Everyone wants to know what to ask for when conducting an interview.  They wonder “should I keep it simple and not overwhelm the candidate?” or the opposite; “I should definitely ask challenging, in depth questions to really see what this person is all about."  The best thing to do is mix it up.  This gives you the best chance to really find out who you are potentially hiring. 

Here are the 5 Questions you should ask when interviewing:

1. What are your weaknesses?

This is a great question to ask because it really makes the candidate think about themselves and identify the need for personal improvement.  The person that says they don’t have weaknesses isn’t honest with themselves and you, how could they effectively represent your company to your customers?

2. What is your greatest strength?

Unlike the last question, about weaknesses, this question is strictly a singular question.  If you ask someone about their strengths, plural, they’ll start listing of the things that YOU want to hear.  An added bonus to this question is that it helps ease nerves to start the interview.  I recommend this to be one of the first interview questions.  People like to talk about themselves in positive ways, it shows you what they can do and helps get the interview going smoothly.

3. Where do you see yourself in 5-10 years?

Finding out the mental goals of the candidate, is key to help a company in the long run.  This question also lets the candidate take a step back and really think about what he or she would like to accomplish and allows you to put their goals in perspective with the company’s.

4. Talk about a time in your life when you had to overcome obstacles

This is a key question because it helps reflect the attitude and determination of the candidate.  I remember when I first got this job, I was asked this question and it really made me think about hard times in my life and getting through them.  No matter what the trial or tribulation is, the candidate should have an anecdote that they are aware of and that can help them through other difficult times. 

5. How would a best friend/family member describe you

I believe this is one of the most key questions you could ask a candidate in an interview.  The reason for this is that it’s not only how the perceive themselves, but how others perceive them.  Another good aspect of this question, is that it helps the candidate indirectly describe what’s good or bad about themselves that they wouldn’t tell if asked the directly.

Asking the right questions are important to helping your company staff and position itself with the best employees to ensure future growth.

By Jake Pinto

RELATED BLOG:

7 REASONS YOU NEED TO TALK TO A RECRUITER 

Are you often perplexed by the situation where you are being asked back for a job interview, sometimes the second or third interview, and manager asks, “Aren’t you overqualified for this job?”  (Side note: I mean, can’t they tell you are overqualified from looking at your resume? Do they need to bring you in once or multiple times to verify that?) But even if you are going in for the first interview, and they ask you what seems like the possibly obvious “Overqualified Job Interview Question,” here is what it tells me: it tells me the company has interest in you. Think about it. They probably already know that you are overqualified. In most cases, they can tell from your resume. So if you are told that at some point in the process, I believe you are not getting rejected for being overqualified—it is something you said. As an overqualified candidate, you need to convince the hiring manager how your situation will benefit them, if they hired you—and don’t focus so much on why it is good for you to take this job. How you handle the question determines if you are advanced through the process.

Here are the best ways to handle the overqualified job interview question

1. “I have hired and overseen ‘bad’ overqualified people and I simply won’t perform that way, if hired.”

I have hired talented, overqualified people who seemed to have brought in their Mr. Hyde side upon starting work and have acted badly on the job: i.e. bossy to others, undermining of management, taking on initiatives without communicating, usurp duties from others resulting in redundancies of efforts, taking credit for other people’s work, not being a team player since they clearly were above it all and even more. In hiring me, I would ensure you would be benefiting from what I learned from my mistakes.

2. “I have managed ‘good’ overqualified staff. I will clearly emulate the good, if hired.”

I have been lucky to have hired and overseen fabulously overqualified talent who saw themselves as someone who had a job to do that was part of a team. That overqualified person I managed realized early on they can’t lose if they do the work to exceed the company or department goals with no drama. That is the person who I will be, if I am hired.

3. “I want work that interests me and keeps my hands dirty, so to speak.”

The one not-so-great thing about rising up through the ranks, is you get to a point where you are managing managers who manage other managers. Executives can sometimes get far removed from the sales process, client interaction, operations line or field. By taking on this manager-level role, I can resume working with the <sales, client, operations or field> team again. That type of work really excited me in my career and I would be thrilled to get back to it! I want to be challenged in a different way now.

