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Dee Allan
13 October 2008 @ 05:40 pm
1 RESUME, 4 FORMATS ‘Get yourself noticed’  
One Resume in four different formats sounds heavy handed, however if you are to show off your ‘shining armour’, this is the ‘guerrilla’ job application tactic you should be using.

Traditional press and targeted publications will never be replaced, and are still widely referred to by applicants searching for a job (hence why you are probably reading this publication) As we all know, the wonderful internet dramatically changed the nature of job searching, by offering online search and application channels for job seekers.  Now, with the adaptation of Web 2.0, job seekers are offered additional avenues to apply for jobs, using forums such as Facebook, My Space, You Tube, Twitters, Second Life etc

One format of resume is no longer an adequate way of presenting yourself when it comes to applying for jobs both online and offline.  How will you stand out from others, if you are still using your traditional format resume for an online application for instance, or vice versa?

So here are the 4 main formats of the same resume, which you should be storing as part of your arsenal, when it comes to your job application strategy:

1. Print version- This should be concise & factual, designed using bullet points, showcasing your relevant highlights, created with professionalism in mind.  It may be printed & posted, or hand delivered during fairs, conferences, exhibitions etc. This is the most commonly used resume today, which is also used to make email applications. To stand out from the norm, you may consider using a photo, portfolio or even a short video to showcase your talents/projects.

2. A ‘Quick Scan’ version- The less glamorous sister of the Print version, the ‘Quick Scan’ resume is without fancy typography, limited formatting, and no creative designs.  Here, simple paragraphs and bulleted lists will suffice.  Often used when you wish to present a short ‘profile’ or summary of your skills.

3. An E-Resume- A carefully worded resume used when uploading your resume on an online job-board database. It is designed to be ‘searchable’ when the ‘bots’ and computer search engines set a criteria to identify suitable resumes.  The use of key words is the strategy here. Key words are the focus on any resume that is to be searchable on the web.  These are words which employers type or pick from a drop menu. They are also primarily nouns such as key skills, software packages, project type, etc. Verbs and adjectives are not frequently used to form search criteria.  Therefore resumes that are worded around verbs & adjectives minimize their chances of being highlighted.

4. The Plain Text Version- This resume is ready to be copied and pasted, time and time again, as plain text, into an online form on a company’s website or posted onto an online job database/s.  This really is the ‘no frills’ version of all resumes, as it is designed to ‘repeat’ the same information across various websites.

Essentially there is no need to re-write a resume 4 times, but simply store 4 different formats of the same document.  It is not worth using a ‘Quick Scan’ resume when uploading your resume online, or using an  ‘E-Resume’ for a postal application.  Planning your job application strategy, ultimately saves you time, and perhaps more importantly will help you get noticed, so you can bag that all-important job opportunity.

Tips & Tricks contributed by Dee Allan, Managing Director of 3C Synergy, a Chartered Building Consultancy specialising in Recruitment for the Built Environment.


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Dee Allan
27 July 2008 @ 11:15 am
Resume blunders- Don’t do it!  

Resume blunders- Don’t do it!

Here’s a question for you, out of the following situations, which is the biggest ‘turn-off’ for a potential employer?

a) candidate showing up late for interview
b) candidate wearing inappropriate clothing
c) badly presented resume or CV?
d) candidate swearing during an interview

Well if the title of this blog hasn’t given it away, then you may be surprised to know that it is c) a badly presented resume or CV.  According to research findings by job-board Fish4Jobs, 73% of employer’s find badly presented and written resumes/CVs, more of a turn-off than option a) b) or d) on the above question.

The most annoying list of mistakes include mis-spelling key information such as the employer’s name and job title (as reported by 67% of recruiters), waffling (yawn) and including irrelevant information (65%), general spelling/grammatical errors (89%) and another 63% found the use of inappropriate personal email addresses as irritating.

