Standing out in a Competitive Industry

Standing out in a Competitive Industry

When you’re applying for a job, standing out from the crowd is always a challenge. But, this tough task can suddenly seem insurmountable when you’re applying for an extremely competitive position. Have a read below for 5 actions that are helpful to you standing out in a competitive industry.

However, spending all of your time obsessing over the intense competition will only serve to make you feel more anxious and self-conscious—qualities that definitely won’t help you approach your job hunt and interviews with confidence. So, let go of that intimidation and instead focus on doing what you need to do to separate yourself from the pack.

But, how can you draw positive attention to yourself, when there are hundreds of other people applying to that exact same job? Here are five tips that are sure to help you stand out from that pile of other applicants.

1. Get Personal

Feeling like you’re submitting your materials into cyberspace is always frustrating—especially when you put so much time and effort into them. And, when you know that tons of other people are following that exact same process, it’s easy to feel like you’re in a long line just waiting to draw your number.

This is when making a personal connection can make a huge difference. What exactly does this mean? Start by seeing if you know anyone who currently works for that employer. Whether it’s an old friend or an acquaintance on LinkedIn, having someone who can hand-deliver your resume or put in a good word for you can really help to put your name at the top of the interview list.

If you can’t track down someone who can refer or recommend you, you should still make an effort to be as personal as possible in your application materials. Skip that generic “To Whom It May Concern” line (those letters typically find their way directly to the wastebasket!), and instead do some digging to see if you can find the name of the person you’d be working directly for—or even the hiring manager.

Knowing that you put in the legwork and research necessary to personally address your documents immediately portrays you as a dedicated and resourceful applicant. And, that reputation is sure to put you back at the top of the pile!

2. Improve Your Documents

A resume that’s riddled with typos and grammatical errors. A cover letter that contains the wrong company name. Yes, they’re all sure to make the hiring manager remember you—but not necessarily in a positive light.

It seems basic, but going through your resume and cover letter with a fine-tooth comb is absolutely necessary. Not only is this a best practice when applying for any sort of job, it’s also a surefire way to help you differentiate yourself from the crowd—you wouldn’t believe how much of your competition is immediately discounted, simply because their documents are sloppy.

Aside from just scanning for basic errors, now’s also a great time to polish your materials and make sure that they’re memorable and impactful. Ensure that you include quantifiable achievements in your resume that don’t only tell how great you are at what you do, but show it as well. Start your cover letter off with an engaging and captivating story, rather than that standard, “I’m writing in regards to…” line.

No, you don’t want to send a singing telegram or print your resume on hot pink paper. However, these more subtle tweaks and additions can really help you to be remembered—in a way that’s not eccentric and over-the-top.

3. Go Above and Beyond

I won’t deny that your resume and cover letter are extremely important documents for job search success. But, does that mean they’re absolutely the only things you need in order to land your dream job? Absolutely not.

You should never hesitate to go the extra mile, show some initiative, and share some other materials that a potential employer might care about. Go ahead and send them a link to your portfolio or personal blog. Anything that helps them to get a better sense of who you are as a candidate will benefit you!

You can even take things one step further by completing a sample specifically for that employer. Applying for a social media management position? Pull together a brief example of a social media strategy that you think could work for them. Want to be a data analyst? Share that amazing Excel spreadsheet you built—complicated macros and all. Showing that extra effort demonstrates how interested you are in the position. And, if they actually like the sample work you create? Well, then you’ve already got one foot in the door!

4. Polish Your Social Media Presence

Your work examples and official career documents will only take you so far. After all, employers pretty much expect that you’ll put your best foot forward when it comes to those materials. So, what will they do next? More than likely, hiring managers will look you up on social media.

Believe me, you don’t want to be remembered as the candidate who stars in that video for “Phi Sigma Rho’s Longest Keg Stand” or the applicant who writes scathing reviews of every single ex-boss on Facebook.

