Satisfying Fullness

Yesterday I visited my mother. As usual she cooked up some lunch and I brought the dessert. And although usually I bake, this weekend was exceptionally hot and without air conditioning, I did not want to heat up my home. So I purchased a European style cheesecake at the Kitchener Farmers' Market. (I will note the vendor's name this coming Saturday and post it for those in the Waterloo Region.)

Oh my goodness. Oh my. Oh! It was beyond delicious - creamy, rich, flavourful, absolutely heavenly. My mother and I enjoyed it, small bite by small bite, with nary a word exchanged after the initial oohs and ahhs!

The secret is not in sugar or fake flavours, but rather in the full-fat ingredients. It is fat that makes a meal satisfying, not salt, sugar, or other add-ins. (Do some research and see if I'm not right!)

It got me thinking of resumes, this satisfying nature of a product. (What can I say? My mind finds correlations in the most obscure things!)

I can easily take a three page resume and distill it to a full, savory, filling two pages - without losing necessary information, key words, or context. I know which ingredients satisfy, like fat, and which are nothing but filler fluff.

With this ability, my clients launch successful job searches. See for yourself.

On a side note, the cheesecake transported my mom and me in time, back to the days we lived atop my dad's Queen Street TV store near Niagara Street in Toronto. Now a trendy area, back in the late 1950s it was a transitional ethnic area, full of Ukrainian shop owners, who like my mom and dad, were establishing themselves as Canadians. It was a gift of memory that reminded us of the delicious staples we purchased weekly from Pawych's Meat and Delicatessen. Memories! Yum!


Bad Advice from Career Professionals

Twice in the last two weeks, I have had inquiries from people who have worked with career coaches. Each one, as advised by the career coach, ended up with a resume that would not perform well where the recruitment process included the use of an applicant tracking system or ATS (enter "applicant tracking system" in my website's search window, "free career advice" in the right hand column, for lots more info).

Now, if these clients lived in rural or town environments, where the employers were likely small employers with no need for ATS-assisted recruitment, this would be fine.

Shockingly both clients had had help from Canadian university career centres and each one lives in a different, large metropolitan area.

Here's what not to do.

1. Do NOT create a functional resume. These don't perform at all where ATS are used to evaluate submissions. They don't even perform well when human beings review this type of resume! ATS are programmed to "read" and score reverse-chronological resumes only. And as for recruiters, they like to know specifics of what level of responsibility you held, what you did, and your impact at each position you held, not that overall you have great relationship building, leadership, and communication skills.

2. Do NOT use a fancy templated resume format. The advanced programming in some of these - tables, columns, page border, text boxes, shading, etc. - is not reliably, 100% ATS-friendly. Stick to "best practices" as described in the blog posts you'll find when you search "applicant tracking system" on my website.

It amazes me that the ATS continue to "hide in plain sight."

Does it matter where you get your job search advice?

Sometimes I am booked a few months in advance and must refer clients who prefer more immediate assistance to colleagues. I have sourced only two resume writers whose writing quality - grammar, strategy, composition - I admire. These two also have "high touch" client service similar to my own. And their resumes "look nice" too, with pristine spacing and formatting. :-)

Last week, one of these referred clients, whose resume was written by one of these colleagues, reached out to me. "I'm not landing any interviews" was his message, and he asked if I would review the document.

Now, in the past, I've had a few of my own clients contact me with a similar lament. In each case I was able to identify what the actual issue was and was confident of doing so for this referred client.

Here's the story.

The original resume was strategized to land the client entry into an MBA program, which it did.

Post graduation, the client sought out input from the MBA program's career coach, and then launched his job search.

On opening his resume, I immediately saw an issue. Knowing my colleague's style, I had a hard time understanding why he would have elected to do this one particular thing, which was problematic in today's recruitment process. You see, page one had no name and no contact info.

Probing the client, I discovered that it was the career coach who advised him to make room on page one to add a few lines of content by removing his name and contact info because, after all, "your name, phone, and email are on page two and three."

What this career coach wasn't aware of is the implications of the use of applicant tracking systems (ATS), so prevalent in today's recruitment process. He wasn't aware that ATS have certain formatting as well as content requirements.

I suggested to this client that once he amends this issue, he will likely see an immediate relief from his non-performing resume.

Also, because the original resume was strategized to the MBA program requirements, not this new job search, I made a few suggestions for "tweaks" that will quickly fix that issue too.

The lesson here? It does matter where you get your job search input. Although I do not give "advice," I do advise with reasoned and seasoned insights into questions of resume strategy, interview coaching, and job search tactics. Not all resume writers are equal in their own pursuit of professional development and thus not all information is accurate.

When looking for expertise, be sure to consider more than price point; you must look deep into credentials to determine whether you can trust a professional's credibility.