The funniest of funnies is what Fish4jobs highlighted as the most common mistakes that resumes/CV’s are likely to contain. Presented here are my TOP 6

1) Those who are trained in “fist aid” rather than first aid (can you teach me please?
2) Candidates who love to “work in a busty office” (yes me too)
3) Candidates who seek a role in “pubic relations” (could get a bit hairy, sorry I know it’s poor quality but I couldn’t help it)
4) Candidates claiming to be “a good leeder” (according to a search I quickly ran on Wikipedia ‘There is no page titled "leeder")
5) Those who went to  “a very good skool” (a place for ‘cool’ people maybe? I wouldn’t get in)
6) Job-seekers who  “attended collage” (a place where posh people go perhaps?)

Whilst this goes out to the minorities I’m sure, my message to everyone is to use spell check (check you are using the right dictionary ie: UK or US), and read, re-read and read again, your resume, before you ping it off anywhere. 
You have one chance to get it right, and if you can’t even get the spelling right, then I suggest you find a good skool or collage to teach you the basics.





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Dee Allan
27 July 2008 @ 11:10 am
Body talks, what is yours saying?  

Body talks, what is yours saying?

I have been reading the fantastic book by Derren Brown called ‘Tricks of the mind’.  This inspired me to write this blog on body language, and how using it correctly can put out the right signals.

First let’s start with a question, are you aware of the subliminal messages you are putting across, based on your body language?  Do you naturally smile a lot when greeting someone new? Or are you a scowler? Do you tend to walk upright? Or slouch facing the ground? Do you look people in the eye when they address you? Or have you got better things to do?

Being aware of your physical actions/reactions is pretty darn important, if you are to put out the ‘right’ message to your audience.  You may be talking to your landlord, prospective employer, peers, neighbors etc, each of these groups of people form part of your daily community, and how you interact with them in both your spoken and unspoken manner, really does affect their perception of you. 

Based on various articles, websites and books I have referred to, here are my Top 5 (in no particular order) non-spoken body languages to be aware of.

1: Head Position: This is easy enough, tilting your head to one side suggests you are being friendly and in listening mode.  To appear in command and confidant, one should try holding their head bolt upright (straight).  Apparently holding your head in this way also allows your message to be taken more seriously.

2. Eye contact: We have all heard about the importance of eye contact.  To appear interested in the other party’s conversation you should maintain eye contact with them, using ‘break-aways’ every so often, so not to appear too ‘intense’.  Holding someone’s gaze can really show them that you respect them and are genuinely interested in what they have to say. 

However I must add one interest contradiction to this theory, did you know that in many African countries it is considered rude to stare someone in the eyes? In fact it is down right disrespectful.  So the lesson is to be sensitive to cultural differences. Although for the majority of us, feel free to look people in the whites of their eyes….just don’t overdo it though, you don’t want to end up having a ‘bogging out’ competition as we used to call it in school.

3. Mouth movements- Our mouth movements are often linked with our eyes.  When we smile genuinely, small creases appear around our eyes.  When our lips are pursed, we may subconsciously narrow our eyes.  All of these signals give off vibes as to our mood.  Often when we are in ‘thinking’ mode, we twist our lips or roll them inwards.  We may also use these mouth movements when we are holding back negative/angry comments. 

These mouth shapes are strong indications to what you are feeling, so although you may refrain from verbally speaking, your audience may be able to sense your disdain. Generally open, and wide mouth movements imply that you are more of a positive, happy type of person.  So get smiling.

4. Posture: Here’s an interesting story (well interesting to me), I always thought I had pretty good posture, until I saw a video clip of me at my own wedding, and my shoulders were hunched over and i looked pretty scared and nervous (I didn’t feel it at the time, honestly).  So I’ve been making a special effort to sit straight and walk tall, as of late.  Anyhow, I digress… did you know that sitting straight and upright actually makes you feel good? 

On a healthier note, slouching restricts your chest and produces shallow breathing patterns, this can lend to the feelings of nervousness, which causes you to feel uncomfortable.  For those of you who have ever undertaken scuba diving, you will know the impact of how shallow breathing causes anxiousness and nervousness, which eventually results in you floating near the top of the water.  Linking this back to our blog, you can always tell someone who suffers from nervous disposition, to that of a confident person.  We never see politicians slouch in their cabinets do we?
 