So, before even submitting your stuff, ensure you’ve taken the time to clean up your social media profiles. Bonus points for actually taking the time to polish and update your LinkedIn profile while you’re at it!

5. Follow Up

You know all of that intense competition we talked about? Well, it not only overwhelms you—it’s also pretty overwhelming to the hiring manager as well. Suddenly, they have an inbox full of submissions, and it’s up to them to weed out the junk in order to find those diamonds in the rough.

So, don’t be surprised if you don’t hear back immediately about that job you’re so excited about. In fact, you likely won’t receive a super timely response. This is why following up is so important.

If you haven’t heard anything (whether that’s a “yes”, “thanks, but no thanks”, or a “we’ve received your submission” email) in about a week or two, feel free to reach out personally and check in on a timeline for a hiring decision. Make an attempt to use the most personalized email address you can find. But, if you can’t hunt one of those down, a general “info” or “careers” address will suffice as well.

Craft a friendly message just asking for an update on the hiring process for that specific position, reiterate your excitement about the opportunity, and thank them for their time. Still radio silence? You’re free to follow up once more. But, after that, it’s time to let it go. We all know there’s a fine line between being persistent and being a pest.

Standing out from the crowd when the job competition is stiff can undoubtedly be tough. But, it’s not impossible! It just involves some thought and creativity. Put these tips to use, and you’re sure to find your way to the top of that resume pile.

Need to get ready for job search success?  Our team at PWU is here to help.

We offer Resume updates, Cover Letters, LinkedIn Optimization, Recruiter Services, and Professional Career Coaching.

Book a free 15-min consult here https://calendly.com/powerwritersusa-ca

Career Breaks and The Comeback

Take a career break and coming back

Career breaks occur for all sorts of reasons.  Some may choose to take a step back in favor of dedicated family time.  Others come by a career break following redundancy in the company.  Perhaps you’ve decided to enjoy different experiences, such as traveling or to rediscover your interests. Whatever the reasoning, here are 6 tips on navigating career breaks and the comeback.

Whatever motives got you there, the time may come when you decide to jump back onto the career ladder.

Getting a job can be daunting enough, but it can be even more unnerving once you’ve taken a break from work. You may feel anxious about starting a new job or you may worry that your skills are a little rusty because a lot has changed since you’ve been away from the workplace.

If you feel you’re in this situation, below are six effective tips to help increase your chances of getting hired following a career break.

Six Tips to The Comeback

1. Assess your situation

Many people make the mistake of jumping straight back into the first job they can find. Firstly, if you’re not sure about a job, the interviewer may sense your uncertainty and will be unlikely to take you further in the hiring process.

Secondly, if you secure a job that isn’t suitable for you, you could even find yourself job hopping frequently before you find the right one. It’s therefore important to take some time to assess your situation first and decide what you want to do. Open your mind and remember, what was right for you before your career break, may not be what the best fit is for you now.

2. Update your resume with your career break.

It’s common for a candidate to believe that a gap in their resume will ruin their career.

However, instead of seeing it as a handicap, see it as something positive that can differentiate you from other candidates. If you haven’t been working for a long period of time, don’t hide it. A break can provide lots of benefits that can make you just as, if not more hireable, even if it’s just been a chance for you to take a step back and re-evaluate your future career.

Add all the new skills you may have developed during your break, and explain how these can relate to the job you’re now applying for. 

For example:

Did you take a diploma course specializing in new technology?

Did you do volunteer work and develop your leadership skills, which will help you to lead a team more effectively? 

Or perhaps traveling the world helped to give you a much-needed confidence boost?

3. Network

When looking for your first job after a career break, don’t forget to use your existing connections. Spend some time reaching out to your previous colleagues, clients, friends, and family. Let them know that you’re seeking a new position.

They may have the perfect job for you or be able to point you in the right direction. This is also a good opportunity to prepare any potential references that could support your new job applications.

4. Be prepared for your interview

Before you attend your first interview, make sure you’re prepared to answer questions about your career break. You may be asked why you have a career gap and what you did with your time. Honesty is the first step. Make it clear what you did during your break and why you decided it was the right thing for you to do.

