Comment

You Were Terminated. You Suck.

March 19th, 2007

You - The Rejected?Terminated. Downsized. Right-sized. Laid off. Fired. Disengaged.

Do you identify yourself with your job title or role? I did.

I went from “I’m Jason, General Manager” to “I’m Jason, I don’t have a job” (and in my head I heard “I’m a loser.“)

I’ve seen too many professionals and executives between jobs that have taken it way too personally. I can see it in their eyes. I can hear it in their voices. I know why this hurts so much – I know because I was critical of the guy that lost a job (or couldn’t get a new one immediately).

I used to think it was their own fault for (a) not choosing a better major, (b) not getting a graduate degree, (c) not taking good risks at work, (d) not developing better relationships with key people, (e) not producing, or being valuable at work… the list goes on and on.

And then I found out it isn’t necessarily anyone’s fault. It’s not the MBA’s fault, with 20 years of incredible experience. It’s not the lawyer’s fault, who is one of the best in her field. It’s not the PhD’s fault, who was one of the best research scientists in the company.

Maybe it’s management’s fault. Maybe it’s “the owner’s” fault. Maybe it’s the customer’s fault. Maybe the economy is to blame. Maybe maybe maybe.

Maybe… just maybe, we are not immune to this unemployment thing. When I read the statistics – the ones that say I’ll change jobs nine times before I retire or I’ll change careers up to six times – I need to believe it. Because I didn’t before. I thought I was above that. I thought my degrees, experience and personal charm would make me immune. It didn’t. And it won’t in the future.

There is no immunity. I’ve talked with too many people I’ve met because of JibberJobber that should never be out of work – but they are… because of things outside of their control.

I have learned two things from this experience:

A. It happens. It happens to almost everyone. One of the best results of going to a job-seeker’s network meeting was seeing the types of people that were there. I thought I would be the most qualified, highest educated, most sophisticated person in the room. What I found were people that ran circles around me. To hear their stories was discouraging (what? Go to school for a long time and still end up here??), but it helped me understand that it happens – and there isn’t necessarily anything you can do to prevent it.

B. You have to move on. Don’t sit around trying to figure out what you could have done differently. Don’t try and figure out what is being said about you. Don’t let depression suck you in. Don’t define yourself based on what happened. Pick up the pieces, do a personal inventory, get help if you need it (I strongly recommend finding a coaching relationship to have someone else help you through this process). Figure out what job search strategies are (I took months to really dig into this) and move on.

So maybe you lost your job. But you don’t suck.

11 Comments »

Comment

The Resume Experiment (5 of 5) – The Wrap Up

March 16th, 2007

I’m trying to figure out how to wrap something like this up! I feel there are so many things that are either unsaid or ignored since we are focusing on one tiny little aspect of career management. So I’ll include some brief thoughts here and then see where the comments go.

Formatting is important. But don’t waste a ton of time on getting it “just right.” I see that Carl and Louise agree that formatting is not the silver bullet. And my previous comment was, just make sure that it isn’t a distraction. Dan Johnson wrote to me yesterday: I think so highly of my finished work – my resume – and often fail to think of it from a recruiter’s perspective.

Content is critical. How do you wordsmith your resume just right so that it gets the point across in just a few seconds? Most people think they are either (a) really good at describing themselves and their acheivements, or (b) not into the self-promotion fluff stuff.

First impressions are unavoidable. Play by “the rules.” Or don’t. I didn’t… and I didn’t get the interviews I needed! So because I chose to not learn what I should have I sacrificed weeks months of income. And the stress built. And the self-doubt built. And the discouragement built.

Should you get a resume writer? Obviously it depends on your personal situation. If I could turn back time I would have engaged a writer right away. Here are some thoughts on the subject:

In all fairness, the responses from the resume experts were based on bare-bones information. In fact, I had one reply back and say that she couldn’t even respond without having an interview with John Doe! And Louise Kursmark sent me a worksheet for John Doe to fill out, which she would follow up with a consultation. Note that the process involved is deeper than pulling out a list of action words and then going to town:

Barbara Safani - Career SolversBarbara Safani – priceless from her most recent post: If you would like to have your own resume critiqued, without having the content on full view to everyone, email me for a free resume assessment (my style is much more like Paula Abdul and I will tell you what is working in your current resume as well as what can be improved).

Most people don’t understand the value of hiring a writer… many think that all the writer does is edit the document, fix the grammar, and make it look pretty. Having the recruiter’s “seal of approval” will bring credibility to the writer’s strategy. But if you have 5 different resumes for the same person and 5 different recruiters reviewing them, you might get 6 different opinions…This is the fuzziness of resume writing and this is where things might get confusing. Your readers will be left asking…so which way is “right”…the better message is that there’s no right on wrong way per say, but there are different strategies job seekers can use to gain the attention of the hiring manager.

Brad Attig - My Retail CareerBrad Attig

I’m going to try to help you cut though all the fog and give you some guidelines that I would recommend you consider. Remember that every time someone tells you to turn right, someone else will be there to tell you to turn left, or worse, stop, go, backup…..

Wendy Terwelp - Opportunity KnocksWendy Terwelp

Writing a resume is more than filling in blanks on a template. The way I write a resume includes an in-depth interview (a minimum of 60 minutes) with the job seeker, a prep guide, then the rewrite (or completely new from scratch) with usually 2 drafts. Our process for resume development and strategy takes many hours to produce. We don’t just “type up a resume” based on the original as often the original document is missing tons of information. That’s why the interview process with the job seeker is crucial. We help candidates see their rock star qualities, what they bring to the table for a potential employer by asking lots of questions. Why? A résumé’s first goal is to help a candidate get in the door for an interview. As a former recruiter and current member of staffing associations, I know what employers look for in top candidates – and I know how to interview a candidate to get the achievements, skills, and qualities necessary for a great resume. Templates just don’t cut it.

Executive Career Coach, Personal Branding expert - Deb DibDeb Dib

Thing is, it is so NOT about the resume. The resume is the least important deliverable you get with a great resume pro. But it’s the only tangible you get, and it’s the only thing most people know.

What Deb? The resume is not what its about? I can’t find a reference to this (I saw it sometime this week) but I read somewhere about the value of your resume writer (go ahead and disagree). The value is in the process. The value is in what you learn about yourself – as you go through the process you will be more prepared for the interview. You will be able to sum up your skills better. You’ll realize you thought things are important but really aren’t – and shouldn’t be a focus in your interview. The resume creation process could be – should be – a therapeutic process that gives you much more value than the written document.