4. “If hired, I believe it is my job to make my management team look good. If you look good, I look good.”

I had great staff working for me and I would be conducting myself in the same manner working for you. I would hope you can benefit from my experience when applicable and know that I would give generously to the group’s efforts however I can.

5. “I know it is important to follow direction at times and just run with it at times.

I have developed the judgment through my experience to know when each of those instances need to happen at the right time.” As a previous Director, I know that there were many times I wanted my team to simply run with it and leave me out of the minutiae of the decision. On the flip side, I remember instances where I wanted to remain in the loop or even give direction. The employees that had the judgment to know when to run with it and when to bring me in, became my go-to people. I would aspire to be that person for you.

6. “I would never take a job that I was not interested in nor where felt I would not make a long-term contribution to the job in which I have been hired.”

To be blunt, I have made hires that were not the best match before and it was because I did not thoroughly ask about the what the employee needed and so they just focused on what I needed throughout the interview. I am glad we are discussing this and I appreciate that you are asking me about what I need in evaluating this match between us. I really do not want to be a bad hire within a firm. With that said, I am interested and very much able to do this job as offered. I feel it would benefit us both greatly if you hired me.
Like everything else about interviewing, it is about being genuine and motivated. No manager can make an employee be genuine or motivate the employee to perform. So that is what every job seeker needs to come to the interview with when discussing how they are under-, over- or perfectly qualified for the job. If you do not get moved to the next step after the overqualified question, it is because the hiring manager was not convinced you would be a good employee match for them—whether they are right or wrong is not totally the issue. It is the job seeker’s job to convey the message they are properly qualified for the job. If you show the hiring manager how they will benefit from hiring you, you increase your chances of getting moved on to the next level of interviewing. Good luck!

Written by Lisa Rangel, Executive Resume Writer

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Executive job seekers need to know that corporate and search firm recruiters are overwhelmed with resumes and communications from candidates who are earnestly seeking their next position.

Knowing this fact, I tell my clients that being qualified is not enough!! Those that are qualified will rise to the top of the pile and have their resume read ONLY if their resume is idiot-proof. Yes, I said it—Idiot-proof. I mean no offense to my recruiting brethren with this term. But a job applicant’s resume has to be very crystal clear on the job for which they are applying. This will almost ensure that the reader will know without a doubt what position the applicant is applying for by reading their resume on its own using a branded title. Here are some points to help you do this well:

4 Tips for Writing an Effective Resume

Resume Should Send a Clear Message

You have to assume the resume will be separated from the cover letter. Will your resume stand on its own? The gut check question you can ask yourself is: “Will a hiring manager know exactly what you want by reading your resume only?”  If the answer is ‘yes’, then your resume is in good shape. If the answer is ‘no’ or ‘I don’t know’, here are some steps you can take to position the resume to make it easy for hiring managers to realize which position you want to be considered.

Don't Use the word "Summary"

Eliminate the word “summary” as the heading to your resume. Give it a title that mimics the title of the position you are seeking and for which you are qualified. For example, if you are formerly a Director of Information Technology and are applying to a Chief Information Officer position that is an appropriate next step, make the branded resume heading the latter and keep your title on the employment section accurate with the former.

But Do include a Summary paragraph

Ensure you have a summary paragraph under the branded title heading that supports the title outlining briefly what you bring to the table and the results you have accomplished.

Use Keywords

Use keyword bullets under the summary to punctuate your qualifications and experiences. Note: Be sure the keyword phrases you use describe your background further specifically and are not so generic that they tell the reader nothing. GUT CHECK: if the phrase used can be used on an HR resume, an engineering resume, and a finance resume, then that phrase is wasting space and not telling the reader anything about your specifically. For example, “Energetic manager that brings results to the organization” does not differentiate you in anyway, even if it is true. Use specifics.

The goal is to have the hiring manager look at your resume and within an instant know exactly which position is the right one for you. If the hiring manager has to work at figuring out which position a job seeker is good for, chances are the resume gets tossed in the ‘no’ pile, or the ‘maybe’ pile or in the wrong pile. By making it easy for the hiring manager, you increase your chances of getting in the ‘yes’ pile and getting the call. All things being equal and all considered applicants being qualified, the bottom line is the job seeker that makes the hiring manager’s job easiest wins.