You could tailor your answers to demonstrate how your break will benefit the role you are now applying for. Think critically about some of the concerns an interviewer may have. They may wonder whether you’re ready to get back on the career ladder for example. In this case, explain why you have decided to re-join the workforce, whilst emphasizing your passion, drive, and focus.

5. Look for career returner programs

As well as using job boards to search for jobs, research the various career returner programs that may be available. Deloitte is just one example of an organization that runs this kind of scheme. Their return to work program lasts for 20 weeks and is aimed at men and women who have taken a career break. Whether the break has been for family or other reasons, the scheme provides tailored support and experience to help you readjust to being back at work.

JP Morgan is another business offering a similar scheme. Their global ReEntry Program provides networking and mentorship opportunities to senior executives who are looking to re-join corporate life after taking a career break.

6. Be confident

Whether you’ve been away from work for 12 months or 2 years, getting back into the hiring pool can be nerve-racking. However, the most important thing is that you remain confident in your abilities.

Without confidence, you can easily undervalue what you can offer an employer. Write down your skills and strengths on a piece of paper. Refer to this during your job search, to help give you a boost of energy.

If you’re uncertain, ask friends and family to share their feedback on where your strengths lie. They may offer some suggestions that you had not previously considered.

If you’re concerned that your skills are no longer up-to-date, take a refresher course. Make sure you do your research too. Look at the employer’s website and social media channels.

You should also look at their competitors, read the latest industry news and research industry trends. Knowing you have all the information you need, will help you to be much more confident, especially during interviews.

Everyone has their own career path

Taking a career break is more common than you may think, despite the stigma that is sometimes attached behind how potential candidates will fill that void. Everyone has different career ladders they climb at their own pace depending on what their goals are in life.

So if you’re feeling apprehensive about jumping back into the workforce after a career break, remember these tips to put you on the right path with renewed confidence.

Need to get ready for job search success?  Our team at Power Writers Canada is here to help.

We offer Resume updates, Cover Letters, LinkedIn Optimization, Recruiter Services, and Professional Career Coaching.

Book a free 15-min consult here https://calendly.com/powerwritersusa-ca

The Road to Executive Level Leadership

The Road to Executive Leadership

With there being a lot fewer executive positions than mid-level management roles, the road to executive leadership is highly competitive. Therefore, it’s abundantly more difficult to climb to this next rung of the corporate ladder. 

However, with the right attitude, work ethic and connections, you can prove your value and earn that coveted executive title and responsibility.

1. Understand And Embody ‘Executive Presence’

It seems as though the concept and practices of executive presence have tremendously increased in value over the years.  Last week we dove deep into what EP really is and found that, at the roots, executive presence is the powerful ability to inspire confidence.

Executive presence includes first impressions of appearance, interpersonal communication skills, and body language.  EP consists of effective listening, effectively maneuvering through office politics and exuding authentic charisma. 

Technical skills might have landed the job, but an executive presence moves a manager up. 

 2. Develop Your Strategic Thinking Skills

Lower levels of leadership focus on the day-to-day execution of the strategy. Executive levels focus on developing a broader view of the organization.

The development of strategic thinking allows you to become aware of the big picture.  Develop more skills in seeing the interconnections between the operating systems and long game strategy. Lean into thinking more strategically and from a systems perspective.

3. Maximize your Influence.

Given that great leadership is about influence, and not authority, you have to learn how to maximize your influence. Your ability to influence others is impacted by how you are perceived. Therefore, you have to figure out how to increase the perception of your value. The single best way to do that is to solve important problems for influential executives. 

4. Step Outside Your Comfort Zone – Network with the Entire Team

To lead at the executive level requires comfort outside of usual routines.  It’s relatively easy to limit our office interactions to those inside our sphere of expertise, however, to build confidence as a leader you’ll want to connect with the entire team.  Start expanding your tribe outside your core area.