What if you want to do it yourself? No problem – do it yourself. There are lots of resources to help. If you don’t get the results you need with your resume then prepare to spend time figuring out why. And make sure to ask “where does a resume fits into my job search?”

I asked John Doe yesterday how he thought the Experiment was going. He replied:

It’s been interesting. The feedback is welcomed. However, I get a feeling that a lot of the resume writers are giving some pretty standard feedback. It definitely seems “templated.”

I told him I’d respond on the blog today, and after sleeping on it here’s my response.

It does seem templated. Its all stuff you can get out of books, from blogs, from the CareerHub eBook. Its all stuff that we hear time and again. realizing that they didn’t really get a chance (or have time) to do in-depth interviews and the normal exercises that they do with their clients, this is what I expected. Notice that thier responses are consistent. And they generally agree with “the customer” – the person who gets the resume – the recruiters (and Pete Johnson, who is a hiring manager of techies (he commented on the formatting post)).

The funny thing about principles is they always seem like common sense. Like templated, canned answers. But they are true, and violating them will have adverse results.

And… if the results do seem templated, and they are common sense, then why do people continue to violate the basics? The principles?

Good resume writers are experts – they know the tricks, the pitfalls, the lingo, what’s effective and what’s not. I won’t do my kitchen sink plumbing (lots of DIY books on that), I won’t cut my own hair (many people do)… I’ll leave that to the experts. Calling in a resume expert, in my opinion, is worth the money.

A huge thanks to John Doe for allowing these people to give feedback on his resume.

A HUGE thanks to those that commented to challenge ideas, or ask for clarification. The beauty of a blog is that its a discussion, and you have added to the discussion in a meaningful way.

A HUGER thanks for the experts that participated, the time they spent on their original input and the comments they left throughout the week.

Carl Chapman - Executive Restaurant Recruiter Daniel Sweet - Recruiter and author of Fracat.com/blogSteve Levy - recruiter and sourcing expert, consultantAlison Doyle - Job Search expert on About.comBarbara Safani - Expert resume writer and executive career coachBillie Sucher - resume expert, career coach, consultantBrad Attig - recruiter-turned career coach, resume expertDeb Dib - executive career coach and resume expertLiz Handlin - career coach, resume expert, and VP of marketing of BroadpeakLouise Kursmark - expert resume writerWendy Terwelp - Opportunity Knocks

Hopefully this was a meaningful experiment for you, that it helps you now or in the future. Feel free to pass this along to anyone that may be struggling with a job search, underemployment or whatever.

What is JibberJobber? Sponsored by JibberJobber – what’s this about? Click here!

 

The Resume Experiment Series

Post IIntroduction
Post IIFirst Impressions/Reactions
Post IIIFormatting
Post IVContent
Post V – Wrap-Up (that’s today folks)

13 Comments »

Comment

The Resume Experiment (4 of 5) – Content is King

March 15th, 2007

So far we’ve discussed first impressions and formatting issues. Today we focus on content. Carl Chapman wrote a follow-up blog post today where he says:

it is the content of the resume that is important. Just so long is the resume isn’t so drab, dull, boring, or ugly that it goes right in the trash can, you’ll be fine with almost any format if you have content that illustrates that you have skills and experience that the prospective employer needs.

So let’s see what our experts have to say about John Doe’s content:

Part I – The Recruiters

Executive Restaurant Recruiter - Carl ChapmanCarl Chapman – don’t feel like you are getting enough of Carl’s feedback? Here’s his original post about the resume.

…there seems to be a battle going on between whether this particular person wants to be an employee or work for him/herself.

I notice that there are almost NO quantifiable achievements that are expressed in terms of dollars or percentages. Every employer must justify the expense of an employee.

Use real titles from your jobs or translate real titles that companies use that are strange and non-conforming to the most meaningful truthful title that describes your actual position. To do otherwise may terminate your candidacy ended before it has really begun.

Professional resume writers and career coaches like Barbara Safani of CareerSolvers and Liz Handlin of Ultimate Resumes, and Billie Sucher of CareerHub will also have a larger repertoire of adjectives and adverbs that make your resume scintillating and sizzling rather than just average.

FRACAT owner Daniel SweetDaniel Sweet – There is a lot left out from my summary here, especially in the bullets – Daniel also has a great, comprehensive post with feedback where he fleshes out his thoughts on his FRACAT blog.

There are a lot of things I’d change about this resume (as you’ll read below), but there is one paramount, supreme, glaring problem with this resume, as there are with 90% of the resumes that I read:

You don’t tell me why I should hire you!

As far as this resume is concerned, there is absolutely nothing special about this candidate, nothing that he excels at, no skill that he is particularly wonderful at, and no single area of experience that he’s been building up for years; any of which would be a reason for me to hire this person.

That alone would get you calls. So, before you do the easy, small stuff, do this one, big, humongous, stupendously important thing: TELL PEOPLE WHY THEY SHOULD HIRE YOU!

How do I know they [the 2nd, 3rd, and 4th jobs] are jobs and not hobbies? Because they are listed as such on your resume. And, together, they’re going to take up a chunk of your time.

Other miscellaneous advice (if it doesn’t make sense, hope over to his original post):

  • Tell People What You Do
  • Have Your Jobs Tell People What You Do (Fix Job Titles)
  • Have Your Companies Tell What You Do
  • Don’t Tell About What I Don’t Care About
  • Don’t make me figure out your results
  • Kill The Fluff

Steve Levy - Out-of-the-box sourcing/recruiting consultantSteve Levy – once again, more info in Steve’s original post… this is just stuff I’m picking out as it relates to content.

Everything in a resume needs to pass the “So what? tes” if someone in your target audience reads it, will their response be “so what?” If so, it either needs more seasoning or needs to be eliminated.

The resume is entirely depauperate of measures of performance.

You have room so give the reader the article titles; Did articles generate comment fodder – how much? Did the press releases you wrote generate “interest” or sales?

Do you think you’re E.E. Cummings and your goal is to write the longest sentence in resume history? Break it up!

Tell the reader what it means to go “from very poor state into a successful and profitable enterprise.

I’m not so sure that the titles listed accurately portray what the real job was – this too needs to be assessed.

Most important, you have to explain the dates… I’m an engineer so I naturally had to draw a Gantt chart of John’s career. I used the order presented in the resume and came to the conclusion that John needs help that even Dr. Phil can’t offer. So there has to be a better way to present John’s experience on a resume – and there is.

