Choosing Your Resume Strategy: Specialist or Generalist

By Larry Buhl, for Yahoo! HotJobs



In a buyer's market, you may be tempted to throw all your skills on your resume, praying that the sheer variety of your experiences will overwhelm an employer. After all, you wouldn't want a potential employer to overlook that one gem in your background that could really set you apart.

But does the generalist resume work best today? Not necessarily. Recruiters say emphasizing the breadth of your experience depends on what you're looking for.

The Generalist's Advantages

Positioning yourself as a generalist could be effective if you:

-Target Small Companies: "A company with fewer than 500 employees may see a job seeker with a broad base of skills as giving them more for their money," says Dave Upton, founder and CEO of ExecuNet. At tiny companies or startups, a broad array of skills is often essential due to the need to wear different hats, Upton added.

-Target Downsizing Companies: Organizations that consolidate functions will often want someone who can do many things, such as a single HR generalist who can handle compensation and benefits as well as recruiting functions, says Stefanie Cross-Wilson, co-president of recruitment and talent management at Hudson.

-Will Take Any Job: Recruiters agree that the scattershot approach yields scattershot results even in the best of times. But if you simply want a foot in the door of a company -- any company, doing anything, anywhere -- selling yourself as a jack-of-all trades could pay off.

The Specialist Positioning

Selling yourself as a specialist is preferable if you:

-Know Exactly What You're Looking For: If you're sure about what you want and know how your skills match up to the requirements, make the case that you're the one they need and don't muddy your resume with a variety of unrelated skills.

-Work in a Competitive Industry: These days, employers who used to receive dozens of resumes for a position may see hundreds or thousands. The person who fits the job best, particularly in a competitive field, is more likely to get the job than someone who can do a bit of everything, recruiters say.

-Seek a Job Requiring Specialized Skill: An employer filling a job that requires deep knowledge of industrial automation, forensic accounting or video game design, to name a few, can usually find a candidate with the exact skills to match the job. If you don't have the specific skills, your knowledge of gardening, accounting or music theory, while nice to have, won't make up that deficit.

The Best Approach

Still not sure which approach is best? Recruiters recommend playing it safe by positioning yourself as a "specialist, with breadth." To do this:

-Research a job opening and the company to find out exactly what skills are needed and what other skills might be useful.

-Emphasize the depth of your expertise in the most necessary job skills -- the ones that actually match the job description -- and add your compatible skills at the bottom of the resume.

-Don't send out a hodgepodge resume. You're more likely to confuse the recruiter or the hiring manager, who may think of you as a dabbler without depth.
This tactic, recruiters say, will cover your bases by showing the breadth and depth of your skills, and that could be a winning combination in a tight job market.

"When more people are vying for the same jobs, it's even more important to show your skills fit well," says Lindsay Olson, partner and recruiter at Paradigm Staffing. "If you are a generalist, then you should be able to tweak your resume to fit the position. A resume should show me how you fit the requirements, not make me guess."

Cross-Wilson agrees. "If you possess the 'nice to have' skills, then show them, but not at the expense of the 'must have' skills," she says. "In most cases, if you are not competitive on the must-haves, you will not get the job."

Should you send a thank you letter after an interview?

Should You Send a Thank-You Letter After an Interview?
By Margot Carmichael Lester, Monster Contributing Writer

Does sending a thank-you letter after an interview really make a difference? Could it possibly influence the hiring decision in a positive way? Should you even bother? We asked several experts for their thoughts, and here’s what they had to say.

Point: Interview Thank-You Letters Have Impact

“Sending a well-crafted and timely thank-you note can add a positive impression to an already positive connection,” says Jennifer McClure, president of Unbridled Talent, a Cincinnati firm specializing in talent acquisition, recruiting and staff development. “While it won't likely make the difference in getting hired, it can help them to remember you in the sea of people that they interact with on a daily basis.”

Ken Goldman, a partner with ImproSells, a Jersey City, New Jersey-based communication training company, agrees. “If you're not going to take the extra steps to get the job, what will you be like six months in? I think it reflects poorly on the candidate.”

The extra effort on the part of one candidate made a difference to Carol Galle, president and CEO of Special D Events, an event-planning firm in Royal Oak, Michigan. “I recently filled an open position for which I had two highly qualified candidates, but it was a thank-you note that made the difference,” she says. “[One candidate] took the time to create a custom two-dimensional note card with our company's logo and a sincere, handwritten message of thanks. I want to hire people who genuinely want to work for my company, and it was clear from her effort that was the case.”