Do cover letters really matter?

Today I listened to a webinar offered by US-based National Resume Writers Association. The topic was a recruiter study with 273 responses - including two Canadian sources - from recruiters and hiring managers.

One of the questions, of many (and I plan to address others in the near future), was on the cover letter's importance.

Guess what? As I've been telling clients throughout my 11 years in full-time service, some recruiters will read it, some won't, but you need a good one just in case your dream job's hiring manager does like to read cover letters.

The survey did find out a few interesting points, though. Apparently recruiters/HR hiring managers will read the cover letter IF a) it's targeting the specific job posting AND b) it's not fluff. LOL No definition of fluff was provided, but I'd hazard a guess that if you provide "a)" you're okay and are not being fluffy.

So how do you target the job posting? These ideas have been sourced from the two books as you see on this blog.

1. Customize each letter. I cannot stress this one enough. Match the requirements, echo the company's values, saturate with keywords (hard skills, soft skills and attributes, educational credentials, and employment details).

2. Speak to the decision maker. Every piece of writing, to be effective, must speak to an audience's "buying motivators." (Hint: in hiring, buying motivators are related to the bottom line or to reputation in not-for-profits.) If you don't demonstrate that in the past you've not cost your employers' money, but helped them earn or keep revenues, you're not "selling yourself" and not likely to outperform other interviewees. And yes, the cover letter is an ideal place to sell you as a candidate. Every step of recruitment is about you, as a job seeker, conducting a self-marketing project.

3. Deal with obstacles. I have done this successfully for clients, from those with disabilities to those who job hopped a bit too much. Either be up front and refer to an accommodation that has worked, or turn the perceived obstacle into a great advantage. Perception can be tweaked!

Of course, good grammar and a clear writing style are also necessary.

BTW, you'll find my sample letters in these books! Eleven are now in the Best Canadian Cover Letters series and I have three in the newly published Modernize Your Job Search Letters, a US publication.

TIP: Please check that your cover letter isn't saturated with "I" statements, a common trait of many cover letters. Replace a few with phrases such as "You can count on me to," "Past supervisors will vouch for my (work ethic, ability to ...)."


The Strategic Resume

Google tells me that one of the definitions of "strategic" is carefully designed or planned to serve a particular purpose or advantage.

As a Master Certified Resume Strategist through Career Professionals of Canada, this well describes how I compose a resume: I carefully design each client's document to achieve that client's particular purpose. My work gives each client an advantage.

Misconceptions about what a resume is and what it is not continue to plague the job hunter. For great, detailed information, check out Modernize Your Resume, which holds one of my submitted samples. It's one of two resumes that hold a special place in the legacy of my work as they helped two European clients land jobs in Canada in the same field and in a unique geographic region. The clients are friends and their lifelong dream was to do what they did: land jobs in Canada's far north!

But back to strategy. The strategic resume's content is carefully selected, which means that I consider what to include and what to exclude.

Let's say a client who works as an administrative assistant by day wanted to add a seasonal, part-time retail position to fund a special holiday plan. That resume would not speak to filing, emails, creating supportive documents, or using Excel spreadsheets, as these are not part of the retail vocabulary. Rather, I would zero in on transferable skills and knowledge - communication, establishing rapport and building relationships, ability to learn new software (for Point of Sale training), and personal interest in fashion, kitchenware, hardware, whatever the product of interst may be. I'd refer to training in conflict resolution, to proof of productivity in a fast-paced environment, to reliability and stamina perhaps.

Strategy is customized according to the goal. If a client wishes to step out of the ranks and into management, my work is to uncover proof of leadership, which has countless examples - critical thinking, taking calculated risks, making tough decisions, committee membership, etc. Each person has something for me to build on, and I have many ways of unearthing these, if the client him or herself struggles with self-awareness.

If you are looking to make a transition, a strategic resume is critical. Without one, you'll waste your time applying to job after job without making progress. If you need help with this, New Leaf Resumes would love to support your goal!

Student Summer Employs and Co-ops

I've had a rash of parents contacting me for help as their university kids seek either summer jobs or co-op placements.

This is a case where "one size does NOT fit all" is important to remember. My answer to one dad explains why. I've renamed his son, Jasper, for confidentiality. The suggestion of a Day Camp Team Leader builds on Jasper's past summer employment experience. Here's what I wrote:

Is Jasper in need of a resume to find summer employment or to land a co-op post? The resume's content and focus would differ according to its goal.

If the resume is for non-education related summer employment, it would not need an expanded Education section. Rather, I would want to incorporate transferable skills. Let's say Jasper was applying to be a Day Camp's Team Leader. I'd need to find examples of leadership, good judgement, reputation for ethical and safe choices, great relationship building, listening skills and so on. If, however, he was planning to apply to a construction position, I would find examples of resilience, hard work, working in all weather, good attendance, record of safety, use of tools and machinery, and so on. Each position has different "buying motivators."