Naturally, without any details about the companies, this order is based more upon my feel than for actual facts. [Jason: I don’t hink you want to be in the position of allowing a recruiter to maked decisions based on feelings, or assumptions. And who would have thought that your recruiter is an analytical type that’s going to make a gantt chart! Want to chance it? Or do you want the phone call for an interview??]

Another item we don’t know is what type of position are you targeting … this too can change the advice given.

Part II – The Resume Writers

Job Search Expert of About.com - Alison DoyleAlison Doyle

… the candidate is interested in customer service management. The position description should correlate – his customer service skills should be listed first and highlighted, rather than the web design, etc.

I’d suggest completing re-writing the resume to focus on customer service (and the highest level skills he had – strategic planning, management, etc.) and limiting some of other non-related responsibilities.

If there’s a way to work in some stragetic level responsibilities and up it a notch, that would help – billing support, copy writing, etc. sound like a lower level position.

Also, I’m wondering if there is a way to merge the company Y/Z lists to address the perspective (at first glance) that he’s job hopping.

… if the blog, web site, writing are related to the type of jobs he’s looking for, he may want to work them into the first experience section.

I’m a believer in targeting resumes (along with cover letters) so I’d need to know more about what his goals are…

Barbara Safani, resume expert and career coach, of Career SolversBarbara Safani

For the most part, the candidate is communicating tasks rather than accomplishments.

The candidate’s current resume does nothing to distinguish him from his competition. Lots of people have skill sets similar to this candidate. What makes him different?

Imagine you are buying a new product…let’s say it’s a dishwasher…every brand has its own pitch…some dishwashers save water, some are better for the environment, some are faster, some are quieter…you get the picture. The consumer buys one of the dishwashers based on the product benefits, not its features…they all wash the dishes…the consumer needs to decide which dishwasher provides the most benefits to them. With a resume, accomplishment statements with key metrics best showcase a candidate’s benefits. Task statements merely convey features of the candidate’s experience.

This candidate has a lot of great information on page two that needs to be incorporated into page one to give the reader a more comprehensive view of his competencies.

I have no doubt that this candidate is great at what he does. But he needs to find ways to showcase his value over and over again throughout the document in order to get the phone to ring.

[Barbara had a lot of pointed questions to try and quantify the achievements … here is an example – her questions are bolded (I’ll post the document tomorrow)]

Oversaw web site redesign and implementation; aided in copy writing and content revision for new web site; how did this benefit the site? Did traffic increase; if so, by how much? creation and implementation of affiliate program; redesign and restructuring of forums; implemented new features and services for clients; assisted in implementation of company wiki; what was the benefit of this? more traffic, better page ranking, increased PR, increased sales, more cross-selling, or something else? assisted with hiring and training; how many did you hire and train? customer service management; oversaw sales department; assisted with billing and technical support.

Resume expert and career coach Billie SucherBillie Sucher

Use your resume as a powerful teaching, educational tool and make it easy for the employer to experience you, see you, get you, your story, and pick you!

Think through your options and always remember to think like the employer thinks.

A FOCUS is really, really helpful on a resume if you are applying directly to a prospective employer. It sets the tone for all else to follow. If you’re applying directly to a company in response to an opening, use their job title.

Identify your strongest / best / most powerful, unique, and effective credentials to support your efforts in getting to your target goal. Think in terms of what are my best, most relevant, and powerful knowledge, skills, and abilities, experience, and education to help me “win my case” on paper.

I would encourage you to come up with 5 to 7 of your best, strongest, most credible, supportive, relevant, essential one-liners that proves, shows, (convinces) & teaches your reader you can do so & so job (target goal/focus) because you have such & such credentials. (Voila — alignment – things connect). And the employer “gets it” / gets you and “gets in touch” with you!

Key functional areas are numerous and many – the trick is to pick ones that are right & relevant for YOU now! If you need help in figuring out some skills, go visit O*net online

Think: if you only had 30 seconds to tell a prospective employer about Web Site Design (for example) or Project Management (for example)….what are the most essential, relevant, vital, and effective pieces of information you would want them to know about you & your wonderful product?

Testimonial – Find someone who thinks you rock, will sing your praises, who thinks you’re astounding (or at least decent) and get a quote from them. The “other voice” (from someone beyond self) is always better than your own for credibility, believability purposes. (Example: I can tell you I’m one of the best resume writers in the country, right? Well, don’t believe me! If you hear it from someone else, well then, pay attention!)

Retail Executive Career Expert - Brad AttigBrad Attig – want to see what Brad really thought? Check out my comments at the end of this post for a letter he writes to John Doe… for now some content-related comments:

You have a lot of “stuff” going on at the same time. I assume WORK EXPERIENCE you get paid for and WORK EXPERIENCE (OTHER) you hope to get paid for? [Jason: do you want the decision-maker making assumptions?]

Now let’s try to get some meat into your accomplishments. “A” players at “A” companies look for people that can positively impact the business. Meaning: Make money, save money.

Just for a minute, pretend you are your own client. Step out of the box. John is coming to John and needs a marketing presentation and strategy. What brand are you and how do you sell it? Think of the key works that align with “YOU” the brand.

Executive Power Coach - Deb Dib Deb Dib – the following is taken/borrowed/stolen from Deb’s really cool post called The Five Golden Rules of Resume Writing for 2007:

(from #1) There are only five things you must have in your resume: Value Proposition – Differentiation – Proof – Brand – Passion! Hit these five areas if you truly want to get that resume read, get interviews, and get on the short list.

#2. Know your VALUE – Compose a one-sentence value proposition that will not just capture the interest of a recruiter or decision maker, but absolutely compel them to action. Without this, you cannot write a great resume. In fact, you should be able to put this in the middle of a blank piece of paper and get your targeted decision-maker interested in you.

Liz Handlin of Ultimate ResumesLiz Handlin – CEO of Ultimate Resumes and VP of Marketing at Broadpeak.

[in the SKILLS section] Don’t list basic applications like Microsoft Office…if you don’t know Office you probably don’t belong in an office! List applications that the reader might not know that you are an expert in.

[new section: MEDIA/AWARDS] If you have received recognition for any projects, work, or just for being yourself list them here. Indicating that references are available is not necessary – of couse they are!.

[new section: AFFILIATIONS] List memberships in any professional societies with particular emphasis on those in which you hold an office. No need to list controversial (example: if you are a member of the KKK you shouldn’t put it on your resume) or purely recreational (example: Homeowners Assn. Bridge Club) groups

Louise Kursmark of Your Best ImpressionLouise Kursmark – these comments are taken directly out of the original resume with Louise’s comments in various sections. She then rewrote the resume completely, based on some assumption (will be posted on tomorrow’s post).