Counterpoint: Notes Don’t Make a Difference

“A thank-you note is seen as good taste and polite, but I’ve never seen it come close to making a difference in a hiring decision,” says Sharon Siegel, a recruiter and career coach with a 140,000-employee organization in the New York City area and owner of SharonCC, a career-consulting company. “If someone meets the credentials and has a great interview, we're not going to change our minds on making an offer if a thank you isn't received. On the other side, if someone has a terrible interview or would not be able to do the job, sending a beautiful thank you doesn't make me change my mind.”

Some folks feel sending a thank-you letter after an interview can actually hurt your chances under certain circumstances. “It is better to not send one, especially if you are not a good writer or [if you] have really poor handwriting,” says Kristine Dunkerton, an attorney and executive director of the Community Law Center in Baltimore. “Even if you are a good writer with good handwriting, I don’t think it is a great idea because it makes you seem a bit desperate.”

The Final Word

While a thank-you letter may or may not make a difference in hiring, it’s still probably a good idea to send one. “While many recruiters and hiring managers say they don't care about thank-you notes anymore and don't pay attention to them, you never know if the person that you're interviewing with does care,” McClure says. “So it's best to make sure that you check the box and send the note. If they don't care about it, then it didn't hurt. If they do, then you met their expectations.”

Revamp Your Online Image

Revamp Your Online Image
By NicoleWilliams.com staff

Many young professionals are all over the Web, especially on social networking sites such as Facebook and MySpace. But what might be cute and funny to friends and family may not be as humorous to potential employers (such as pictures from that blowout party you attended on New Year’s Eve). It’s not surprising that with the ease and affordability of search engines, employers can and do eliminate job candidates based on an applicants’ online image.

In a 2005 survey of 102 job recruiters by ExecuNet, 75 percent said that they utilize search engines to research job candidates, and 26 percent have eliminated candidates based solely on what they have uncovered online.

Whether you’re a new graduate looking for your first professional gig, or have already gotten your feet wet in the professional world, you need to keep tabs on your online image. You spend so much time on your resume -- be careful about the rest of your online profile as well. Here are some things to keep in mind.

Beware of social paparazzi: With blogs and photo-sharing sites abounding on the Web, there’s no telling where that picture a fellow partygoer snapped is going to end up. While you should have a good time when you’re out, keep in mind that you never know when the spotlight might shine on you. (In other words, when someone tempts you to do a keg stand, think twice before assuming the position.) You wouldn’t want damaging pictures or videos surfacing on the Internet featuring you as the star.

Do your own PR: The trick to maintaining a positive online image is to increase the favorable content out there. Create a professional Web site or publish your resume online (leaving out your street address, Social Security number and other personal information). You can also create a blog that focuses on your industry or hobbies. Be sure to keep them updated and you’ll impress anyone who Googles your name.

Use technology wisely: Take advantage of new online job-searching technologies by uploading your resume to Monster.com so that employees can find you using precision searches. Monster’s new precision search technology means candidate searches will no longer return hundreds of “so-so” options. They’ll come back with several great options most tailored to what the employer is looking for -- making sure your resume will meet its perfect match and not get lost in the crowd.

Bring in the authorities: If you come across a Web site that contains images or inappropriate information about you that you want deleted, contact the site’s Webmaster and request that the information be removed. If that doesn’t work, consider using ReputationDefender.com, a paid service that trolls the Web for information about you and destroys harmful content.

Six Soft Skills That Could Land You the Job

By Larry Buhl, for Yahoo! HotJobs

Wanted: Payroll manager with BA in accounting, five years of management experience, extensive knowledge of payroll principles and a sense of humor.

Wait. Humor? Now you have to reconcile W-2s, process checks and crack up coworkers? Has the job market become that competitive?

Not exactly. Employers seem to demand the moon these days, but they're really looking for candidates who may be easier to work with (assuming they already have the core skills to do the job). That means "soft," or intangible qualities, such as leadership skills, a sense of humor or being able to "play well with others," can be a strong competitive advantage for the job seeker. When a search comes down to two systems analysts with similar backgrounds and core competencies, the one who also may be a better "team player" or who can "wear many hats" is more likely to get the nod.

Qualities You'll Need

"Today, employers want to see a candidate's ability to show value in the workplace beyond the job description," says Stefanie Cross-Wilson, co-president of recruitment and talent management at Hudson. "It's the tangible skills or core competencies that get you in the door. It's the soft skills that often get you the job."