Written by Lisa Rangel, Executive Resume Writer

Executive job seekers often want to know what are the benefits and features they will experience if they have their resume done by a professional or should they do the resume themselves. The decision is a different one to be made for each person. But here is a list of misconceptions made by job seekers that can at least help you know what an executive resume is not or should not have:

12 Misconceptions of Writing an Effective Resume

Myth# 1: Executive resume summaries are the same as objectives.

Objectives only state what you want. Summaries outline how what you offer can meet the needs of the prospective employer. Simply put: nobody really cares what you want only.

Myth #2: Your executive resume needs charts and graphs to be impressive.

While I put charts and graphs in executive resumes for some of my clients, it is not the norm. Most clients can have achievements properly outlined in well-written content. Charts and graphs are often not digested by applicant tracking systems (ATS).

Myth #3: Everyone should be able to write their own executive resume.

Would you be your own lawyer? Try to sell your own house? While there are some people who can, for the majority of us, it is best to hire a professional to handle these matters.

Myth #4: Stuffing keywords into your executive resume gets through the ATS.

While this may actually work, when the recruiter reads your keyword stuffed resume, they will think you are spending more time trying to game the system versus outlining why you are qualified.

Myth #5: Every company uses ATS systems.

Every company does not use an ATS, but most do in some way. Having your resume keyword optimized is as essential as me having my coffee in the morning. You just would not want to see me without it.

Myth #6: Put all of your experience on your resume and show everything you ever did.

As a general rule, I do not go back more than 15 years. Even if what you did 25 years ago is applicable to what you are targeting today, no company will hire you for what you did 25 years ago. I believe, in most cases, putting 20+ years experience on your resume only dates you and does not really help your candidacy.

Myth #7: Follow a page rule: one page or two pages…no more.

Know that as long as you make the resume, one page resumes included, it is never guaranteed that the reader will read it. Keep your audience interested in 5-10 second increments to keep the scrolling and reading. If that is one page, so be it. If that is three pages, ok.

Myth #8: A great resume is the magic elixir to landing a job.

A great resume with an excellent job search plan, robust network, superb follow up skills and an amazing attitude land you a job. The most fabulous resume alone will not get you a job.

Myth #9: Stretch your dates to reduce or eliminate your employment gaps — no one will find out.

You can find out what your neighbor ate for dinner last night on the internet. You don’t think today’s background check technology can find out that you are fudging dates. Yes, they may not find out…but they also may find out. Don’t do it.

Myth #10: Put your references at the bottom of your resume.

Put your references on a well-crafted reference sheet. And don’t put :”references available upon request” at the bottom either. It is implied.

Myth #11: Use the same resume for all of your job applications and submissions.

Customize each submission showing how you meet the needs of the job description. One size does not fit all.

Myth #12: My old resume will work just fine.

The same way your shoulder padded jacket or skinny tie will work at the company party this weekend. Go for it.

Written by Lisa Rangel, Executive Resume Writer

• 
  • Major Managed Security Provider (MSSP) hires a Project Manager with limited Security and some Sales Engineering background to handle its largest global enterprise customers in NYC...and the manager is ecstatic with the results!
    
    
  • Leading vendor of IP Networking and Wireless products hires  Sales Engineer to launch their latest Storage product line and support their largest channel partner in the Chicago region...and he's 55+ and been selling cars for the last year!
  • Major CLEC hires a Sales Engineer to support busy Enterprise account team in Northern Virginia...and the candidate has not been in Telecom since 2006!

  All of these sales engineering hires are placements J. Patrick has made in the last 30 days and are an indication of the tight market for sales engineering talent, as well as SE managers shifting away from hiring using a skills and experience checklist to meet preliminary minimum requirements, and towards hiring for attitudes and aptitudes, character and compatibility, personality and potential.