[at the very beginning/intro, Louise asks] WHO ARE YOU? — Needs introduction – who you are, what you do well, what kinds of problems you solve, where you might fit into my organization. Professional profile/personal brand information to “set the stage” for the rest of the resume.

[along with comments from yesterday, Louise wants this company put into perspective] What does this company do? How large is it?

[Right after the company John Doe states what he did there… um, kind of] This is a recitation of tasks/job description – this tells me nothing about what YOU contributed to the success of this company; why you were hired; what challenges you faced. This could be written about ANYONE with this job title.

[the next two companies were a little better … he got into acheivements (almost)]Nice strong intro – at last, something YOU did! However, it then deteriorates into, again, a job description.

Where are the numbers that make these statements credible?

As General Manager, you probably had a lot to do with the company being acquired… this resume does not make this clear.

“Responsible for” is not a strong introduction. No evidence of how well you did your job or, specifically, how you helped your clients or your company.

[regarding “Work Experience (Other)”] Not sure this entire section is presented in the most beneficial way.

Your writing and blogging experiences seem to be a pivotal part of your customer service experience – and instrumental in establishing you as an expert in your field. Thus I suggest including these positions as primary rather than “other” work experience.

[Regarding SKILLS towards the end of the resume] Key information should be included as part of introduction.

“references upon request” is an outdated inclusion.

and finally, one last thought in an e-mail to me:

His resume is completely lacking in the details and specific accomplishments that are essential to attract attention.

Jason’s Thoughts

This is already a really long post – I don’t have much to add. I think Carl’s quote at the top starts it off well, and I’ll end with a letter from Brad to John Doe:

Dear John,

I received your resume today and we have to break up already. I can’t figure out who you are, what you’ve done or what you want. There is no way we can have a relationship based on that, plus you’re just plain boring. Sorry John, I want excitement, I want a resume that grabs me. Just because you’re in black and white doesn’t mean you can’t be colorful.

Do you have any idea how many resumes try to get my attention? I only gave you a second glance because your friend Jason asked me to. I have to wonder what he sees in you. I know, down under all the plainness, there must be some accomplishments. Oh, and you seem to be kind of scattered too (never mind my rambling, kind of hard to follow, huh? Like your resume). I’ll pass you along to my friend Brad, perhaps he can give you some suggestions.

Sorry John

Signed – Some Recruiter

The Resume Experiment Series

Post IIntroduction
Post IIFirst Impressions/Reactions
Post IIIFormatting
Post IV – Content (today’s post)
Post V – Wrap-Up (Friday)

10 Comments »

Comment

The Resume Experiment (3 of 5) – Formatting The Resume

March 14th, 2007

Formatting matters. Or does it? I don’t know. Let’s see what the experts say about formatting John Doe’s resume…

Part I – The Recruiters

Executive Recruiter in the Restaurant Space - Carl ChapmanCarl Chapman

This guy doesn’t have enough meat to have a two pager… not nearly enough. Most people (except very specific positions in specific industries) can get away with one page.

(and following up on that one-page theme…) “what happens if the pages of your resume get separated? With a single page resume, that can’t happen. another plus is that you are forced to remove boring drab statements and replace them with powerful statements that are more likely to garner interest.”

(regarding the lack of address, which is a popular thing amongst my guest-experts) You are fooling no one by leaving off address information, put an address on your resume and avoid this unnecessary red flag.

See an image of the new resume that Carl is suggesting – his complete post is more comprehensive and a good reference from the desk of a recruiter.

Free Resume and Career Toolbox keeper - Daniel SweetDaniel Sweet

As an employer, if see a candidate who has so many revealed extra-curricular activities as you have listed, it says that I’m never going to have your full attention, focus, and effort directed to the work you’re doing for me.

Use Bullets.

The Recruiting Edge expert recruiter - Steve LevySteve Levy

What is it with the lines embracing each section? My mantra for resumes is to eliminate non-essential ink. Get rid on one of them, will ya?

One horizontal line please, not two [Jason: he’s referring to putting the skills at the top].

Another pet peeve – A section entitled “Professional Experience” or “Work Experience.” Whenever I see one of these, I always look for an “Amateur Experience” or “Play Experience” section.

If you have a two page resume, include right justified at the top of the page, your name, a title representing who you are professionally, and “Page 2” – just in case someone manages to separate the pages.

What to bold, italicize and underline: Generally speaking, the name of the company and major dates are in bold, the job title is underlined, and nothing is italicized. Don’t bold and underline – one or the other. Why no italics? Because some fonts lose their ability to stand out when italicized. Remember – clean and simple has the additional quality of being more easily “read” by an automated ATS.

Part II – The Resume Writers

Job Search Expert at About.com - Alison DoyleAlison Doyle

If the blog, web site, writing are related to the type of jobs he’s looking for, he may want to work them into the first experience section.

I’m wondering if there is a way to merge the company Y/Z listing to address the perspective (at first glance) that he’s job hopping. [Jason: I know, that remark is kind of about “content” but the question is, how do you list x number of jobs effectively? Comes down to formatting + content…]

Executive Career Coach and Resume Expert - Barbara SafaniBarbara Safani, a repeat from yesterday but important with regard to formatting:

Because there is no profile or summary on the resume, it’s hard for the audience to get a quick read on all this candidate has to offer. Most people look at the top third of the first page of the resume.

Career Coach and Resume Expert - Billie SucherBillie Sucher

Think of a resume as having major parts / categories, if you will, and each part plays a role in helping you get noticed by the employer. When one part is missing, or not addressed, you are taking a big gamble that the reader will be interested in figuring you out on their time, their dime. They won’t; they don’t; they can’t (for the most part) – they simply don’t have time to do so today.

Here are the basic parts or “categories” I would suggest you use in reinventing yourself in your new resume…

  1. Name / pertinent contact data
    • Include your full middle name, not just an initial. (Think Google search)
    • Insert specific street address, city, state, zip code (Think roots / commitment)
    • remove ( ) from 555 Area Code
    • On the line separating name/from Work Experience, make that line pop/look good. (Think: improved vs. average) Go to Clip Art – Dividers & Dec. – finding something that looks great & insert it! (or create your own)
  2. Focus (or Target) or Goal or Mission or Objective (choose word you like)
  3. Profile (or Qualifications Summary)
  4. Core Competencies / Key Skill Areas
  5. Professional Experience
    • Rename & group Work Experience / Work Experience Other into one section only titled Professional Experience. Then present your employer – position(s), city, state, dates of employment.
    • If one employer merged into another, present that as a single entry. Bullet this section to clean it up. Organize it for the reader.
  6. Education
    • Present the highest level of education attained to date, including degree first (if you have one) – university/college/school – city/state/date of graduation/ completion. Major/minor – achievements?
  7. Organizations / Affiliations / Military / Interests / Activities (all optional / supplemental text)
  8. Testimonial (Insert in body of resume where it has greatest WOW impact) / looks the best.