And if it's for co-op placements, then the Education section gets to shine as his recent studies hold relevant knowledge. In past employs I would still find transferable skills along the lines of dependability, good work ethic, getting along with people, taking direction well, showing initiative.

So, you see that there's a great deal of strategy that goes into content! That's what creates an effective, influential resume that lands interviews.

New Year, New Job? 7 Steps to Ease the Way

Our fellow here may be reacting to stepping on the scale after a final New Year's Eve binge! Along with getting healthy after what seems like non-stop indulgence from Hallowe'en on, many folks consider transtitioning to a new job as a goal for the new year.

Or the fellow may be reacting to the thought of looking for a new position, as a job search can be quite daunting. It's a lot of work, takes a whole lot of time, and many are not sure how to begin, where to begin, what the heck to do! Here are 7 steps that will help.

1. Build your network - Actually, it's best if this one is an ongoing career management tactic as beginning networking just as you start a job search is a bit late for much effect. But, with perhaps 40% - 80% of positions not advertised or secured through networking, it's still worth a try.

2. Define your goal - You cannot get to a destination without a goal. As Alice famously said (the Wonderland Alice), "If you don't know where you're going, any road will get you there." You need to know what kind of job you're going after before you can write your resume, for example. There's no such thing as an effective "general" resume. If your resume doesn't immediately proclaim precisely which position your applying to and support your candidacy with a strong overview of why you're a great fit for that position, it's worthless.

3. Update your resume - Before you make any attempt at networking or applying to job postings, tackle your resume's update. Give yourself a challenge: try to make the content, every line of the resume, address the requirements of your job target. The profile, skills, experience, and education must all bring attention to actual or transferable skills, knowledge, and experience. The tighter your target, the less work you'll need to put in to "tweak" your resume and cover letter as you begin applying.

4. Update your LinkedIn - Not everyone must have a LinkedIn. Teachers do not. Nurses don't. But most professionals do. The LinkedIn profile doesn't replace the resume, at least not yet! But it must build on the same "brand" or message found in your resume and cover letter. An optimzed LinkedIn profile can actually attract recruiters/job openings to you! It's well worth the effort.

5. Know what you're worth - Conduct salary research to be prepared in case you're asked about salary. If the job posting asks you to state your salary expectations, you should do so.

6. Manage your online reputation - Every few months, conduct an internet search on yourself to ensure there is no "digital dirt" hiding in plain sight. Last statistic I read suggested that at least 90% of recruiters conduct such searches of the short listed candidates before selecting interviewees. Don't be out of the running because of a dumb Facebook post or nasty internet comment you forgot to delete.

7. Create an ideal target - Along with knowing the position you're aiming for, it's best to create a target list of companies you'd like to work for. Do you prefer established or start ups? Procedure- or creativity-driven? Traditional or fun environments? Will you commute or not? Does the company need to be green, ethical, have a community responsibility vibe?

This step will eliminate the work of applying to too many openings! Remember, it's a lot of work to apply to job postings; narrowing overly-wide options is a great time saver. Spend your time customizing each resume and cover to positions you want in companies you admire.

And there you go! You're all ready to launch your search. If you need more help, consider engaging a professional service to further ease your way into a new job, doing what you love, in a company you admire, and earning what you know you're worth! Happy New Year to all!

p.s. pop the phrase "applicant tracking system" into the search window to the right to make sure your resume is meeting these requirements"

Transparency in Recruitment

Every once in a while the question pops up of how much do you tell, what do you tell, when in the recruitment process. I was reminded of one such example recently.

I had submitted one of my resumes for inclusion in an online training course, Career Thought Leaders' E-summit titled, "Expanding Your Horizons: Writing for International Audiences." The resume I shared was accepted and I was asked to speak to the audience of international resume writers on behalf of Canadian resume norms.

My client's resume and cover letter earned him an interview. And although his situation isn't my best example of being open and transparent (that's coming up next), it does offer a peek into how to address a potential obstacle to hire.

Moving from Canada's west coast to Dubai, after almost two decades in Canada, could be a hurdle for a mid-level manager. I addressed it right up front in the first paragraph of the cover letter, as so:

It is exciting to think of returning to Dubai where I worked for 20 years, and where I learned to speak and write Arabic. At that time, I built relationships and grew business as a Sales Executive; now I would prevent and mitigate risk, and safeguard reputation and assets as a Health and Safety Manager with (name of the company).

Immediately the recruiter knows many powerful details, such as the client's eagerness to return, his many years of local experience, and his ability to speak the local language (he is not native to the region).