  Hiring managers are adapting to this competitive landscape by focusing on bringing in candidates who are flat-out strong performers in their most recent roles, and who have strong technology and sales process uptake talents.  Frankly speaking, what I hear most from frustrated SE (and Sales) Managers is mostly about employee behavior, not lack of skills or experience.  Employees are able to do the job but lack the motivation, consistent productivity and teamwork skills that make for good performance.  Managers grind their teeth talking to me about the veteran SE who just doesn't meet deadlines, perform well on demos or presentations, or simply "doesn't play well with others".   

  How do you take advantage of this opening in the market?

  We are starting to see the Sales Engineering market look seriously at candidates who are currently in technically-adept, customer-facing roles such as project management, professional services, consulting and service delivery.  So if you've given any thought to moving into Sales Engineering, now's the time to reach out to your network, approach your firm's SE or Sales management and starting applying online or via third-party recruiters to these types of roles.

  If you do, make sure you focus your resume on some of the most transferable skills, talents and experience you have, and to lower the threshold for SE managers to take you into consideration, take a look at:

  Technical Domain Expertise:  Where's your depth and breadth in technology subject matter? Certifications can often help here.

  Communications Skills:  Presentations, Demos, Documentation, Reporting, Metrics, Analytics.  All of these are transferable from post-sales/end-user contexts into the sales realm.

  Process & Teamwork:  Show where you can follow the firm's sales plan, consistently and with minimal direct supervision.

  High-performance, Low-Maintenance:  Managers are overwhelmed with time pressure, reporting, managing up and down.  They need employees who are proactive, energetic and coachable.

  Use the Summary, Skills, or Training sections of your resume to highlight these areas.  I’ve suggested to candidates that the build a Greatest Hits section of their resume (usually named something like “Selected Accomplishment, Highlights or similar) where they can discuss the Big Things they’ve started and finished, whether as an individual, team member or manager.  Think of this as your “brag list” where it’s perfectly OK to say what a Bada$$ Project Manager, consultant or sales engineer you are.   

  “It Ain’t Bragging If You Can Do It!”

  So if you think you have what it takes to move into Sales Engineering, or simply move up into the Senior individual contributor or management ranks, position yourself properly to take full advantage of what's happening in the tech hiring market right now. This may prove to be that moment that could turbo-charge your career.

  Good hunting!

  Dan Sullivan

Employers do check the social media presence of job applicants at some point in the interview process. Some check upon stumbling onto your background when searching for talent on LinkedIn, others right before the interview and other employers do a thorough investigation before extending an offer. No matter what the employer’s process is, you have to assume, people will want to check you out online during the recruitment process.

Here are 11 Ways to manage your online reputation

1. Google your name in Google Search

Perform a search on your name to simply see what comes up. This will help you come up with a game plan not only to clean up your profile, but to proactively strategize on what to include to improve your online image and set you apart.

2. Search on your name on other Search Engines other than Google, such as Bing and Yahoo

While search results should be consistent, sometimes they vary. Double check and ensure you are coming across as you wish.

3. Maintain a professional, but fun, Facebook profile

Mind the pictures you post and consider limiting tags by others to pictures on your wall. Ensure your wall and photos are professional in nature (so take down the party pic of you dancing on the bar with your friends). Post academic achievements (I received an A on my chem. Exam!!), athletic wins (I just did my PB during the 5K race!) and non-profit initiatives (Loved participating in the food pantry fundraiser last night…consider joining me at the next event).

4. Check your name in Google Images

Here you will see what pictures are online that are connected or tagged to your name in a public manner.  You may not have all of your and your friends’ Facebook pictures come up, depending on the privacy settings. However, all public photos that are tagged to your name will arise.

5. Check your privacy settings on Facebook and other online media

Assume nothing you put on the web is ever private—that is my cardinal rule. If you are in doubt if you should put it up, well, maybe you should not do it.

6. Write a professional LinkedIn Profile

A Linkedin profile that is optimized for keywords will improve your ability to be found by recruiters and land an interview. 93% of recruiters use LinkedIn to find their next hire. You need to be here.

7. Create a Twitter account to follow target companies and network with contacts who can help you lead You to your dream job

Twitter provides real time data to improve the content of your communication with key contacts.