Brad Attig - professional career services for the retail executiveBrad Attigproviding career services to retail executives:

Unless you are hiding from the mob or the FBI, put your address on the resume. It is a red flag for any recruiter; what do you have to hide? I assure you your resume will not be sent to any bill collectors.

Others might suggest a functional resume but as a recruiter I don’t like them. I want to know what , where and when you did it. I feel functional resumes send up a lot of red flags. Either you are trying to disguise (hide) a lot of career changes or age or haven’t done much recently to put on your resume.

Deb Dib - Certified Executive CoachDeb Dib – Deb has an EXCELLENT post she put up yesterday called The Five Golden Rules of Resume Writing for 2007. From that post:

Bear in mind that this may not be what’s needed in 2008, and it’s not what was needed a few years ago! Resume styles change because the market changes, ways of receiving information change, ways or perceiving information change, and ways of sourcing change.

Bonus Rule #4: Keep it SHORT. No one has time to read a wordy resume. And no one has time to read junk. Make every word count. And plan on spending many, many, many hours to do it.

Ultimate Resumes CEO and VP of Marketing at Broadpeak.comLiz Handlin – Liz had a number of formatting changes in a document that she reworked, including:

  • change some margins, added or deleted line breaks… just general “make it look better” stuff
  • a brief company description below each company name including ticker symbol (if relevant), website, size, number of employees and function. She says: You want to put some context around your experience.
  • added “Selected accomplishments include” under each company’s intro, and then has bullets to list these accomplishments with particular focus on anything that is quantifiable.
  • deleted the References section
  • added a MEDIA/AWARDS section
  • added AFFILIATIONS section
  • moved CONTACT INFORMATION section to the top.

Resume Expert Louise KursmarkLouise Kursmark

WHO ARE YOU? – Needs introduction – who you are, what you do well, what kinds of problems you solve, where you might fit into my organization. Professional profile/personal brand information to “set the stage” for the rest of the resume.

Key information (the SKILLS section) should be included as part of introduction.

Jason’s Thoughts

In Susan Strayer’s book The Right Job, Right Now she talks about formatting from an HR perspective. Did you know that some companies have software that they run every resume through? This “Applicant Tracking System” allows HR to search, prioritize, log notes, etc. on hundreds or thousands or billions of resumes. And, according to what I’ve heard from Susan and others, it either messes up your formatting or is confused by it.

Don’t try any cool formatting tricks that would mess up this system. Are there exceptions? Sure – of course. Graphics artists and creative types usually opt for a portfolio. Or perhaps you e-mail one resume but bring another one in to the interview, part of your first impression thing. That’s one reason why I like Emurse.com – once you create a resume you immediately have it available in different file formats (Word, PDF, HTML, TXT, etc)… bloggers are even starting to put this on their blogs (see image to see Matthew Bookspan’s emurse-hosted resumes).

Anyway, my bottom line for today: Don’t let formatting be a distraction. Barbara Safani says:

Hiring managers want to know how candidates help the companies they support make money, save money, save time, grow the business, or maintain the business. They want to see dollars, percentages, and numbers to qualify these accomplishments.

Don’t distract the resume reader from getting this information by funky, faulty or overly fancy formatting – remember, you get less than 10 seconds to not mess it up.

—

The Resume Experiment Series

Post IIntroduction
Post IIFirst Impressions/Reactions
Post III – Formatting (today’s post)
Post IV – Content (Thursday)
Post V – Wrap-Up (Friday)


11 Comments »

Comment

The Resume Experiment (2 of 5) – First Impressions/Reactions

March 13th, 2007

One of the reasons I wanted to have the two groups participate is because one group prepares resumes for a living, and the other group is a resume gatekeeper. It was interesting to see how the recruiter responses differed from resume writers.

Recruiters, the gatekeepers, are accustomed to seeing lots of resumes. How many? I’ve had recruiters tell me they get hundreds of resumes a day. Unsolicited resumes. Resumes that don’t have anything to do with their niche specialty, or current opportunities. To them this is noise. Wonder why you don’t get a reply back? Or the phone call you are waiting for? Because they already have a full-time job … where are they going to fit in the time to personally respond to 200+ unsolicited non-matches each day?? (I know, its harsh, and I don’t like it either. Maybe there is another way. But its the reality – and I first experienced it last year in my job search when I was “working with” 30 recruiters.)

Part I – Recruiters

So these three recruiters that participated are playing the “nice guy” friend. That is, they see a resume that needs work and they actually help our John Doe. Reactions where similar by each of them:

Carl Chapman - Executive Restaurant RecruiterCarl Chapman’s reaction can be read in full on his blog (its quite comprehensive). The title of his post tells you what his initial impression was: “Ripping up the most important resume in the world – your own” … from his blog:

The first thing that catches me is how dull and unattractive to the eye the resume is. It is just too, too plain. No one is going to spend much time looking at the meat of the resume if the initial presentation doesn’t grab the reader’s attention. I would have filed the thing in the circular file and fired off a “can’t help” email to the potential candidate. – You must make your resume visually appealing enough that the reader will take time to dig in enough to see if you have a skill set that they need.

Daniel Sweet - FRACATDaniel Sweet of FRACAT (Free Resume And Career Toolbox) had a similar first impression – his title is “The Red Ink Flows Like Blood: JibberJobber Resume Massacre” … regarding how he looks at a new resume:

When I first get a resume, I do what I like to call an “HR Glance” at it. That is, I assume that I don’t know much about the position that I’m recruiting for….

Some of you may think that this observation is unkind. And you may be right. However, having my livelihood dependent on HR people from time to time, I also know that it is accurate.

So, let me tell you what is going through the average, low-end, not very long out of school, corporate HR type when they look at this resume: “Uhhhhhhh…..dunno” followed by the “delete” key and the next resume.

A more astute HR person or recruiter will see a generic resume that says: “I Don’t Know What I Want To Do With My Life. Would You Please Figure It Out For Me?”