Network with people from different parts of your organization in order to learn different business functions or program areas.

Build your reputation outside your comfort zone.  This way if/when opportunities open for advancement, decision-makers already know your name, and know it well.

5. Work With A Leadership Development Coach

As professional athletes know well, a trusted coach can soften the learning curve dramatically. A coach will guide you to clearly see your strengths, blind spots, and competencies. They will also show you how to identify the people and roles that will enable you to thrive.

Some coaches are focused on skill development, others are sounding boards. Find a coach who can do both and make the investment. 

6. Build Self-Awareness For Growth.

This is a big one. It can also be the toughest one to chew on. Building greater self-awareness about one’s leadership presence and effectiveness is a key piece to preparing for an executive-level position. If possible, participate in a 360-degree feedback process.

This process can uncover your leadership strengths to build upon, as well as, identify others’ perceptions of your efficacy.  Disparities included.

7. Be Clear in Your Goals.

If you have a clear goal for your career, let it be known. Ask your immediate supervisor to craft a skill plan for you on exactly what you need to do to get to the level you want. Then start executing. It will take a combination of building relationships, professional training, results you’ve achieved, and lots and lots of emotional intelligence. If you really are in it for the long haul, let it be known.

8. Develop Executive Courage.

It’s usually the tough decisions that move the needle. Therefore, executive courage around action, communication and trust is a critical leadership skill. Like any muscle, the more you flex it, the stronger it becomes. You cultivate executive courage by trying new strategies (even if some fail), engaging in crucial conversations and confronting challenging situations that trigger discomfort.

9. Manage Up

Managing up is a common challenge for emerging leaders. It’s important to manage your own boss, as well as extended relationships with your boss’ boss, board members, C-level executives, etc. These relationships directly correlate with the level of influence you have. Knowing what to communicate, when and with whom, will increase the visibility of your impact as a leader. 

10. Think About What The Company Needs

The end result, on the road to executive leadership, you want to build your business acumen. By showing you can make good judgments and quick decisions, you show preparedness toward the next step in career growth.

An executive is accountable at a whole new level. If a manager wants to move up, they need to think about what the company needs. Have the team you manage to be outstanding. Be known as someone who helps other people succeed. Be someone whose word is impeccable.

What Executive Presence Really Is

Executive Presence - What it really is.

In 2014, Sylvia Ann Hewlett and her team huddled over an extensive collection of data drawn from 14 sectors of corporate America. The goal was to identify, at the corporate level, what Executive Presence really is and why we need it.  

What the data reflected was that Executive Presence is not so much about performance. It’s not about what you do when ‘delivering the goods’ or ‘hitting the numbers’.  It’s about what you signal. 

Executive Presence or EP. What is it and where do I get some?

In the simplest terms, executive presence is about the ability to inspire confidence. It includes first impressions of appearance, interpersonal communication skills, and body language.  Executive presence consists of effective listening, effectively maneuvering through office politics and exuding authentic charisma. 

As a leader, you inspire confidence by showing that you are capable and reliable. Which is critical to being trustworthy of supporters.  By contrast, inspiring confidence with your own superiors shows that you have the potential for greater achievements in career growth.

The 3 Main Pillars of Executive Presence

As part of the 2014 study, the group singled out 3 main traits associated with EP.

#1. Gravitas

Gravitas is the projection of credibility and assertiveness with the confidence to convey a clear message.  In comparison, gravitas is the way of signaling impact in a compelling manner.

As an example, the study asked senior leaders who they saw as career role models.  Significantly, the #1 role model identified was Nelson Mandala.  A man that earned his placement through sincerity and understanding the power of symbolism.  Nelson Mandala had gravitas in spades and showed it by routinely connecting at a very human level.

#2. Communication

Communication includes the ability to read an audience. To assess a complex situation and act accordingly. This is the ability to command a room. It’s what you say, when you say it, how you say it, and to whom you say it. Communication is also portrayed through the masterful use of body language and concise speaking skills.