8. Consider removing information that references topics that should not be considered as part of a hiring decision

Information such as religion, sexual orientation, marital status, disability or other group represented in Title VII or the American with Disabilities Act should not be part of a hiring decision. It is discriminatory to ask for this data or use it in a hiring decision. But if the information is offered by the applicant, it can (wrongly) be used in a hiring decision in an unconscious manner.

9. Share positively across all social media channels

Negative rants are major turnoffs to employers, as no one wants to hire their next problem. Demonstrate your ability to communicate constructively and don’t overshare.

10. Create New Content to Replace Negative Content

If you do have negative information about you that you cannot remove, or if you share a name with life-long criminal, one option you have is you can create new content by launching a blog, writing online book reviews, creating a personal website URL (i.e. www.yourname.com), and using other tactics to bury the information.

11. coming up anywhere online is almost as bad as having a negative online image

Employers wonder do you get technology and/or what have you been doing all this time? So get online to get hired.

Maintaining a professional online image without losing your personality is very doable. Take the time to craft the image that is true to you and resonates with employers to land that first job—making your time in school all worth it.

Written by Lisa Rangel, Executive Resume Writer 

Wondering why recruiters call you back after you have submitted your resume? Feel you’re perfect for the job they posted, you know you can do it, but you are baffled by the fact they have not returned your call? Well, I have some answers for you as to why and outline a few things you can do about it. Read on if you are open to honest, tough talk, you are serious about optimizing your job search time and you are prepared to do something about it. Here goes: 

Why Recruiters Don’t Call You Back

1. Just because YOU think you can do the job, does not mean they think you are QUALIFIED for the job.

Search firms are paid a significant fee to evaluate candidates that the client company cannot find on their own. They are charged with having to determine if that candidate will exceed expectations for that client in the given job. The client company gave the search firm a series of parameters to meet that they feel justify paying a fee to the search firm if the candidate embodies those requirements. Frankly, it just does not matter that you think you can do the job. The search firm has to ensure you have the proper years of experience, company caliber exposure, demonstrated a track record of results, culture fit potential, professional training and educational credentials requested before sending you to their client. And if you are missing one piece of it, typically you will not be considered by the search firm and never submitted for the job. As long as you have neither been contacted by the search firm nor submitted to the company by them, apply through a different venue (following a job search plan, networking, submitting directly, company website, etc) that does not add a fee to your head if hired.

2. Search firms are not paid by you, and therefore, do not work for you.

Reputable search firms are paid by their client company ONLY. The company is their client–not you. Credible search firms do not accept fees from candidates for representation to companies. As stated in reason #1, you will receive a call from the recruiter only if your background is dead on for their client. Search firms typically only get paid to make the placement. So if your background will help them get that placement fee since you meet the client requirements, I assure you they will call you. Remember, they work for their client. They do not exist to find you a job.

3.You paid a firm to send your resume to 1,000 recruiters…and it shows.

If you are doing a mass direct email, you cannot expect personalized response results. A very successful direct email campaign has a response rate of 1-2%. If you have a properly targeted, well written direct campaign to 1,000 contacts, you will get 10-20 quality calls. If you have a well-written campaign sent to a random sampling of recruiters, you may get 5-15 calls from recruiters who may not place what you do. And if it is a non-targeted, poorly written campaign, no one will call—or you will receive calls to sell you job search services since you clearly need some help.

4. Search firms don’t place what you do.

You are a Medical Director of a Big Pharma Firm and the recruiter places digital media experts within high tech firms. You live in Wyoming and the recruiter works with companies in New York and New Jersey—no matter how great you are, you are not getting the call. Know your audience before you send your resume.

5. The search firm has no idea what you do.

Your resume is filled with so much corporate-speak and fluff on the first page that they have no idea what you do. Saying ‘Leader in the industry” does not help anyone understand what you do. What kind of leader? What level of leader? What industry? If the recruiter has to work at figuring out what you do, you are not getting the call.

6. They do not have the right job for you.

The search firm actually thinks your background is amazing. They know what you do and are impressed where you do it and how you have done it. But they simply do not have the right job for you. Given that recruiters need to focus on finding candidates that can fill their jobs to make a living, they will not have time to call you, most likely. It’s not personal.