Steve Levy - The Recruiting EdgeSteve Levy of The Recruiting Edge has similar initial impressions. His post is titled The Great Resume Massacre (Dr. Evil laugh). What I like about Steve’s feedback is that he walks us through his thought process, and its a little different. Can you assume that all processes are the same? You have one chance to get past the first test – do everything “right” so that you make it through to the next step! From Steve’s post:

Don’t know why but I always read resumes from back to front. Don’t assume they follow a “how to read resumes” book. Your customer may be quirky, but he is still your customer.

Contact info at the end? [Jason: I’ll talk about formatting in a later post, but this is a good catch – you can be creative and break whatever rules you want, but if you aren’t getting results (aka, interviews) then fall back in line with “best practices”]

The phrases strategic business partner and available upon request do the same thing to me – I wonder if the person uttering these really can walk and chew gum at the same time. Uh oh. I’ve had the opportunity to deliver a first impression, and that impression is going to put me right into the garbage can :(

Why are the skills at the end of the resume? Why isn’t there a summary at the top, a place where you highlight your skills and accomplishments in 1-2 short paragraphs? [Jason: Again, I’ll talk about formatting later but this is first-impression time… and John Doe is blowing it.]

Why do I share the recruiter perspective here? Because this is who you send your resume to. I imagine the HR response would be pretty much the same. Know your audience. Write to your audience. Dazzle your audience. DO NOT forget that there is a person on the other end of the e-mail, and part of their routine is to decide what to do with each of the 200+ resumes they get each day. What are you going to do to have your resume pass the smell test?

One parting thought… One of these three recruiters wrote this to me:

By the end of the post, I felt like I had beat up on the guy so much that it was inappropriate.

We’re not here to tease, or make John Doe feel like crap. Its not about beating you up. Its about helping you understand what the guy on the other end of the e-mail is thinking so that you can move forward.

Part II – Resume Writers (here’s a current post by Louise Fletcher on hiring a professional)

Alison Doyle - Job Search Expert at About.comHere are Alison Doyle’s initial thoughts:

What type of job is he looking for? That’s my first question, because his experience is a little scattered.

As far as the resume, from my perspective it needs a total overhaul.

If there’s a way to work in some strategic level responsibilities and up it a notch, that would help – billing support, copy writing, etc. sound like a lower level position.

Also, I’m wondering if there is a way to merge the company Y/Z lists to address the perspective (at first glance) that he’s job hopping.

What he needs to do is focus on customer service i.e. in his position descriptions.

My first thought in looking at the resume, was that it wasn’t clear to me what type of position the resume writer was seeking. He has lots of good experience, but it’s in a lot of different areas. The resume needs to be targeted and focused on the career field/positions that he is interested.

Barbara Safani - Career SolversFrom Barbara Safani:

The candidate is communicating tasks rather than accomplishments.

The candidate’s current resume does nothing to distinguish him from his competition. Lots of people have skill sets similar to this candidate. What makes him different? Imagine you are buying a new product…let’s say it’s a dishwasher…every brand has its own pitch…some dishwashers save water, some are better for the environment, some are faster, some are quieter…you get the picture. The consumer buys one of the dishwashers based on the product benefits, not its features…they all wash the dishes…the consumer needs to decide which dishwasher provides the most benefits to them.

It’s hard for the audience to get a quick read on all this candidate has to offer. Most people look at the top third of the first page of the resume. This candidate has a lot of great information on page two that needs to be incorporated into page one to give the reader a more comprehensive view of his competencies.

I have no doubt that this candidate is great at what he does. But he needs to find ways to showcase his value over and over again throughout the document in order to get the phone to ring.

Billie Sucher - Career Transition ServicesFrom Billie Sucher:

This resume does not need a tune-up; it needs a major overhaul. I would not be doing your friend / contact any favors by saying his resume was great; the workplace will teach him differently. I am all about helping someone get what they want, need, etc. in a fair, reasonable, professional, and caring manner…

Louise Kursmark - Expert Resume and Career Services for ExecutivesFrom Louise Kursmark:

His resume is completely lacking in the details and specific accomplishments that are essential to attract attention.

From Jason, regarding professional resume writers. The comments from the last post were interesting, including those that have absolutely no faith in resume writers. I understand… I’ve heard this from recruiters, regular people, etc. I think a real, qualified resume expert is worth their weight in gold – especially considering their entire focus is to develop a professional document that helps you get into interviews. I’ve said it before, if I had professional resume help I would have had a job a long time ago (alas, JibberJobber would not have gotten this far, so thank goodness my resume sucked)!

Jason’s Final Thoughts

You can ignore the first impressions, but I’ve heard the person looking at your resume will spend less than 10 seconds before they make a decision (save/toss).

Please think about what 10-second impression your resume is giving the decision-maker – if you don’t get past them you don’t get to see the hiring manager (yes, there are exceptions to this – that’s for another series!).

The Resume Experiment Series

Post IIntroduction
Post II – First Impressions/Reactions (today’s post)
Post III – Formatting (Wednesday)
Post IV – Content (Thursday)
Post V – Wrap-Up (Friday)


Checkout the job searchJobCentral.

14 Comments »

Comment

The Resume Experiment – Day 1 of 5

March 12th, 2007

A couple of months ago I met a guy who heard that my resume stunk, and was keeping me out of interviews. He asked me if I could check out his resume and let him know what I thought. I was happy to do it but realized that I was not the best person to help him out. And that two-month journey has led us to The Resume Experiment.

I have asked various experts to weigh in on his resume. Some responded with a complete resume rewrite, others responded with questions and concerns. Everyone had similar concerns, and everyone noted that they really couldn’t do this job justice without more information (I only sent them an introductory paragraph and the “current” resume). There are various reasons for the differening results/feedback.

While the end-result is interesting, I was fascinated by the process. I have heard comments about resume writers – just recently I read an e-mail post on a forum that said that resume writers turn out canned resumes from templates, and aren’t worth it. I would have let that opinion sway me 100% a year ago – I didn’t want to spend the money to get my resume professionally done. You know where that got me?

A few months down the road, with interviews at only two companies. And no job offers (I got the the third interview with each company).

The problem was evident – my resume was keeping me out of interviews. The math is simple – 3 months * $5,000/month (could be more, could be less, put in your own number to see what its worth) … not having a resume that got me interviews cost me at least $15,000. So you tell me how much I should have paid to get my resume fixed and start getting interviews!