Any of these six qualities could give you a competitive edge:

-Leadership/Team Building: Leadership skills are not only critical for supervisory positions, but also for candidates who may want rise to positions where they'll give directions to others, experts say.

-Team Player: Employers like people who play well with others. Even if the job you seek isn't officially part of a team, an employer may want examples of how you collaborated with people who don't report to you.

-Goal-Oriented Self-Starter: This doesn't necessarily require motivating others. While employers don't necessarily want loose canons or mavericks, they do appreciate people who don't need to be told what to do and can set their own tasks and follow through.

-Excellent Communicator: No matter what the core job duties are, the ability to write a coherent memo or email, give clear verbal instructions and help meetings run smoothly -- or, at least, not sabotage meetings -- will probably be needed.

-Flexibility/Multitasking Ability: Sometimes employers will call this the "ability to wear many hats." Most professionals have multiple job duties even in the best of times. In an environment rife with layoffs, managers are especially comforted knowing a candidate can take on even unanticipated tasks.

-Sense of Humor: Unless you're applying to Comedy Central, you don't have to make them double over laughing, according to John McKee, president and founder of BusinessSuccessCoach.net and author of Career Wisdom. "While I don't hear recruiters asking for candidates who can tell a joke well, I do believe that evidence of light-heartedness and/or the ability to lighten up a tough situation is valued, and self deprecation seems to be well-received," he says.

Putting the Skills in Play

Other common soft skills demanded on job listings include "time management" (you can get everything done on time), "strong work ethic" (you're not inclined to take three-hour lunches) and "problem solver."

Though you might be able to hint at any of these qualities on your resume, it's really in an interview where you let the skills shine. "At interview time, most hiring managers are digging deeper into core skills, but also evaluating soft skills, which depend on what is necessary for the position," says Lindsay Olson, partner and recruiter at Paradigm Staffing.

You don't have all of these soft skills? Don't worry. Even in today's job market, it's not necessary to be superhuman. "Employers don't expect you to be brilliant at everything," Cross-Wilson says. "In the interview you can be honest if there is a weakness you have. If you are able to be relaxed and be yourself, they'll see you as authentic."

Build Mini-Stories

Olson suggested that job seekers build "mini-stories" around the soft skills they think would be valuable for the job and share them at the interview. "You should prepare specific examples of how you dealt with a specific task or issue that will help others understand you have skills to solve their problems too," she says.

What if you don't think you have the necessary soft skills to land the job? It's not like you can take a class to boost your sense of humor, but you can ask a mentor or a friend for help in improving, for example, your email etiquette. Many soft skills can be built or improved on the job, experts say. Consider volunteering for more responsibility, or jump at the chance to be on a team, so that you'll have anecdotes to tell on your next interview.

9 Snap Judgments Managers Make in Job Interviews

by Jeff Haden

One of my favorite Gladwellian Theories (Malcolm Gladwell is the king of cool theories) is thin-slicing: the ability to find patterns and make decisions based on the combination of a limited set of data and a wealth of experience. Call them hunches, call them snap decisions, but more often than not thin-slice judgments turn out to be accurate.

Like where hiring employees is concerned.

I’ve interviewed thousands of potential employees and hired hundreds of them. Over time I developed the ability to quickly size up a candidate, sometimes even within a minute or two, based on one or two actions or comments. My snap judgments were rarely wrong. (Although I didn’t always avoid making one of the biggest hiring mistakes.)

I know what you’re probably thinking:“But that is so unfair. You owed it to every candidate to wait until the interview was over to draw an overall conclusion. You can’t make a hiring decision based on one or two minutes out of an hour-long interview.”

Fair enough. But keep in mind most interviewers do the same thing. In fact, the more experienced the interviewer the more likely they are to make snap judgments. Fair or unfair, we’re heavily influenced by first impressions or by what experience indicates are pivotal moments. If you’re the job candidate you can either complain about the unfairness of it all and blow the interview, or accept that fact and use it to your advantage.

Here are some positive thin-slices:

The candidate immediately thanks me for the interview and says they’re excited about the opportunity. I want you to be glad you’re here. I want you to be excited about the job. If you’re not thankful and excited now you definitely won’t be thrilled after six months on the job. Plus an overt “let me see if this job is a good fit for me” interview can often be painful for the interviewer; even if over the course of the interview you realize you really want the job, you probably already lost us. Emotion — positive emotion — is good.