But the stronger example was this: I had a young client with brain damage. His mother hired me to create a resume for him in application to an entry level job in a municipality. I addressed the issue of brain damage in the cover letter. My reasoning was this: the issue would be apparent in an interview and some accommodation might be needed; it did not make sense to delay sharing this detail.

I am pleased to submit my application for the position of (insert title) with (insert municipality name). With 2 years of relevant experience, during which I have learned to complete each of the tasks required for this position, and during which I earned a reputation for hard work and reliability, I know that I am qualified. My experience also demonstrates that although I have minor brain injury from a car accident, it has not had a negative impact on my abilities to get the work done.

Not only did this client land an interview, but he also landed a job offer. His parents are thrilled, of course, as anxiety over their son's future is relieved.

But, I've also had clients where I have not shared details. Like one fellow who suffered intense depression following his father's unexpected death. Mental health issues are not always relevant, nor do the situations require accommodations, nor do they impact the work at hand.

In this client's case, I was able to cover his two-year sabbatical in another way, while remaining truthful to his experience. Luckily, how he spent his time was actually related to his job search skills.

If you're not sure how to handle a "sticky" situation, working with a professional can be helpful.


Attention HR and Interviewees: Great Behavioural Interview Questions

I have some wonderful clients. Once client, let's call her Monique, stays in touch and sends me random info or updates. She is a true networker. Her name stays in my mind even though it's been about two years since I revamped her job search documents.

Last week she sent a LinkedIin message to share an interesting new group. You'll find it at I've long said that the recruitment process is broken and this group is setting out to improve recruitment. I'll see if I can join one of the sessions in the future, out of curiousity.

And then Monique shared with me a site she found with great samples of interview questions. Meant for the recruiter, they are excellent behavioural questions. And, I can actually see how someone being interviewed could use this info to his or her benefit, which I will be sharing with interview coaching clients.

You'll find the list at this URL:

Are we meant to be happy at work?

So read the headline of the Globe and Mail's "Globe Careers" article dated Saturday, September 17th.

Happiness seems to be on everyone's radar, from country rankings right down to the personal level. It may even steer us - according to organizational gurus - into choosing what we keep and what we let go in an exercise of purging the unnecessary. (Apparently you should hold each item in your hands and ask if it brings you joy ... if not, out it goes!)

We're rather obsessed with happiness, it seems.

The article makes a strong case for a workplace shift in culture towards happy employees.  "[Happiness] has penetrated the citadel of global economic management," writes William Davies, author of The Happiness Industry: How the Government and Big Business Sold Us Well-Being.

I'm a rose-coloured glasses kind of person; I call myself a realistic optimist. But I feel rather disconnected from this message, and I have to admit, a tad cynical at government involvement in a forced happiness factor!

I still have plenty of clients who come to me as they put into action their plan to escape a bad employment situation - undelivered career or salary promises, micro-managing, ineffective, or toxic managers, bullying colleagues, and the like.

It seems to me that employers are still super-focused, laser-consumed with the bottom line, money, at the expense of whatever gets in the way, be that ill employees, unproductive staff, or teams that cannot get along. Sacrificial lambs are not rare in the workplace.

The article wrapped up with a nod to the flip side. There is a downside to expecting happiness on the job. Apparently, "... it can have a negative impact on your relationships with your boss as well as at home," according to Andre Spicer and Carl Cederstrom, co-authors of The Wellness Syndrome.

Asking employees - or demanding - a positive work environment may just be too much, as is expecting your employer to make you happy! In fact, this premise was recently upheld by a ruling by the U.S. National Labor relations Board, which determined that one party cannot force another to be happy (can't argue that one!).

The article ends that it's quite okay to not be super happy at work. Truth is, each person seeks out different experiences and trying to force a happiness factor across a broad swath of personalities is as impossible as trying to please everyone.

Exciting News to Share

September was an excellent month for recognition of my work, and I would love to share the two stories with you.

I have belonged to Career Professionals of Canada since 2007. As a fledgling writer, in my very first year as a full time, self-employed resume strategist, I was recognized with four awards - three for resume categories and one for professional contributions. Although I skipped a few years, not submitting any resumes for adjudication, since that time, I have earned another five awards for both resumes and employment interview coaching.

This year I once again won the best technical resume category. I am grateful for having my work recognized.


The second story again begins in 2007 when I submitted a technical resume to an opportunity to have a resume included in a soon to be published U.S. book, "Directory of Professional Resume Writers" (published by JIST Works and written and compiled by Louise Kursmark). Still a newbie, I fought with myself for a few days, alternating arguments of  "who do you think you are?" with "if you don't try you won't know." Thankfully the optimistic voice won out and my sample was accepted as one of only 40 or so resumes in the book

Since that time, Louise and Wendy Enelow, who often partner on projects, have been the source of more opportunities. I've had my resume samples included in their training packages and had a resume included in their first major publication, Modernize Your Resume (early 2016).