5. Keeping Distance: So do you come across as aggressive? aloof? stand offish? pushy?

To give of the right signals you really do need to be aware of the correct distance to adopt between you and your audience.  In a group scenario, you may come across as being ‘distant’ if you literally sit further away from everyone, than others in the group.  If you are too close however, the other person may be thinking ‘It’s my lucky day’ or may find it very uncomfortable as you are stood in their ‘personal space’.  Quick tip, if someone backs off a little when you are stood close to them, take this as a hint to step back a little, as you are definitely within their ‘invisible un-chartered territory’ (strictly reserved for those with permits).  Gauge the correct distance and use it accordingly

I will add to this list of body languages in another up-coming blog.  In the meantime, can anyone add or share their experiences on this topic?







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Dee Allan
27 July 2008 @ 11:05 am
Undermining your employees?  
Undermining your employees?

Every working day, we all come across individuals complaining about their employers. They moan about everything form the coffee to their colleagues, and sometimes they complain about the actual work itself!! However, companies sometimes do themselves no favours when it comes to building and managing their relationships with their own staff. They always seem able to completely disregard the feelings of their own employers on a day to day basis.

So if you have ever had the displeasure of being unhappy at work and moaning about your employer, then you will identify with some of the common errors made below:

    * Adding another level of management because people aren’t doing what you want them to do.
    * Appraising the performance of individuals and provide bonuses for the performance of individuals and complain that you cannot get your staff working as a team.
    * Failing to create standards and give people clear expectations so they know what they are supposed to do, and then wonder why they fail.
    * Creating hierarchical, permission steps and other roadblocks that teach people quickly their ideas are subject to veto and wonder why no one has any suggestions for improvement.
    * Asking people for their opinions, ideas, and continuous improvement suggestions, and fail to implement their suggestions or empower them to do so. Better still - don’t even provide feedback about whether the idea was considered.
    * Finding a few people breaking rules and company policies and chastise everybody at company meetings rather than dealing directly with the rule breakers.
    * Making up new rules for everyone to follow as a means to address the failings of a few.
    * Failing to address behaviour and actions of people that are inconsistent with company policies and procedures.
    * Asking employees to change the way they are doing something without providing a picture of what you are attempting to accomplish with the change.

From personal experiences, the last three are most common I have come up against, and I feel are certainly very frustrating as an employee!!













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Dee Allan
27 July 2008 @ 10:56 am
Ships passing through the night? Business topic  

Do companies recognise talent when they see it, or are they ships passing through the night?

This is an ‘open’ blog, as I really would appreciate some insights on this one.

My question is, can HR really spot star talent?  I know it may sound like an absurd question, but seriously are HR teams geared up for spotting the ‘A Class’ type of candidate?  The reason I ask this is because I have witnessed HR fulfilling the task of recruitment, like they would go about their daily supermarket shopping ie: with a tick list of things they want.

I have actually taken it upon myself to ask my clients and their HR teams the same questions.  They say the right things of course. However speaking with some of my own HR friends, I have found that they are often in a catch 22 situation, as they are under pressure to ‘save time’, so often perform a rigid check-list, which often misses out the ‘softer’ more subliminal messages, which help us recruiter ascertain the stars from the norm.

Sometimes, candidates may not even get past resume stage, ie: HR can’t see the prescribed formula that some of them apply, therefore the resume goes in the bin.  What about the fact that some people have transferable skills? And what about the fact that sometimes it may not be best to go for the ‘perfect’ fit, but to go for the ‘surprise fit’.  

I feel sometimes there could be a dilemma for our HR friends, especially the ones who are more ‘CV Processors’ as opposed to ‘CV Extractors’.  This begs the questions, if HR are indeed unable to spot Star talent, then is this because of one of the following:

a) They actually don’t understand what they are looking for?
b) They themselves are the wrong people in charge of recruitment?
c) They don’t appreciate/care what the full impact of what ‘bad hiring’ means for the bottom line
d) They have had inadequate training?
e) Everything above

Don’t get me wrong, there are some fairly slick HR teams and companies out there, who are doing a darn fine job of attracting and retaining talent, but I could count them on both hands only.

Do companies really recognise talent or are they ships passing by each other through the night?
Please share your experiences

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