Over this week I’m going to explore what I’ve learned from the experts. I will pick apart the thought processes and procedures. I want to help you understand how this resume thing works, and empower you with more knowledge about how to move forward (in other words, if you are wondering how to choose a resume writer, hopefully you’ll walk away with some ideas on how to proceed).

To get started, read the real resume. This is a Word document that has some of the information changed to protect the innocent – but almost all of the descriptive stuff is original. The formatting is original. This resume was not getting results (interviews). Can you guess how the experts are going to react?

Finally, I’d like to introduce you to the people that have participated (there may be more as the week progresses). I’ll introduce them in alphabetical order so you can’t try and determine my bias (if I have one ;))

Alison Doyle - JobSearch.About.comAlison Doyle – the About.com Job Search expert. I had lunch with Alison last week in Park City (Utah) and it was just too fun. Alison has many years of experience in the HR and job search arena. She blogs at JobSearch.About.com and with Susan Heathfield at their Career Savvy blog.

Barbara Safani - Career SolversBarbara Safani – Owner of Career Solvers, with expert experience in career management, recruiting, executive coaching, resumes and organizational development. Barbara blogs at the CareerSolvers blog and contributes to the CareerHub blog.

Billie SucherBillie Sucher – Private-practice career transition consultant and author of Between Jobs: Recover. Rethink. Rebuild. She blogs at the CareerHub blog.

Carl Chapman - Executive Restaurant RecruiterCarl Chapman – Carl is the owner of CECSearch, which is an executive restaurant recruiter firm for operations at all levels from store to executive office, as well as corporate support roles. Carl blogs at Confessions of an Executive Restaurant Recruiter.

Liz Handlin - Ultimate Resumes and BroadpeakLiz Handlin – CEO of Ultimate Resumes and VP of Marketing for Broadpeak Collaborative. I met Liz in Austin this January and could not believe how accomodating and helpful she was. Liz blogs at the Ultimate Resumes blog as well as the Broadpeak Executive Forum.

Louise Kursmark - Your Best Impression .comLouise Kursmark – President of Best Impression, author of 18 books, and was the first person worldwide to earn the prestigious “Master Resume Writer” credential. She contributes to the CareerHub blog.

Wendy Terwelp - Opportunity KnocksWendy Terwelp – Owner of Opportunity Knocks, providing career services including resume writing, coaching, personal branding, networking, etc. Wendy contributes to the CareerHub blog.

Make sure you check back daily to see how this rolls out – it should be fun and interesting. If you haven’t subscribed to this blog yet you can do it via e-mail – just put your e-mail address in the top right corner on this page :)

 

26 Comments »

Comment

How do YOU do company research?

March 9th, 2007

Are you a librarian? Cyber-sleuth?  You might be now!You should always do research on the company and industry before you go into an interview. That’s what the experts say.

You should always do this type of research to determine potential target companies. The experts say that too.

How do people do this?

Actually, my way of doing the research is simple, and even overly-time-consuming (read: I wasted time “researching” on the Internet (“just one more click!)). I did not think about a model to ensure I was headed in the right direction, like what Susan Strayer or Mike Murray have in their books. I just used Google to search on various things like “product manager” & my city. I would spend a lot of time sifting through job boards, seeing who was hiring for what position, and then use Google to do research on either that job title or that company. I’m not even sure I knew what I was looking for, other than “anything I could find.”

In the last year I’ve met some people that do research for a living. Here’s what I’ve learned:

Research with a purpose. Figure out what do you need to know about the company or industry, and then begin to look for answers to those questions. My “mud on the wall” research sessions had to be inefficient.

Get help and advice. I have friends that are good at research. I have mentors that think a couple of levels above my level of thinking (of course, that’s what a mentor is!). Find out from them what the questions should be, and what tools they use.

Outsource, if possible. I didn’t have the money, and the exercise was good for me, but I know some of you don’t have the time or technical skills to effectively do a research project. It makes sense to outsource the project to someone that knows the questions and can get you the answers quicker and more complete than you can.

Don’t have time?? Even if you are unemployed and dedicate your entire time to a job search, there are lots of things you need to do. Networking is one of them. Don’t neglect some of the harder things (networking is hard for lots of people) to do the easier things (“surfing” the internet is easy for most people). Make effective use of your limited time!

Get familiar with tools other than Google, tools that were designed to do this type of research. I’ve been jealous of the research tools that outplacement companies offer their clients – I’m talking about the expensive databases they have available to do this research. But I’ve found websites that will help you do the same thing – one of these days I’m going to go more in-depth on these tools but for now you can start to get familiar with any of these:

LinkedIn – did you know you can do research here? Just go into the advanced search screen and you can search on companies, industries, titles, etc. Recruiters do it all the time to find candidates (that’s why you should have a good, fleshed out profile with keywords that they might search for – you should also have a network bigger than 5 people, as your search results are limited to your network (I think up to three degrees).

Jigsaw – Inc. Magazine calls it “the world’s biggest rolodex” – basically you upload your contacts which gives you “currency” – you can then get a certain number of contacts out of it. Salespeople use this all the time as they are trying to network into a company (sound like familiar advice?)

ZoomInfo – “The search engine for discovering people, companies and relationships” … go search your name, or your company’s name and see what comes up. This is a great way to find where you have been mentioned, and the way it shows the results is more geared towards this type of research than a regular search engine is.

Google and Yahoo – Ok, so these are incredible tools but I doubt research experts actually use just one. Don’t neglect the easy tools – the results won’t come back as nice or precise as the others, but you’ll likely find different kinds of information.

Have guerrilla marketing tendencies? Find a way to get access to the premium services. I’ve tried ZoomInfo’s premium services and it is INCREDIBLE. But you won’t be able to afford it, personally (if you could, step on over to the JibberJobber upgrade page and buy lifetime access… while you are at it, by two! ;)). Perhaps you know someone that might have access to some advanced tools – maybe a law student that has access to LexisNexis, or something like that. Be creative and think about who you know that might have the access you need.

Of course, when you do this company research make sure you keep good records. This is where JibberJobber comes in. You can either record your notes as log entries, or you can put them in a Word document, put that in the Document Manager, and then link it to the company. And of course, make sure you put all the company contacts in (regular users get one free company contact, premium get unlimited contacts per company).

Finally, if you are interested in outsourcing this check out Fast Track Transition Career Research. If nothing else, sign up for the newsletter to see what they think about, what they talk about. (I think its important to know what industry leaders do, that’s why the links on the left include recruiters and other employment experts – resources for you to better understand the employment space). For some of you they are affordable (and worth it!) and they have a two to four day turnaround – better than you fidgiting around for two to four days!