7. Your background is not worth a company paying a 25% fee.

I know this is harsh—but it is true. Accepting this fact about your background does not mean you are doomed to be jobless. It means you will probably not find one through a search firm. This really is not that bad of a lot in life. Search firms account for a small percentage of hires in the US. Most hires are made through networking. If you are unemployed or you have too many jobs in a short period of time, you may fall into this category. If you do not have a series of promotions or you have an eclectic group of varied experiences, you are in this boat, too. Yes, they know it was out of your control…BUT this is a simple economics issue. The supply of these types of candidates is too great right now where companies will not pay a fee for this type of candidate. But they will hire you through other venues without the price tag attached—so go to those venues.

8. The search firm is overwhelmed and, unfortunately, cannot get back to every applicant with the “Thanks, but no thanks” email. 

Please do not take it personally when recruiters do not call back to tell you that you are not right for the job. Yes, it is good manners. Yes, they should call/email. But do not cause yourself added stress by thinking it is personal —it is simply a logistics issue regarding limited resources. With the volume of resumes third party and corporate recruiters receive in today’s market, it is physically impossible to get back to everyone, even if they hired a team to do it—which they won’t. To help ease the rejection you experience, set up metrics of outbound activity you commit to performing each week, knowing a certain percentage will reap results. It is a numbers game. It is not a personal attack. It is a reality that a good amount may not get back to you ever.

9. Your resume is posted on all the job boards…for a while.

Companies pay recruiters to find candidates they cannot find themselves. If your resume is posted on all of the job boards for any length of time, you are not exclusive. You are readily available and easily found. When I recruited, I have had past company clients tell me I could not submit candidates that were found on the job boards–even if I sourced that candidate myself or the candidate was referred to me! As frustrating as it was, I understood. Why would they pay me $25,000 for someone they can find readily available on their own? Does this mean you should not be on the boards? Not necessarily. It depends on your story. If you are not working or know that you will be laid off soon and you cannot be without a job, do what you have to do to get that next job. If after reading the article, you know that you will not be well served by recruiters, then you must use other means to advance your career. But consider being selective and not post yourself everywhere. Or consider submitting to job postings only. The best option is to commit to networking within the target company list you create an approach contacts directly.

10. You are looking to switch careers or start your career.

You are a successful pharmaceutical sales manager, who just recently graduated with a bachelors in accounting. Now you are looking to get an entry-level position in accounting. The best option for you to take is to contact companies directly for a position in your new career path. A recruiter cannot help new college graduates typically or individuals who want to change careers. Why? Remember, recruiters, get paid by clients to find candidates who have had prior success in the job at hand. A company is not going to pay a recruiter to hire someone starts a new line of work with no proven track record in the position.

11. Don’t test the waters on the recruiter’s time.

On paper, you may appear too comfortable in your job. Recruiters want to work with candidates who want to make a move. If it seems you may be shopping or comfortable, but not serious about a new position, your resume will be passed over. Reformat your resume to show career progression, achievements, and promotions. If you present yourself as someone out looking for the next ripe opportunity and who brings results, you increase your chances of getting the call.

You find that you identify with a few of the reasons and fall in a few categories above. Does this mean you are not destined to find a job? Absolutely not!! This is a lesson in marketing and economics. You need to present your background in venues where you will be reviewed and perceived as a valuable candidate that should be hired.

5 Ways to Get Recruiters to call you back

1. Set yourself up to succeed. Do not set yourself up to be rejected. 

If in reading the above content you know you have background recruiters won’t work with, then stop approaching recruiters. Find other channels to market and present yourself.

2. Commit to doing the work YOURSELF needed to execute an effective job search plan.

There are no short cuts. Do not pay someone to do the dirty work. If you need help, pay someone to show YOU how to do it correctly. But the key is to do it yourself.

3. Be Creative In Your Job Search.

Use venues that you increase your chances of being reviewed and called for a particular job. If you have a background that is not going to be attractive to search firms, then choose other venues: Target Company List Job Search Plan, Industry-focused job boards. Effective Networking, LinkedIn Utilization, Company Websites, Career Fairs, Volunteering, etc…

4. Quality over Quantity.

Better to create a target list of companies and research 30 leads to mindfully contact directly than to send a mass, impersonalized, poorly targeted email to 3,000 people. Garbage in equals garbage out.