These skills combined show you’re able to communicate the authority of a leader.

#3. Appearance

While the data showed appearance to be the smaller piece of the puzzle, it is still worth significant attention. Appearance is commonly referred to as “looking the part.”

By taking the time to look and feel your best, it shows consideration and respect toward the people you interact with. Appearance also includes dressing appropriately for the environment and occasion which in a corporate setting carries high-level importance.

Why You Need Executive Presence

Ultimately, executive presence determines whether you gain access to opportunity.

There’s a saying in leadership, “All the important decisions about you will be made when you’re not in the room.” It’s true. In particular, whether it’s a decision about an important opportunity, a promotion to a critical role or an assignment to a high-visibility project, it’s likely that you won’t be in the room.

Therefore, the opportunities you gain access to depend on the confidence you’ve already inspired in the decision-makers. Additionally, the more significant the opportunity, the more important executive presence becomes.

How To Build Your Executive Presence

As with any other skill, some people are naturally more gifted at executive presence than others. That being said, everyone can improve their EP with focus and practice.

Cultivate a foundation of quiet confidence.

At its core, executive presence is about confidence, yet “the more confidence the better” isn’t always the way. Presence is confidence without arrogance.

Sadly, confidence is often confused with cockiness however, the truly “present” executive is one who doesn’t need to trumpet his achievements. Instead, he or she has an internal resolve driven by a solid sense of self-worth. As a result, they have learned healthy, effective ways of dealing with challenges and relationships.

Key points to focus on while developing your own executive presence:

  • Learn to operate effectively under stress.
  • Become an excellent listener. 
  • Build your communication skills.
  • Understand how others experience you.
  • Have a vision, and articulate it well.

Most importantly, find your voice as an executive.

Identify your assets and leverage them to the max. Some people are naturally gregarious and can fill a room with their personality. Others rely on their listening ability, sense of timing, and ability to maintain their composure when others get emotional.

In an increasingly diverse world, executive presence will look very different from one executive to another. Just keep building the confidence of others that can step you up as a leader if and when times get tough.

6 Quality Interview Questions

6 quality interview questions

The key to getting a great job offer is portraying an authentic, positive and lasting impression. Whether you’re a seasoned employee or just getting started, these 6 quality interview questions can help the process.

With a professional resume, this is achieved in the first point of contact.  In addition to this, you’ve got to nail the job interview. Asking insightful questions during a job interview demonstrates professionalism, thoughtfulness, and commitment.

That being said, candidates can get lost when it comes to asking the right sort of questions. This blunder shows either a lack of preparation or the stress of the interview. Neither of which leaves a positive impression. 

Like much of life, the failsafe is to be present during the entire interview. Presence shows confidence. Additionally, the best interview questions are oftentimes the ones asked naturally from engagement in the conversation. 

6 Quality Interview Questions

1. What is the history of this position?

It’s valuable to ask about the history of the role. In this case, the answer is useful to know what environment you’re entering.   Furthermore, it shows forethought and attentive care for the position. 

Perhaps this opening was recently created to support company growth. In which case, ask a follow-up question about who owned the responsibilities up to this point, and how the duties will be transitioned.

If you are interviewing for a position left vacant by someone’s departure, get a sense of what happened.

  • Why did the predecessor leave the job?
  • Where they promoted or internally transferred?

If the predecessor was internally repositioned, ask about direct training potential.

2. How does this position support management and serve direct reports?

Certainly, the answers to this question will help you gain insight into the position and how it fits the framework of the company as a whole.

  • Who is your support?
  • Who will you supervise and guide?

Consequently, understanding this will offer a glimpse of what skills are critical for your success.

3. In the first 6 months, what accomplishments would you like from me?

This targetted question shows your commitment to adding value and delivering on expectations. It’s one thing to understand routine tasks and responsibilities, it’s yet another to fully understand expectations.

Altogether, an interview has a singular goal. To demonstrate your fit for the position.  Inquiring about expectations directly speaks to this goal.