How do you do research? What tools/techniques are beneficial to you?

15 Comments »

Comment

Chicken List Is Out – Now Put Away The Honey-Do List!

March 8th, 2007

Where's Your Honey Do List?  I know you have one...Last week I encouraged you to get your Chicken List out and make a call. Just work through it.

That encouragement does not tranfer over to the Honey-Do list.

A job search is more than a full-time job. You almost have to create the wheel (well, unless you use JibberJobber), and reach deep inside to do stuff you haven’t had to do for a long time (create a resume, create elevator pitches, etc.). Its hard to change your mindset from “sell my company’s product” to “sell myself.” And then on top of all of this – you are the one that has to execute the strategy! Its a HUGE job!

So why in the world do you think that you can knock things off the Honey-Do list? I know, you are now “working from home.” And you “have time.” And you “need a break” from the job search.

I know you have a hole in the wall. I know your toilet needs some work. I know you should really paint, or weed, or change wallpaper, or shampoo the carpets so you can have a better work environment.

But none of those things are really going to get you closer to getting your next job. Or next client.

So put the Honey-Do list away until Saturday. Pretend that your new job (that is, the job of finding a job) has you tied up from early in the morning until dinner time – and stop fooling yourself that doing Honey-Do’s right now is a good use of your time.

It isn’t.

Disclaimer: I’m not trying to be sexist, or offensive – change the name of the list if you want. This post is not intended just for those in a job search – you know you have some kind of list that distracts you from doing important stuff. If you don’t have a “honey,” I bet you still have your own “to do” list. Same thing. And finally, this is not a ticket to not do anything ;)… I’m just saying, there are some things that are not as high a priority as working on your job search (or career management, or small business development, or your job – even if you are underemployed!).

11 Comments »

Comment

How To Blog Without Blogging

March 7th, 2007

By now, you know I think you should have a blog. But I hear your issues:

  • It is a big committment
  • It takes time I don’t have
  • I can’t take on one more project (especially a long-term project)
  • I don’t have anything of value to say
  • There are 55+ million blogs out there, I’ll get lost in all the noise
  • There are already though-leaders in my space
  • … and whatever other excuse you have 😉

Seriously, you don’t have to tell me why you can’t or won’t blog. I have a response for each of these excuses above… I went through the same thing about a ten months ago, and took 3 weeks of hard thinking to finally decide to move forward with a blog.

So in this post I’m not going to respond to the “ya buts,” in fact, I’m not even going to try and convince you to start your own blog! But check out this really cool, clever technique that I learned from my readers here on this blog. Its all about creating or expanding your online presence.

First, create a LinkedIn profile and make sure the public profile is pretty complete (some public profiles have nothing in them, you have to login or connect with the person before you can see anything (think customer service – if you make someone login they are likely to click away without learning about you)).

Second, find blogs you like. I am starting to use BounceBase.com (its free) and saving my favorite blogs and topics. For example, I’ll save the JibberJobber blog and “Job Search” as a topic. BounceBase is kind of unannounced right now but I have a good source there, and am using it right now (after trying a bunch of RSS readers – this is more than an RSS reader).

Third, find specific posts in that blog that you can intelligently comment on. Don’t leave dumb comments like “This is a great post.” or something like that – think of commenting on other people’s blogs as adding to the conversation, not patting the blogger on the back. Leaving an intelligent comment increases your credibility (think: personal branding) and will make others want to know more about you.

Now, I’ll be honest and tell you that I LOVE other bloggers leaving comments on my blog. There are reasons for that (has a lot to do with blog marketing (or personal vanity :)), I won’t bore you with details). So it really is optimal if you have your own blog – but the title of this post is how to blog without blogging, and I’ve just let you in on the little secret 😉

Bonus: here are some of the blogs that I recommend commenting on (you should have your own favorites depending on your level (executive, professional, small business owner, etc.) and industry):

Kent Blumberg and/or David Maister – if you are a CXO, concerned with leadership, etc.

ServiceUntitled – if you specialize in or care about customer service (um… everyone that cares about customer service, raise your hand)

Russell Page or Janet Meiners– if you are involved in PR, marketing, etc.

Mike Schaffner, Phil Windley or Jeff Barr – if you are in IT (either strategic or techie)

Adelino de Almeida – if you are a marketing geek

I think you get the point. Fastest way to get started – go to BounceBase, choose Blog Search (on the left, in the drop down), and then type in a field, industry or whatever… and start looking for blogs to comment on! Don’t forget your LinkedIn public profile URL to leave on the comments!

Note: I’m going to leave a comment below so you can see what it looks like.

34 Comments »

Comment

Two New Goodies For You

March 6th, 2007

I have very few big goals. One of them is to make JibberJobber as easy to use and functional for you. Its all about you. Career management is a pain (although networking is pretty fun, once you get the hang of it!) without having to learn use clunky software. And JibberJobber strives to not be clunky software! Here are two awesome new things that you want to know about:

Save and Add Log Entry - introduced this week!The first goodie is one of the most requested features of the year – the ability to create a log entry right after you save a new network contact (or target company, or job posting). Well, now you can! Right below the save button there is a checkbox that says … when you check this box and hit save, it will open the new record and allow you to create a log entry.

Useful? Big time. Let me differentiate “notes” from a log entry… when I create a new contact I’ll make a note like this:

Jan is certified in x, y and z. I found out about her business from the First Friday event that I went to and we chatted for about an hour after the meeting. She thinks there are some great synergies between me and about 4 companies she is working it.

That is general information that is “timeless” (that is – information that I want to see each time I open her detail page). Now, I also need to call her and schedule a lunch, which I’ll do in a log entry:

Call Jan on Tuesday and see if we can meet Wednesday or Friday for lunch.

This is a specific, dated thing, and I need to create an action item with it … so instead of putting it in the notes I’ll use the log entry.

The second goodie is so cool I had to make a video! I heard about it at lunch from a guy that has been using JibberJobber for about a week but he has quickly turned into a power user. He said “I LOVE Anagram! I go into Outlook and drag my contacts into the Anagram box!”

I didn’t know that was possible. I came right home and tried it out and it worked (in Internet Exporer and Firefox!)… it was one of the coolest things I’ve seen on a website – and I’ve been doing this type of stuff for 10 years! Thanks Mike for the tip, and here is the 54 second video:

The quickest way to add a contact from Microsoft Outlook

See Comments / Leave a Comment »

« Previous Entries Next Entries »