Early last week I learned that three of my cover letters were accepted into their next publication, Modernize Your Job Search Letters, due out in December. Here's part of the email content:

We are delighted to tell you that we’ve chosen to feature your work in our upcoming book, MODERNIZE YOUR JOB SEARCH LETTERS: Get Noticed … Get Hired.

Our decision was not easy because we received about 4X the number of letters we could publish! We made our selections based on your creative approach, powerful language, and spot-on strategy for the letter(s) that we will be featuring.

I have to admit that the recognition is important to me. I love to write and I am thrilled that my work  significantly impacts my clients' job searches.

Along with hearing back from clients with individual success stories, the recognition from impartial sources, industry leaders, also validates my efforts, reassuring me that my ongoing training - reading, self-study, webinars, conferences - is well worth it.

Thank you for letting me share! With gratitude, Stephanie

Interview Follies

I've heard it said that the job search is a numbers game. I believe it was Tony Beshara in the Job Search Solution.

It's not enough to send one resume; you must send many. You can't count your success just because you are prepping for two interviews; you must keep applying, as a recent client confided.

My client emailed: "

Wrapped up my interviews (whew). I did well but not sure that I am what they are looking for. One job isn't what they advertised (they are basically looking for a graphic designer) and the other, well the manager who interviewed me was totally disorganised, and made it pretty clear that i wasn't what she was looking for but she wanted to meet me (and then proceeded to read through my resume and writing samples while I sat there)."

I cannot justify why a job posting would claim the department is looking for a Manager of Digital Marketing when the team needs a graphic designer. It doesn't make sense from any point of view.

The second scenario I can explain to some degree. Perhaps there were few good candidates and the recruiter expanded the parameters so that at least five or so candidates could be interviewed. It's a bit of a "job security" strategy.

Sure it's not fair, but it's reality. And hey, it gave my client an opportunity to practice her interview skills (once the manager read through her submission).

It's a similar case with resumes. Not all land in bonafide opportunities. Some jobs are already pegged for an internal (or external) candidate, but to meet corporate policy, the recruitment process must be adhered to. Other job postings are ongoing recruitments for job pools or positions with exceptional turnover; you might hear in six months and you might not hear at all. Others may be "fishing expeditions" by companies who want to see what kind of talent exists out there.

Such is the way of recruitment. Unless you want to don a cape and take on the role of crusading for reform, there's no point in getting upset. Remember that recruitment is a numbers game and keep on going!

Of course, if you are not landing any interviews at all, perhaps you need a champion in your corner. If so, New Leaf would be honoured to work on your behalf.

LinkedIn is Great, Except ....

I get LinkedIn invitations almost daily from people asking me to connect. Sometimes it's from colleagues, other resume writers or career coaches, and often it's job hunters who want to ask about my services.

The best aspect of LinkedIn concerns my clients, many of whom are being contacted by recruiters asking them to apply to jobs they were not even aware of after they uploaded their new New Leaf-composed LinkedIn profiles.

For example, one client, a VP, was contacted by two recruiters, applied to two C-level positions and accepted an offer. She is now a happy CAO.

Another, a new grad productively employed in his first post-grad, study-related position, is fielding monthly LinkedIn-instigated employers' invites to apply to jobs, according to his friend, another new grad for whom I recently finished a resume/cover letter/LinkedIn package.

But, there's always a down-side as is the yin and yang of life.

In the article "Three Annoying Things that Happened on LinkedIn" posted on, the three things have indeed happened to me. I do regularly accept invitations to connect from folks I don't know and this isn't at all unusual. After all, to be found on LinkedIn requires one to meet certain algorithms and being connected to at least 500 people is one of these suggested tactics. I sure don't know 500 people but I am connected to over 1000 I believe. Most are legitimate fine folks and then there are the few.

I've been propositioned. Apparently one man saw me as like-minded, assuming I was of the same religion as he, and single. No and no.

Another, a lady this time, claimed to be the Walmart heiress and wanted to partner with me on a new charity venture. I guess she thought I was wealthy. Nope.

And then there are those who want something for nothing. Not just endorsements though. No, they want free resume advice and work. It seems they feel that since we're both on LinkedIn, we're friends and I'll skip my need to earn a living. No can do.

But these annoyances are few and far between. I think LinkedIn is doing a fine job at keeping the networking career site robust, and with a bit of your own good judgement, pretty safe.

It's now a job board, recruiter hang out, and great career building and job search tool. For most of those in the work force, it's a necessity.