The candidate needs to make “truck payments.” Years ago I was in charge of part-time employees at a manufacturing plant. Full-time employees were required to work heavy overtime but part-time employees were not, making coverage (and my job) difficult. When I asked a part-time candidate about their willingness to work overtime I loved the guys who said, “I’ll work all the overtime I can get. I bought a new truck and the payments are killing me.” Every job has a hot button requirement: Maybe it’s frequent travel, maybe it’s last-minute overtime, maybe it’s a particular skill… a candidate who finds out the position’s hot button and meets it is 90% home.

The candidate is late — but doesn’t tell me why. Say you’re late for an interview. Don’t tell me about traffic or bad directions or parking problems. Just say, “I’m sorry I’m late. If I’ve thrown off your day I will be glad to reschedule whenever it’s convenient for you.” Take ownership, don’t make excuses, and offer ways to make things better. Nothing ever goes perfectly, and knowing you will take responsibility and work to fix problems is impressive.

The candidate asks for the job. Salespeople ask for the sale, and candidates should ask for the job. Just say, “Thanks for the interview. I really enjoyed speaking with you. And I would really love to work here.” Why should I offer you something you’re not willing to ask for?

And some negative thin-slices:

The candidate complains. Most people know not to complain about their present employer, but any complaint is a downer. Say you notice a photo of my family standing front of the Colosseum. You say, “Wow, I’ve always wanted to go to Italy… I’ve just never been able to afford it.” Even gentle whining is a bummer. Don’t complain about anything, no matter how justified. Negatives always stand out.

The candidate isn’t ready. Don’t you hate when you’re standing in line at the grocery store and the person in front of you waits until all their items have been scanned and bagged before they reach into their wallet for their checkbook? The same is true in an interview: Have your resume and everything else you need all set to go. Hit the ground running and immediately focus on the interviewer. “Work” is a verb. Make “interview” a verb too.

The candidate tries to take charge. Everyone likes a leader… just not in an interview. Feel free to subtly shape the interview and lead the conversation into areas that showcase your strengths, but don’t try to take over. Employers need people who can lead and follow. Plus, be honest, you trying to take over is really irritating.

The candidate gets “comfortable.” I want you to be relaxed and at ease during the interview, but I also want you to sit up, sit forward, and show the interview matters to you. Kicking back says you don’t really care.

The candidate asks throw-away questions. Here’s the golden rule: When asked if you have any questions, don’t make a few up to try to impress me. If you have no questions, say so. Don’t ask about something you could have easily learned on your own. Don’t ask questions designed to make you look good. In short, don’t ask what you think I want to hear. Interviewers can tell, and it ends the interview on a down note.

10 Tips to Improve the Quality of Your Networking

By John Rossheim, Monster Senior Contributing Writer

In this age of metrics, it’s tempting for job hunters to seek solace in the sheer numbers of their effort: 200 job postings answered, 300 resumes mailed, 400 business cards collected for the purposes of professional networking.

But if you think about how these brute-force employment campaigns affect the professional on the other side of the desk -- the HR recruiter, the networking contact in a powerful position -- it quickly becomes apparent that the rack-up-the-numbers networker is on the wrong track. That’s because these days employers are looking to select a very few outstanding professionals from a tidal wave of good people who just want a job.

So in the end, the quality-oriented networker, the thoughtful individual who always tries to give better than he gets, should have the advantage. Here are 10 points to keep in mind as you emphasize quality over quantity in your professional networking.

1. Quantity Is a Turnoff

If you hand out business cards like you’re dealing poker, most folks will fold. “People don’t want to do business with a card thruster,” says Shel Horowitz, a marketing consultant in Hadley, Massachusetts. In fact, speed networking probably does not yield the best return on your investment of time. “Quantity networkers are forgettable individuals,” says Benjamin Akande, dean of Webster University’s George Herbert Walker School of Business & Technology. “If a guy is just looking for his next consulting contract, I don’t want to know him.”

2. Don’t Work the Room

Don’t kid yourself: If you’re always on the lookout for the next professional hookup, people will take offense. “When people spend 50 percent of the time looking over my shoulder, I don’t feel warm and fuzzy,” says Sally Haver, a senior vice president at The Ayers Group, an HR consultancy in New York City.

3. Take Time to Make a Real Connection

When you and a new acquaintance seem attuned, take time to explore how you might help each other out. “A lot of people figure that coming back from a networking opportunity with just one contact makes it a failure,” Horowitz says. “But my hour with one good contact makes it a success.”