5. Commit to having the best branding presentation ever. 

You would not go to an interview in a yellow suit without having taken a shower, would you? I cannot tell you how many resumes and cover letters I have received as a recruiter that were poorly written, formatted in an amateur manner or simply did not do the candidate any justice. Make sure your communication documents (resume, LinkedIn profile, cover letter, networking communications, etc) are in their best suit and shower. Doing this will not ensure you get the call, but I can assure you not doing this properly will prevent you from getting the call if you were.

Written by Lisa Rangel, Executive Resume Writer

You can triumph and advance your career in this fiscal cliff economy! Whatever happens in Washington over the next few months, the fact remains that the uncertainty posed by the fiscal cliff have many people worried about how it will affect their job and their career. The rumblings about how the fiscal cliff outcome can affect people at work is loud. Despite this growing concern, I believe you can win in this economic turmoil. How, you ask?

As a general rule, focus on what you can control and ignore what you can’t control to stay sane and win during this tumultuous economic time. Companies want to hire and keep productive, resilient and happy employees…so here are some things you can do to demonstrate this characteristic in you:

15 Ways to Protect and improve your career reputation

1. Remain calm, stay focused and simply do your job.

If your employer sees you as someone who is resilient and productive amongst the economic noise, they will note that you might be worth keeping around if cuts are to be made.

2. Be the voice of reason

Stop talking about what can go wrong and focus on what can be done right. Again, employers want to keep the employees that are positively contributing to the environment and not the Chicken Littles who are running around that the sky is falling.

3. Stay social

Ask a work colleague out for lunch and call a long distance professional buddy to chat. And, for God’s sake, don’t talk about the fiscal cliff or any other negative economic fodder. Chat about productive topics.

4. Join a professional networking group 

Stay abreast of what is going on in your discipline and your industry. Make new friends.

5. Take Credit when credit is due

When doing your performance appraisal spell out how you contributed to revenue initiatives, saved money and streamlined processes. Tell your boss how fabulous you are in concrete, measurable terms.

6) Be grateful and happy

Seriously...

If you come across happy and grateful, your employer does not have to worry about making you happy. One less thing to worry about on their growing to-do list can help you stay employed. I find that demanding, disgruntled, never-satisfied employees who contribute to the problem rather than the solution do not tend to stick around long.

7) Update Your Resume

Update your resume and optimize LinkedIn profile to reflect these winds outlined in your performance appraisal. Have these documents ready to roll if needed.

8) Connect on Linkedin

Audit your LinkedIn connections and see that you are connected with vendors, clients, external and internal partners. Maximize your reach.

9) Get Linkedin Recommendations

Get LinkedIn recommendations and endorsements…can’t hurt, right?

10) Be active online

Post interesting articles, endorse other people, and participate in groups to stay visible in online mediums.

11) Continued Education

Research professional development initiatives you can do…certifications, professional credits, and ongoing learning initiatives improve your credentials and create natural networking opportunities, whether they are in person or online.

12) Attend Conferences

Book yourself to attend a conference…when was the last time you went to one in your industry? Promote yourself as a leader in your field and for your company.

13) Avoid Distractions

Time to turn off the news…don’t listen to it. Unless you are contributing to the senate meetings or advising the President on how to proceed, you really don’t need to listen to the play-by-play.

14) Ask for help

Sign up for interview coaching class or work with a private coach to hone your message and improve your confidence. This type of preparation can help you with a promotion at work, communicating during your performance appraisal and interview for a new job, if needed.

15) Help Others

Be a resource to your network. Connect people who can benefit from knowing each other. This will be remembered when you ask for help.

The bottom line is keep your eye on the prize—retaining and excelling in your job—by just over-delivering on what you are supposed to do. Even you lose your job due to economic circumstances beyond your control, the good karma that will come from doing most of what is suggested above will increase your opportunities to be hired quickly. Again, companies want to hire and keep productive, resilient and happy employees. Companies realize they cannot make you that way, you have to come to them that way, despite the fiscal cliff looming or the financial opportunities arising.