4. Which part of the position has the steepest learning curve? What can I do in order to get up to speed quickly?

For some jobs, learning the technology or the internal company procedures is the most challenging aspect of coming on board. For others, it is about understanding the human network. Therefore, guidance on how to speed up the learning process can give you a significant advantage.

5. How is the feedback process structured?

Feedback is how humans improve. To excel in a new role, you’re going to need analysis as a way of marking the perimeter of success. 

Does this company limit its feedback cycle to the annual reviews? Does the hiring manager make it a priority to deliver just-in-time acknowledgment and suggestions for improvement?

As a result, asking these questions represents your intent to learn and grow with the role.

6. What opportunities will I have to learn and grow?

Does the company offer formal or informal mentoring and coaching? Does it invest in continued education or professional training?

Great companies want to hire people who are dedicated to personal and professional growth. Show your hiring manager that continued development is important to you.

Close the interview on a high note.

As a bonus, there are several questions one must never ask during an interview. 

Asking about money, raises and promotions are taboo and can show yourself as arrogant and self-serving. 

Stay away from company gossip. It matters not what your friends, friend says about the company politics or a piece of news read in a local paper, keep your head in the game of professionalism and acknowledge the interview as an opportunity. 

The goal is to end the interview in a powerful and impactful way. For this reason, maintaining professionalism, acting authentically and these 6 quality interview questions are all part of the equation of your success.

Building Your Senior Management Team

Senior-level team building

In the startup stage of every enterprise, it’s a matter of survival to create the most cost-effective operating system.  Naturally, this requires owners to do as much as possible on their own. But with growth comes a massive shortage of time which means eventually, building your senior management team will need mandatory.

Especially if your plan is to take the business to the next level.

Building the best team demands matching people’s strengths to specific jobs.  So while your best buddy from grade school may feel like the right choice, you’ll still need to cross-reference strengths and skills to job requirements prior to signing an offer letter.

When assembling a senior team, you’ll want to take the time and consider all the critical areas of your business. At the rudimentary level, we’ve assembled a thorough recap of senior-level roles. 

A Breakdown of the Roles.

Chief Executive Officer (CEO). 

Basically, and without much exaggeration, the CEO is the boss of everyone and everything (but reports to the Board of Directors). Realistically, you’ll either be the CEO or hire someone more suited to the depth of the role. Which is not entirely uncommon. 

Owners are oftentimes ‘too close to the center’ when it comes to determining the company’s executive strategy. Therefore, hiring your own boss is fundamentally in the company’s best interest. 

Your CEO will have the ability to rise above the daily details and decide where the industry and business are headed. An exceptional CEO must be a remarkable strategic thinker.  They must be able to decide the company’s best route for navigating the future market conditions. 

That being said, the CEO’s ultimate skill is in hiring and firing. It is essential to assemble the right management team as support for your CEO. As a result, your chosen CEO will need to be able to identify and hire the best, fire the ones who don’t work out, and run the show all the same.

Chief Operating Officer (COO)

A COO handles a company’s complex operational details. Think about UPS moving three billion packages in the two weeks before Christmas: The company’s COO ensures the business can deliver day after day. Their team creates the systems to track the measurements and take action when the company isn’t delivering as expected.

When ensuring smooth operations become a big part of your business, it’s time to hire someone who revels in measurements, operations, and details.

President

To be honest, the role of a president is a little less specific than other executive team members. Presidents can oversee staff functions–human resources, finance, and strategy–while the COO oversees daily operations. In some organizations, the title of president is a synonym for COO, especially in smaller companies. Sometimes, the president fills gaps left by the COO and CEO. Other times, the title goes to someone you want at the strategy table but who doesn’t have an obvious C-level title.

Additionally, not every enterprise needs a president as many find this title fully covered by the efforts of a CEO and COO.  All things to consider when looking at your own enterprise.

