| As a professional resume writer, I don't like to admit | | | | screener for a callback. They are constantly |
| this, but the resume is going the way of gray suit, | | | | cultivating opportunities for taking their career to the |
| the fax machine, and the generous pension plan. No, | | | | next level by cultivating relationships with hiring |
| the resume isn't in danger of immediate extinction. | | | | managers at the companies for which they want to |
| But it is certainly endangered. | | | | work. |
| Resumes are a relic of a traditional employment | | | | In other words, professionals today need to pay |
| recruiting process in which employers needed a | | | | attention to their "personal brand." According to |
| standard way of comparing numerous prospects for | | | | personal branding expert Dan Schawbel in his book |
| open job positions sight unseen. By reviewing a short | | | | Me 2.0, that's the identity that allows you to |
| summary of qualifications and work history, | | | | differentiate yourself from a crowd by articulating |
| employers could weed out the unqualified candidates | | | | your unique value proposition, leveraged across |
| and find the most qualified ones. | | | | multiple platforms with a consistent message and |
| However, today's job candidates aren't necessarily | | | | image to achieve a specific goal. |
| "sight unseen" at all. They're everywhere. Employers | | | | Because the term "personal brand" sometimes calls to |
| don't passively wait for job candidates to send | | | | mind the misconception that it's about job seekers |
| resumes; they "see" prospective candidates on | | | | altering their image in order to project what |
| LinkedIn, Facebook, Twitter, and other social media | | | | employers say they want, I prefer to use the term |
| before you set foot in the reception area. | | | | "career marketing plan." By helping clients to market |
| Isn't having an e-resume and Web site enough? Five | | | | themselves better, I encourage them to cultivate an |
| or ten years ago, uploading your resume as a Word | | | | appreciation for their unique strengths and abilities and |
| file, PDF, or HTML page to the World Wide Web was | | | | communicate about themselves clearly and |
| considered state-of-the-art. However, today, it's | | | | effectively. |
| expected. not exceptional. | | | | I tell my clients that having a great resume, |
| In the job search process of today, online | | | | e-resume, and cover letter is the cornerstone of a |
| self-marketing in the form of LinkedIn profiles, blogs, | | | | successful career marketing plan, but they're not the |
| social resumes, and even Twitter feeds are the new | | | | be all and end all of a career marketing plan. Having |
| standard. If you're serious about your career, you | | | | these solid documents in place is key, but to put |
| can benefit by staying abreast of the evolving | | | | your career marketing plan into high gear it is vital to |
| recruiting scene with its Web 2.0 technologies (that | | | | cultivate an online identity that resonates with who |
| is, social networking sites). | | | | you are and what you offer. |
| If you're not convinced, think about the hiring | | | | Here are the three most important steps to take |
| process from the point-of-view of a recruiter in a | | | | now: |
| corporate Human Resources department, staffing | | | | |
| firm, or "headhunting" agency. | | | | 1. Write a top-notch LinkedIn profile. Copying and |
| You sift through hundreds of documents for each | | | | pasting your resume into isn't going to impress |
| open position, so after a while the resumes all start | | | | anyone. For one thing, if a recruiter found your |
| to look alike. Maybe your eyes glaze over as it | | | | LinkedIn profile from your resume, they want to see |
| seems that many candidates have the required | | | | something new and engaging. The profile should read |
| degrees, years of work experience, and technical | | | | like a 10-minute conversation with you in which you |
| skills. Many look good on one or two pages of paper. | | | | summarize your virtues, highlight the most relevant |
| To decide between the better prospects, you will | | | | experience, and explain why that experience is |
| want to get to know them better. That's why you | | | | relevant to the opportunity. It's a cross between an |
| check the URLs included on the resume to get a | | | | elevator pitch, resume, cover letter, and biography. |
| better-rounded picture of each person's strengths | | | | 2. Read all the industry blogs and independent |
| and weaknesses. If the candidate has a blog, you can | | | | bloggers in your field every day, and share your |
| get a glimpse of their writing style, professionalism, | | | | views on the topics about which you are most |
| and knowledge. You can look at recommendations | | | | passionate. Depending on what you're reading and |
| from the candidate's past employers on LinkedIn. | | | | how much you have to say, you may want to write |
| You can see if they are staying abreast of industry | | | | a blog or start a Twitter account just devoted to |
| trends with their latest tweets. | | | | your professional side. It's not a good idea to mix |
| You better believe that candidates who have a | | | | your personal interests with your professional blogs, |
| sharp, authentic online identity in line with what you're | | | | so I recommend "fencing" your online personalities |
| looking for stand out. While you may also contact | | | | that may contain information you don't want |
| someone who looks good in a one-page or two-page | | | | prospective employers to see (that is, limit the |
| resume, your level of trust in their expertise may be | | | | people who have access to your personal musings to |
| significantly less than someone who has positioned | | | | friends only) and taking other steps to manage your |
| themselves as a thoughtful leader in what they do. | | | | online reputation. |
| Now think about the hiring process from the | | | | 3. Be sure your resume and online identity present a |
| point-of-view of an organization's hiring manager. | | | | consistent and unified personality. You may have |
| You may not even have a job opening approved by | | | | heard that it's a good idea to have multiple versions |
| higher levels of management, but you are always on | | | | of your resume tailored for different job targets; this |
| the lookout for new talent. To stay abreast of | | | | may have been good advice 5 or 10 years ago, but |
| current happenings in your field, you are likely to read | | | | today having a schizophrenic online identity is |
| articles in trade publications and follow at least a few | | | | counterproductive. If you have multiple career paths |
| industry blogs (especially blogs by others in your city | | | | in front of you, or are considering a career change, it |
| or geographic territory). You are likely to belong to | | | | can be particularly challenging to articulate a |
| LinkedIn groups in your area of expertise and attend | | | | compelling and coherent online identity. The key is to |
| face-to-face networking meetings. | | | | find the theme that weaves your different fabrics |
| You will notice if someone has an interesting | | | | and embellishments together, and then to present a |
| contribution to a discussion that interests you. If they | | | | seamless tapestry across the full portfolio of your |
| answer a LinkedIn question you are following, | | | | career marketing documents. |
| participate actively on a discussion list, or have the | | | | Resumes are not likely to go away forever, but in |
| go-to or up-and-coming blog on the topic, you're likely | | | | the future fewer and fewer hiring decisions will be |
| to think, "I don't know so-and-so yet, but he or she | | | | won or lost based on them. Today's job seekers can |
| is someone I would very much like to work with." | | | | gain a competitive advantage by taking full |
| The most successful professionals today want to be | | | | advantage of social media and blogs. In tomorrow's |
| that so-and-so. They don't have to sit back and hope | | | | world, job seekers will focus on managing their online |
| that their resume gets picked out of a pile by an HR | | | | identity, not just sending out resumes. |