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The Elements of Resume Style with Scott Bennett

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As hard as resumes are to write, the most effective ones are written plainly, clearly, and briefly. The struggle for most people is to capture reader’s attention through failing to communicate all three elements. One of the best guides in my opinion is The Elements of Resume Style. It is one of the books I reference serving my clients, and one I regularly recommend. Scott is my guest on today’s show.

If you struggle with presenting a clear, brief, accomplishment-focused resume, then you will exceedingly receive much value from this conversation. What is your greatest challenge in writing a resume? We would love to get your feedback.

I’d love your feedback in these three ways:

Blog: TheVoiceofJobSeekers.com (Use the send voicemail feature)

Email: mark@thevoiceofjobseekers.com

Voicemail: 708.365.9822

Scott Bennett is the author of The Elements of Resume Style: Essential Rules for Writing Resumes and Cover Letters That Work and founder of WriteResumesRight.com. The first edition was first published in 2005 (I thought it was 2001. I’ve had this book seemingly longer, but I digress), and the second last month. The first edition of The Elements of Resume Style was translated into Chinese and distribute in India in an English language edition.

Scott has reviewed more than 100,000 resumes and hired hundreds of employees at all levels. At one time he was the President and Chief Operating Public Service Computer Software, but in 1996 transitioned into career coaching. Since then, he has influenced thousands through coaching, workshops, and seminars.

Highlights from our conversation:

What has changed about the way we look at resumes has changed since 2005, “The more paths, the more mechanisms, and delivery systems…the more rules for writing resumes stay the same.” Clarity and brevity are just as important today if not more than ever
Hiring managers typically have many other critical responsibilities, and job candidates succeed in being noticed when they write a resume that respects the hiring managers time. Brevity and error-free resumes and cover letters attract attention in a pile that contains hundreds of resumes, and is quite rare
I loved it when Scott said not to “…play fun with fonts…” and not too many font sizes
He discourages readers from rewriting the job description, but with clear examples of their experiences. Instead of writing, “Excellent written skills,” write, “Wrote guide for 11,000 users,” displaying a clear evidence of your skills
Scott believes that the resume will not go away, just the way that it is delivered. The content remains critical and important
I asked Scott what he thought about infographic resumes (Shout out to Hannah Morgan as we discussed this two weeks ago). He stated that he thought it was a great idea, especially if the candidate is keeping his or her audience in mind. If a hiring manager’s secretary prints out resumes, then the impact will go unnoticed. But a computer/digital savvy hiring manager who views resumes online will more than likely note that this candidate stands out
Hear what Scott says about the “Summary” section (the first paragraph after the heading) and how to use it. His perspective is quite different than most of the advice you read these days. Let me know what you think.

Thanks again to AMACOMbooks for our three-year partnership and coordinating this conversation with Scott Bennett.

Resume help is featured through several recent episodes with some of the most knowledgeable resume writers and experts anywhere:

Personal SEO for Your Online Resume with Susan P Joyce

How to Proofread and Edit Your Resume with Lauren Milligan

Resume Keywords vs. Buzzwords with Erin Kennedy

Let me hear your resume struggles. What’s keeping you up at night? No responses from your resume? Let me help you. Call 708.365.9822 or email me at mark@thevoiceofjobseekers.com and leave me feedback and contact information!

by Mark Anthony Dyson

How Can Underemployed Job Seekers Adapt to the New Workplace

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The underemployed face major obstacles in this job market. It’s hard to count under-employed job seekers and many statistically blends with the unemployed. Under-employment is a major obstacle and epidemic in our country. More than ever, unemployed job seekers are entering a new workplace with stresses such as lower salaries and taking positions lower than their education or previous experience. This episode will help you with some strategies and mindset to help underemployed job seekers adapt.

If you are currently underemployed, or unemployed, and expect to take pay cuts or a position that is lower than your last this is an episode for you. You may have graduated from college, and the position you accept only requires a high school diploma, this episode should be helpful. Let me know in the comments if you are challenged in any of the above scenarios.