Chief Financial Officer (CFO)

Plain and simple, your CFO handles the money. They create budgets and financing strategies. They figure out if it’s better for your business to lease or buy. Then they build the control systems that monitor your company’s financial health. Money is your business’s blood, and in entrepreneurship, cash flow is everything.

If you don’t know the difference between cash flow and profit–go find yourself a CFO.

Chief Marketing Officer (CMO)

Many current business battles are battles of marketing. Especially when corporate strategy hinges on marketing strategy. As a result, companies have been bringing in a marketing expert at the C-level rather than as a traditional vice president role. 

The CMO owns the marketing strategy–and that often includes implementation of the sales strategy. Your CMO will learn your industry inside out and help you position your product/service, differentiate it from your competitors’, enlist distributors, and make sure customers learn to crave your product.

If your business’s success depends mainly on marketing, you need a CMO. That could be you–but only if you have time to keep up with competitors, oversee the marketing plan, and still do the rest of your job–and do it well.

Otherwise, you need to look for the person with the right kind of buzz for the job, ready to keep up on what’s hot and what’s not.

Chief Technology Officer (CTO)

This role is only really significant if your business or industry is impacted by technology. Specifically, if your company’s chosen programming language affects the overall company strategy. In this case, you may need a CTO.

Is your enterprise tech-based? If so, delve into your professional network and find yourself a strategic thinker rooted in the tech industry. If you are not tech-based, you can sit this hiring process out and keep the focus on the above mentioned senior-level roles.

Building Your Senior Management Team

Ultimately, trust your instincts when interviewing and hiring. You have successfully grown your business to the level of needing an executive team, which is a major win all in itself.

As always with leadership; hire smart, fire fast, keep working that strategy to get the work done.

If you need inspiration for job postings at the Executive and Senior-Level, we’ve got some great site resources available in our Career Help section.

Do I Need Multiple Versions Of My Resume?

multiple resume yes or no

It’s a common question.  Do I need multiple versions of my resume? 

This is an important issue to discuss because a lot of professionals tend to develop a background in at least three, or even more, thematic work areas as time and their careers progress. In this article, we show both sides of the equation and the reasoning behind them. 

Spoiler alert:  The short answer is no but let’s discuss all angles.

In modern business practices, job seekers develop a wide range of skills and experiences. It is competitive out there and staying ahead of the game requires diversification. For example, some job applicants have worked in human resources, communications, and event planning. 

“The quote I got from XYZ Resume Writers which says I need 3 different resumes and to focus on one specialization to keep the resume simple. Do I really need multiple versions of my resume?”

This perspective and business model is, more times than not, a reflection of the individual writer’s underdeveloped skill set.  It takes finesse to really shape the context of a work history into a professional format with high success rates.

So, can HR, Communications, and Event Planning all be covered in a single resume? 

We believe in a resounding YES. A professional resume writer with extensive years of experience can formulate diverse history into a keyword-rich resume that exceeds expectations.

It’s not what you’ve done in the past, but rather the direction you plan to go next.

There are always transferable skills that help ease the transition and bridge roles.

A written format that highlights all the skills acquired in these roles and draws a bigger picture directed towards the roles you are aiming for. 

Without the resume reading as cluttered and indigestible to the reader’s eye.

professional resume writer uses keywords for success

It’s about streamlining without losing focus on keywords. It’s about representing your assets with varying themes and keeping it tidy.

Plus, it is time-consuming to keep modifying a major chunk of your resume just to highlight focus. Why pay a writer to create a product which you then have to babysit and micro manage?

All this is assuming you are maintaining your current career path. 

Now, if you’re jumping entire industries or career fields then, yes, perhaps it may be necessary to have more than one resume in your toolkit.

For example, you started out as a roofer and then became a builder and later moved into sales of roofing products. As part of your role, you were very involved in a new software implementation and you’ve decided to go into IT. That sort of transition requires a finely-tuned eye to keep the right content, and minimize or eliminate the (less) valuable content…. relating directly to how the resume performs for you.