How's your LinkedIn looking? If it's rather dull, mediocre, non-descript, boring even, it's a good idea to put some effort or investment into leveraging its awesome capabilities!

The value of keeping your resume up-to-date

I am currently working with a digital marketing professional. She contacted me about a month ago. We've been taking our time with her resume, cover letter, and LinkedIn profile as she wasn't expecting to begin her job search for awhile yet.

You probably see where this story is going. Yesterday Joanne, as I'll name her, emailed that in a downsizing exercise, she was one of several to be let go.

With a new career portfolio well under way to completion - we're just finalizing tweaks - Joanne can skip the panic associated with updating an outdated resume, without which networking or a job hunt cannot begin.

Did you know that September is International Update Your Resume Month?

I've had other, potential clients, who contacted me a day or two before the close of their dream job posting, which they'd just noted online, panicked to get something together so as not to lose the opportunity.

Given that I prebook, sometimes up to two months in advance (and other times able to take a new client immediately - there's no predictability in resume writing), that quick a turnaround is impossible.

It's also impossible as quality work takes time. Gathering the information and composing a strategic resume, and other self-marketing documents, is perhaps equal parts analytical and creative efforts. I won't charge good money for a slap-dash, mediocre effort, and thus I have to turn them away.

Here is a list to get you started on your resume update, as per my own list of potentail sources of great resume, cover letter, and LinkedIn profile content.

- performance reviews

- talent, skills, personality, leadership, 360 feedback, and other assessments

- emails of thanks, awards of recognition, informal "attaboy/attagirl" corporate motivation strategies

- job postings: existing and new job prospects

- your "brag" or "me" professional file that hopefully you are compiling on a regular  basis

In addition, I often request that clients complete a homework questionnaire. (This helps me build the resume, but also prepares the client for a job interview.)

That's the list of documents my clients share with me before I begin working with them. And after I review their documents, I prepare more questions and conduct an intake interview that takes from 45 minutes to 1.5 hours.

I ask questions until I have the details that I know I can spin into gold on their behalf. No lying, no exaggeration, no embelishment, just an objective perspective and an expert's eye on how to showcase each client's skills in action.

How's your resume these days? Outdated, not touched in 10 years, lost in a computer crash, still on paper? Don't wait and risk applying to your dream job with a sad, neglected resume that gets you nowhere rather than a strong, competition-busting resume that lands you an interview, get on it now.

After all, your earnings, pride, family security, comfort, and happiness are often tightly linked to your career.

If you need help, give me a shout! Email me at



Military Transition Resume Strategy

Over the last few years I have written a number of resumes for people planning to transition from military to civilian careers.

It's not an easy change if you think about it. No more uniforms or numerous ranks, different expectations, and fewer training opportunities, at least not at the standard offered by the Canadian military. (As a learning "junkie," I admit I am envious of the quality and quantity of training one can pursue with the military.)

There's also the issue of jargon. Military resumes are almost incomprehensible to civilians, as from rank to duties, a military career is steeped in a language all its own.

In a recent  overhaul of a military to civilian resume, I stripped away words such as heavy machine gunner, combat tour, heavy enemy engagement, private, corporal, battalion, platoon, regiment, warrant officer, and others. But I did leave terms that were relevant to my client's intended job goal in security - safe weapons handling and maintenance, radio communications, conducted operations, and patrolling. I also added a great deal more, selecting jargon, or terminology, appropriate to civilian security duties.

I changed the language to make sure the resume does not bamboozle the recruiter, translating into plain language for readability and sale-ability. I could hardly "sell" my client into a new role with words alien to the reader's comprehension.

It's a delicate balance, keeping info real yet understandable.

My strategies also include finding title equivalences. For example, I helped the recruiter understand my client's title like this:

Manager-equivalent (Master Corporal)

And under the title I offered proof of management level accountability, selecting what defined his role with information that sells him into his preferred, advanced role in security.

Creating a resume's strategy can be a challenge, especially in a major career transition!

Resume content that is concise, tight, yet influential

Recently I worked with a senior manager of operations and business intelligence employed by a large national company. I'll name him Ernesto.

98% of the time I partner with a client to build a resume from scratch, and support the resume with a strategic cover letter and LinkedIn profile.

Ernesto's project was unusual in that his existing resume was "decent" and he needed only a resume and for one purpose: to apply to an internal directorship at the urging of a VP, also Ernesto's former boss.

My client recognized that although he had been asked to apply, which although a good sign is no guarantee. In the VP's words "I cannot guarantee your selection as two other excellent candidates have applied."

Ernesto came to me to ensure that his submission was as strong as it could possibly be and to get some insight into interview strategies: he was determined to excel in each recruitment step.

Although I thought at first I would only be "tweaking" his resume, I did end up rewriting it, top to bottom. (The only section I did not change was the educational one.)