4. Make Your Case for Building a Relationship

Recognize that if you’re between jobs, you probably have more discretionary time than most of your valuable networking contacts do. “People are overrun with requests,” Haver says. “Unless there’s a compelling reason for someone to meet with you, they won’t make the time.” So work hard to make yourself useful.

5. Exchange Stories

Don’t forget that you are more than the professional objective at the top of your resume. “Networking is about telling your story, describing your human competitive advantage -- what you do that nobody else can do,” Akande says. And ask a new contact to tell you her story. “At the start of a professional relationship, I ask questions to get unique pieces of information about the person,” Haver says.

6. Respond to Others’ Challenges

There’s no better way to establish a business networking relationship than to contribute to the solution of your new contact’s pressing problem. “If someone states a challenge that they’re facing, respond -- no later than the next morning -- with something of value that addresses their issue,” says John Felkins, president of Accelerant Consulting Group , an organizational development consultancy in Bartlett, Tennessee.

7. Set Yourself Up for the Next Contact

If you intuit that a new contact will have lasting value, start building a bridge to your next exchange before you say your first good-bye. “I ask people what they’re working on right now, which gives me a segue to another contact,” says Akande. “I make notes so that the next time I can say, ‘You mentioned in our last conversation…’”

8. Make Yourself Useful, Again and Again

“If you consistently position yourself as a resource to others -- fellow college alums, former colleagues -- it will make you more valuable to your contacts, and, in turn, their contacts, as time goes by,” says Amanda Guisbond, an account executive in the Boston office of PR agency Shift Communications.

9. Don’t Forget Social Media

Social media are powerful tools for professional networking when used judiciously. But spam is distasteful no matter what the social medium du jour. So be selective, and use virtual contacts to supplement, not supplant, face-to-face meetings. As Horowitz puts it: “Social networking is deeply reinforced by an in-person connection.”

10. Mind These Three Watchwords for Quality

Looking for a slogan to sum up quality networking? Try Haver’s: Selectivity, discretion, mindfulness.

Prep for the Top 10 Interview Questions

By Carole Martin, Monster Contributing Writer

Too many job seekers stumble through interviews as if the questions are coming out of left field. But many interview questions are to be expected. Study this list and plan your answers ahead of time so you'll be ready to deliver them with confidence.

1. What Are Your Weaknesses?

This is the most dreaded question of all. Handle it by minimizing your weakness and emphasizing your strengths. Stay away from personal qualities and concentrate on professional traits: "I am always working on improving my communication skills to be a more effective presenter. I recently joined Toastmasters, which I find very helpful."

2. Why Should We Hire You?

Summarize your experiences: "With five years' experience working in the financial industry and my proven record of saving the company money, I could make a big difference in your company. I'm confident I would be a great addition to your team."

3. Why Do You Want to Work Here?

The interviewer is listening for an answer that indicates you've given this some thought and are not sending out resumes just because there is an opening. For example, "I've selected key companies whose mission statements are in line with my values, where I know I could be excited about what the company does, and this company is very high on my list of desirable choices."

4. What Are Your Goals?

Sometimes it's best to talk about short-term and intermediate goals rather than locking yourself into the distant future. For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility."

5. Why Did You Leave (Or Why Are You Leaving) Your Job?

If you're unemployed, state your reason for leaving in a positive context: "I managed to survive two rounds of corporate downsizing, but the third round was a 20 percent reduction in the workforce, which included me."

If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience."

6. When Were You Most Satisfied in Your Job?

The interviewer wants to know what motivates you. If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences. "I was very satisfied in my last job, because I worked directly with the customers and their problems; that is an important part of the job for me."

7. What Can You Do for Us That Other Candidates Can't?

What makes you unique? This will take an assessment of your experiences, skills and traits. Summarize concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly."

8. What Are Three Positive Things Your Last Boss Would Say About You?

It's time to pull out your old performance appraisals and boss's quotes. This is a great way to brag about yourself through someone else's words: "My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humor."

9. What Salary Are You Seeking?

It is to your advantage if the employer tells you the range first. Prepare by knowing the going rate in your area, and your bottom line or walk-away point. One possible answer would be: "I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?"

10. If You Were an Animal, Which One Would You Want to Be?

Interviewers use this type of psychological question to see if you can think quickly. If you answer "a bunny," you will make a soft, passive impression. If you answer "a lion," you will be seen as aggressive. What type of personality would it take to get the job done? What impression do you want to make?