I’d love your feedback in these three ways:

Blog: TheVoiceofJobSeekers.com (Use the send voicemail feature)

Email: mark@thevoiceofjobseekers.com

Voicemail: 708.365.9822

Chaz Pitts-Kyser (@careeranista) is the founder and managing editor of Careernista.com, a diverse career site, with many contributors. She is also the author of Careeranista: The Woman’s Guide to Success After College. Chaz is quoted in many publications including Careerbuilder and Monster.

These are highlights from our discussion:

Chaz cited the numbers from the Employment Policy Institute 1 of 6 Americans are either unemployed or underemployed
People are regularly taking huge pay cuts going into their next position, and then add a side gig
One of the toughest adjustments is mental—coming off a long unemployment is hard to cope with the salary cuts, and downsizing their lifestyle
Unrealistic expectations, and a lack of research bring about problems outside of the workplace. Most Americans are spending more as they get more in salary, and do not consider spending less
We discuss ways the new employee (who has management experience) to work with managers that never managed someone with similar experience. How to not create a problematic situation in making suggestions respectfully
Chaz recommends expanding your vision to join committees that increase your exposure to show your experience and skills to more people throughout the company
We also discuss a few strategies that graduates and she help them by saying, “….your degree is not a magic wand.”
Chaz agrees that women adjust better to under-employment, but they do not negotiate. Even entry-level jobs are negotiable even if she recently graduated. Chaz’s book has a detailed chapter in her book about salary negotiation.

You want to check out the Facebook page for the new t-shirts that I will have an available in a couple of weeks. Let me know which ones you like the best. I have not announced a price yet, but I’d like to know your thoughts. I will announce pre-orders soon so stay tuned!

If you would do me a favor. Please go iTunes, and leave a review about the podcast. Your review will help the show’s visibility and reach job seekers that are looking for counsel and advice through podcast.

by Mark Anthony Dyson

How Can College Career Centers Thrive with Don Philabaum

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Career centers want to students to own their career destiny, and use the center’s plentiful resources. Parents are encouraged to disengage once their son or daughter land on campus. Many alumni associations are at a crossroads in understanding their role to help current and soon-to-be-graduates. These are few of the points of discontentment and contention that echo throughout this universal discussion.

Don Philabaum is the author of CHANGE IT! Create a Career Centered College Culture. He has solutions of how to build a community to help increase student engagement and career success. Don is the founder of TalentMarks.com and has been involved in building online communities since 1996.

Are you a career center professional frustrated with the system? Are you a student that want to use the career center but find it too boring? Are you a parent who does not see the value in the system? This episode is for you!

I’d love your feedback in these three ways:

Blog: TheVoiceofJobSeekers.com (Use the send voicemail feature)

Email: mark@thevoiceofjobseekers.com

Voicemail: 708.365.9822

Below are the highlights from our discussion:

Don stated that career training should start before college with parents setting the expectations, elementary school, junior high and into high school. Colleges can start reaching out to students upon recruiting them. Have them take the strengths finder, behavior and personality tests and other assessments
He shared that the entire community (parents, administrators, career centers) should be involved in the process. Don referred to the NACE study stating that students do not engage the college career centers. I also shared that at a recent college workshop that the room had upper-class men only. No freshman!
I asked Don did he think that parents misunderstand the role of college career centers. Colleges do not encourage parents to get involved, and they don’t want the “helicopter parent” to be engaged, and stay back
Alumni play a major part inspiring students and validate the career centers’ usefulness. LinkedIn has a great tool to unite students and alumni of the same college. Facebook has a similar tool to unite alumni and students together
Alumni associations should ask, “What kind of business are we in?” and “What kind of goods and services do we deliver to our customers?” The alumni associations must deliver relevant information to the college
I asked Don to explain his thoughts cited in his book that career centers should charge (additional to tuition) for advance career services to help students have a better career center experience
Listen for Don’s response as I inserted that career service professionals may need to have additional training to provide relevant and adequate help to students

I think that CHANGE IT! is a MUST READ for career services professionals. Don present ideas that point where colleges must go; an entity by entity business model structured so that engagement is prioritized. Career service professionals are then trained to advise competently , coach and empower students and alumni for now and future job searches.

Career center/service professionals, what do you think of this interview? How are you increasing student engagement? What are your challenges in reaching students?

Please comment below. Or feel free to use the contact information above and I will read your comments on air. You can also use your computer mic when you press the “Send Voicemail” button to your right.