I wish I could show you precisely what I did! As I cannot, for confidentiality purposes of course, here are a few highlights:

- shortened it considerably - the original scrolled onto a third page and had tight margins. I expanded the margins and ensured the resume was two pages as another page was not needed or justifiable.

- rewrote the profile or summary - the original was 104 words on 10 consecutive lines, whereas my rewrite is 72 words presented in three, 2-line paragraphs. Although shorter, its impact is far stronger. Rather than focus on a synopsis of his roles, I created a branding statement. And by leveraging my own love of words, and inspired by Ernesto's description of his work (I sent him a list of specific questions to reply to), I found fresh language to replace several rather typical phrases.

- injected leadership language - for example: business-critical, reversed historically poor resutls, maximized resources, piloted shift and subsequently rolled out new method, and so on, which replaced ho-hum language such as "built, led, developed, delivered, prepared."

- shortened "additional interests" section - (which could also have been eliminated if space was needed), eliminating references to religion-affiliated volunteering as religion and politics are seldom required in a resume. (I have written resumes for clergy and for those whose careers revolve around a particular political party, where obvioulsy related details are needed!)

The final difference is that I created and supported a professional "brand." Ernesto has incredible analytical skills, far above the norm; he has the ability to gather information, listen to concerns, and serve as an objective mediator; and he reliably models and coaches not only skills but a collaborative spirit. The projects in which he is involved benefit greatly from his involvement.

I'm excited to see how Ernesto's career evolves; certainly he is now well poised to climb his preferred career ladder.

Customer Service

Recently I had two experiences with customer service, one dismal and one exemplary, one with an old established Canadian behemoth and the other with a new, local business.

Bell Canada, our long-time service provider (my husband has used Bell for 40 years or so), disappointed me and left me hanging.

I had to return equipment and even though it was Bell that dropped the ball, not telling me the proper procedure for equipment return and not following through on their part in their own process, the company representative put up barrier after barrier (just envision a "talk to the hand" attitude). It stretched my ability to respond nicely to the max, but I did manage to stay cool and calm.

Conducting a bit of customer service (CS) research, I stumbled upon this idea at Maximizer.

The key to making these [i.e. CS] interactions run smoothly and keeping the customer happy is knowledge.

Bingo! Had the rep had the knowledge of how to resolve the issue, I would have left a much happier customer. After receiving three no's to our quandry of how to return equipment the same day we were leaving the province, and after insisting that a rep call head office to inquire, and after finding out that yes, there was an easy enough solution, I was not impressed with the string of no's.

Contrast this with our experience at 2 Chefs, a restaurant in Nanaimo on Vancouver Island. Our need to order gluten free (my husband is a Celiac) was no problem. The server was attentive to service needs, and she also spent a few moments engaging us in lovely conversation. As customers wandered in to this unassuming spot, it was clear that the ambiance - congenial, laid back - was part great quality and part great service.

The food, pictured above, was phenomenal! Home made ketchup, home-made blackberry jam (these grow in wild profusion on the Island), and the gluten free toast was so tender and fresh - and if you've ever eaten gluten free bread, you'll appreciate that this is huge, HUGE!I finished the entire plate, down to the last drop of ketchup and jam, which I never do! I highly recommend this eatery, without reservation.

Yes, two wildly different companies, but CS is a constant in every business that provides a service.

So, any recommendations for a mobile phone service provider? I've no desire to continue helping Bell earn revenues until it steps up its treatment of customers in a bind, which are the ones who need help the most!

As for Two Chefs? We'll be back to the eatery that was born "for the love of food"!


Musings on a Resume with Wings

When a client returns to me for a resume update, I have each complete a catch-up questionnaire to begin the process.

A recent client wrote this in his homework questionnaire:

"Work willingly at whatever you do as though you were working for the Lord." (Colossians 3:23)

This was in response to my question "Do you have a quote by which you live?" It sure explains this client's amazing ability to conduct his work on his employer's behalf. His resume gently proclaims his exceptional performance.

Now, I am no longer a religious person, but I remain a strongly spiritual one. I believe, to the core of my being, in the existence of God. My God happens to be non-denominational and I'm quite willing to accept that in God's heart,each faith and denomination are equal, and even those who proclaim to be agnostic, still welcome in Heaven. (My proof comes from a personal experience and no amount of religious dogma will ever sway my conviction. Besides which, my logical brain will not accept the argument that one denomination has it "right" at the expense of all others.)

Today I read Seth Godin's blog, which speaks to the marketing dilemma of shouting louder as in more ads, using more power, vs taking a lighter touch and a more elegant approach by using wings.

