplished executive resume writer, social media profile writer and job search consultant, to achieve social media exposure and interviews you want, sign up for an exploratory call now and learn about the Chameleon Resumes services that can help you land your next role.

We have all heard that old saying, “It’s not what you know, but who you know,” and in many things in this life that saying does turn out to be true. When it comes to the job search, how many times have you gained an “in” with a company because you are good friends with someone who works there or know a family member of someone who works there?

Well, what do you do if you find yourself in a situation where you need to find a job but don’t know anyone? There are many reasons why this could happen. Whatever the reason, don’t believe your job search is hopeless. Here is where you can start:

Make a List of Connections

While you may think you have to build your network from scratch, I believe if you take a few minutes to really think about it, you probably know more people than you think. Sit down and make a list of people that you do know. While it is a good idea to try to focus on the field of interest you will be searching for employment in, don’t discount anyone. Start making a list of names that can include your family members, friends, people you have met in your new area, neighbors, almost anyone that comes to your mind. This will be the foundation of your new networking list that you will use to build upon.

Leverage the Power of Your Connections

You may not know people directly that can help you, but the power of secondary, tertiary and beyond (4th and 5th degree connections) are where you might find the golden contact to help you. By reaching out to the list you made of your initial connections, no matter how small that list may be, see who they know on LinkedIn and by asking verbally who they know who can help you achieve your next goal.

Leverage Social Media Power

Social media sites such as Facebook and, more importantly, LinkedIn, can help you build a network of people in your field that could be helpful tools when you are ready to search for a job. Join as many relevant groups on the social media sites as you can for your field and regularly check in with them. Post in the groups and contribute to what they are doing so people begin to recognize you as an expert and look to you for advice. Consider using the advanced search functions to help you find companies that are looking for people in your field as well. Once you find these, don’t just apply for the job, but also make an effort to network with people employed at the company.

Be Consistent and Participate

Probably the most difficult part of building your networking list, is the ability to stay consistent with it over a long period of time and making an effort to regularly participate in conversations and activities that occur within your network. It’s the consistency that enables online connections to become offline relationships. Building a networking list isn’t easy, but if you take the time to actively participate on a regular basis and continue to do so over a long period of time, you will begin to reap the rewards. Check in with your network using your online tools and participate in any ongoing conversations. Try checking in one or two times a day if there is a particular conversation that is very interesting taking place.

Just Start With One Action Per Day

While starting a job search without a network of friends and colleagues to help you along the way may seem daunting, it is certainly possible. All you have to do is start building your network today. Whatever you do, don’t delay. While you may find that perfect job without knowing anyone, it will definitely be easier if you do. So start building your network list today so when you are ready to make a change, you have an entire host of people that could help you in your search. 

Written by Lisa Rangel, Executive Resume Writer