Written by Lisa Rangel, Executive Resume Writer

Designing a high-impact executive resume as a CIO, or if you are evolving to become an information technology (IT) executive, is one of the most effective means of communicating your skills, promoting your achievements and demonstrating how you are the best candidate for a coveted CIO role. The key difference in creating an effective CIO executive resume versus a professional-level IT resume is to integrate human capital management skills and fiscal acumen abilities alongside technical hardware, software and cloud solutions throughout the resume. The bottom line is, as an IT executive, you need to demonstrate how you can utilize human and technological resources to improve corporate profitability. Period.

Here are 7 ways you can design an effective CIO executive resume

1. Practice what you preach. 

IT recruiters tell me that nothing irks them more than an IT executive that does not include a website or social media links on their resume. I am told that a CIO or upcoming IT Executive that has very little to no presence on the internet, or worse, a poor presence on the web, demonstrates that either they are not a lover of technology or that they are a poor promoter of themselves.

2. Gravitate from tactical implementation and graduate to a strategic perspective. 

When compiling your CIO resume, be sure that you showcase your corporate contributions to the top line, expense line items, workflow productivity, and the bottom line. Graduate from citing specific tactical skills and responsibilities, that can be common in a staff-level or middle management information technology resume, to outlining initiatives where you have added value and projects that you have led to achieving results. The key with a CIO resume, as with all c-level resumes is to include the long-range effects of your work in addition to the short-term results. You want to show how you can strategize on the big picture and cause movement with what is directly in front of you.

3. Showcase soft skills alongside strong financial achievements. 

Don’t have readers get lost in your resume with a  list of systems, software, hardware and applications in which you have expertise. Your  CIO executive resume will be read by technical and non-technical types and you must cater to both audiences. We know you have impressive credentials and achievements, but don’t let the metrics overshadow your human capital accomplishments. Outline how you incorporated technology and human capital to drive workflow productivity, revenues, and profits for the business.

4. Demonstrate that you can attract high-quality talent and lead teams to achieve results.

Effective IT Executives not only manage technology, but they successfully manage people to manage technology to bring results. Successful CIOs set up deals, influence key decision-makers, nurture vendor relationships, possess sharp negotiation skills and attract key talent. Do not lose sight of the importance of your people skills contributing to your past and future success.

5. Use appropriate context when communicating with prospective employers. Talking about your biggest achievement is not always best. 

Reframing it, however, to showcase your accomplishments in a way that is digestible for the prospective employer is always preferred. If you saved $7 Million dollars on one initiative within a $125 Million dollar employer, but now you are applying to an $18 Million firm, you may be perceived as being overqualified for this next position. Either choose achievements that are within the fiscal scope of the prospective company, or consider using percentages to outline your accomplishments. Another tactic to use is to focus on downplaying or highlighting the size of regional budgets, global budgets, business lines, or other business entity sizes to match the prospects.

6. Showcase results and downplay technical jargon. 

Outline your technical and human capital achievements in a universal language and not just financial jargon. Appeal to the many types of audiences by whom your resume will be read. You may be most comfortable speaking in acronyms or technical vernacular, but not all CEOs and executive hiring teams are aware of techspeak. I suggest that you speak about technology in approachable terms to be understood by many types of executive management. This will demonstrate your ability to work with non-technical types in a subliminal manner.

7. Be what they want but never lose yourself in your resume. 

The content in your resume, social media profiles, and communications should be congruent with your personality, beliefs and work style, while still meeting the needs of the prospective employer. Ensure your resume will be in line with the person who shows up on the interview. Always be who you are on paper, online and in person.

The resume of a successful Chief Information Officer must not only demonstrate that you know the why and how behind the technology, but it also must tell a story on how you have communicated effectively with managers, lenders, shareholders, vendors, and other key partners.  Frankly, the best CIOs will show how they identify and implement current technology that breeds financial benefits that improve the company’s position within its marketplace. strategically, design and implement business plans and inspire leadership within the financial departments and with the executive management team to solidify its company’s future.