And some of his words - Wings use finesse more than sheer force ... Wings work with the surrounding environment, not against it. Wings are elegant, not brutal - spoke to me. Stay with me as I muse aloud.

As a job hunt is a self-marketing exercise, I find many parallels between advertising and my work. I help sell not products, but skills and knowledge. In writing people's resumes, I have to connect their work to the bottom line. In order to get a prospective employer to pay attention, my client's resume must demonstrate how his or her productivity and performance helped in the chase for revenue creation and retention.

However, my constitution bristles, at times, on this results-focused, money-dependant attitude. I know that business depends on profits, but more and more we hear how employers are looking for employees that "fit the culture." Values that come through in personality, motivation, and methodology ... these are equally important (or should be, I would suggest).

For many years I have ensured that each client's ideal employer's values are refelcted on the resume. I want to help each client not only land "a job," but a great-fit job! That way the client is more likely to succeed and to be happy.

Yes, it means that some employers will pass my client by when they note a discrepancy between my client's values and their own, but that's fine! Another and more suitable employer will select my client's resume for an interview, sensing some sort of connection, as well as appreciating the client's skills, knowledge, and proof of productivity and performance.

I feel that adding touches that are super-authentic to the client adds the wings as described by Seth Godin. The "heaviness" that I sense from the focus on "bottom" line results is balanced with the lightness that comes from infusing the values that bring the client joy and give his or her work wings.

Is your resume flawed ... or could it be your perspective?

As a young person, I was often certain that I was right. Now on the wiser side of life, I am quick to consider that I may have something to learn, or at least another point of view to consider. (I find that age, or perhaps wisdom, has drastically reduced my need to  almost always be right. There is something to be said for ageing!)

I realize now that I simply didn't know what I didn't know back then, and didn't even know to consider that something might change my perspective and my mind. Today, however, I seek to discover whether there is something I don't know that could change my mind.

Consider optimism. I am an optimist.

I like the perspective my "rose-coloured" glasses provide, but I am quick to point out that my optimism is tempered with realism.  Seth Godin's blog of the day, The possibility of optimism, adds another layer of consideration to optimism and I quite like it.

Imagine that your resume has not worked for you, that it has not landed any calls or interviews. Based on that track record, you might feel pessimistic about your prospects. However, you've based your sad assumption on the past, that is, your past/existing knowledge of resumes, cover letters, and perhaps LinkedIn strategies.

What if, as Seth points out, you acknowledge that yes, your pessimism was appropriate according to the past, but that yes, optimism may be appropriate in the future?

To quote Seth:

As soon as we realize that there is a difference between right now and what might happen next, we can move ourselves to the posture of possibility, to the self-fulfilling engine of optimism.

I have paraphrased this quote to capture the experience of a thus far unsuccessful job hunter (I will refer to my job hunter as a male in this sentence):

As soon as the struggling job hunter admits that his knowledge of resume strategy may be outdated and less-than effective, he can move himself to the posture of possibility, that is, to seek out a career-fulfilling, optimism-inspiring, modern and effective resume.

Here's another way to approach this: a few job hunters landed an interview for the job you applied to. You know you are qualified, so all things being equal, what's the differentiating factor?

It's in the written word: the successful person used it wisely and the unsuccessful one did not.

The question you must answer is whether you want to be right and potentially jeopardize your career to remain right (and pessimistic), or whether you might be ready to explore a new perspective and embrace realistic, optimistic possibility?

Answering the question of how you fixed a workplace blunder

I've been asked about my weaknesses and strengths (once being asked to list five of each, which I respectfully reduced to one each), but so far I've not been asked about making a mistake at work.

If I were to be asked that question, my first reaction would be like the fellow in the photo, although I'd keep that scream silent!

The recruiter's aim would not be to count you out or make you feel "less than"; rather, it would be more likely related to a) seeing how you react to a bit of stress and b) tapping into your ability to take ownership and resolve a situation.

In this blog - How to Tell a Story in a Job Interview - the writer takes us through answering this exact question. It's a great read and well told; I highly recommend you read it.

I agree with everything; however, I see that there's a missed opportunity to further build confidence in the job hunter as a suitable candidate. Here's what's missing.

Pull in the Skills

What a great opportunity to showcase why you were able to fix your mistake by using the skills you posess. Pointing out the skills (keep them relevant to the new job, of course) you called on to resolve the issue is essential to continuing to build yourself up as an ideal candidate.

You'll find relevant skills in the job posting, and these can be hard skills as well as soft skills. Hard skills are the job-specific competencies and soft skills are related to personality, qualitites, motivation, and talents.

Now the answer is complete and influential. You've taken the issue of having caused a mistake and turned it into an opportunity to "sell yourself." Perfect!

New Leaf Resumes offers award-winning interview coaching for those who see the need to polish up interview ability.