Additionally, If there’s too much going on it can be difficult for recruiters to judge whether you are actually good at the role they want you to perform. Again, a really strong resume writer will help direct the keywords and content to be heavy in the direction you want to go.

That being said, if you are looking to change career paths, Power Writers USA is here to help reshape your resume for success across your entire search. Feel free to connect with us for a free consultation and resume review.

Remember, the name of the game is algorithms and ATS filters, which is everybody’s challenge right now.  The past few years, formatting styles have changed and with that in mind, we’d love to take a look at what specifics points our team can do to improve the impact your resume makes across all your ideal job prospects.

Supply Chain, Procurement and Management

supply chain management

How long is this chain?

Take a look around your current environment. What do you see? I see a cute plant in an even cuter plant pot with matching office accessories because a pretty desk makes for a happy me. I see paperwork, reading glasses, desktop, laptop, tablet, AND phone. Typical office desk, right?

All these items make up the long-line chain reaction that is supply chain, procurement, and management.

Think of these roles as compartments. Like that little cubby hole from in Grade 1. Remember those?

Step 1: Get the Goods.

Procurement, by definition, is the process of obtaining the goods and/or services required to fulfill a company’s business model. In the overall supply chain process, procurement stops once the company has possession of the goods.

Procurement process tasks include

  • Sourcing suitable suppliers
  • Connecting with necessary service providers
  • Planning purchases
  • Negotiating price
  • Developing the standards of quality
  • Managing purchase orders
  • Financing purchases, if required
  • Controlling inventory and disposal of production waste

Step 2: Mobilize the People

Supply Chain, by definition, consists of all the humans involved in getting the above-mentioned products in the hands of a customer.

Humans involved:

  • raw material gatherers
  • manufacturers
  • transportation companies
  • wholesale warehouses
  •  in-house staff,
  • stock rooms
  • and the teenager at the register.

It also includes the tasks and functions that contribute to moving that product, such as quality control, market research, and strategic sourcing.

Procurement is the process of getting the goods you need, while supply chain is the infrastructure needed to get you those goods.

To use a basic analogy, supply chain is the entire chair, while procurement and sourcing are parts of the chair. A simple picture that worked or me.

Step 3: Now Make it Flow.

Supply Chain Management or SCM

At its core, supply chain management is the act of overseeing and managing the above mentioned, supply chain. Amongst other things, this means ensuring all suppliers and manufacturers are maintaining quality and that everyone is practicing ethical business.

Yes, including ethical business practices.

There is no doubt, this is a significant issue faced by many organizations today. If a portion of a supply chain is not functioning in an ethical manner (think child labor or environmental damage) then the organization receiving goods from that supply chain can suffer negative repercussions as a result.

All the jobs.

All things considered, it’s an easy conclusion to make that the job be aplenty.  Job seekers can find ample posting seeking employees at all levels in the chain.

jobs available get the jobs

With this in mind, whether your education is rooted in management, machine manufacturing, business strategy, transportation, customer experience, R&D or even data analysis, chances are likely that Supply Chain, Procurement or SCM are potential hiring prospects.

Our team at PWU has worked extensively with professionals at all levels in the above-mentioned industries.

Connect with us when you’re looking to update the resume to reflect your current education and experiences. We offer a free consultation, resume review and will work with you to deliver an ideal resume that passes ATS and Recruiter processes.

5 Key Skills for General Manager Success

Any of us working in large or small organizations will attest to the high-value a good General Manager can bring to daily workflow. Although the title itself is very diverse, the executive role of a GM is to plan and execute an umbrella-like influence on business strategies throughout the organization. GM’s are business leaders positioned to assess the health of their market and to align appropriate growth strategies while simultaneously playing an essential role in delivering a delightful experience to customers and gracefully representing the company’s mission.

Jack of all trades and master of EVERYTHING.

We conducted a search for current executive employers seeking General Managers on LinkedIn and began to see patterns pertaining to key skills flagged as necessary for the recruiting and hiring process.  The data also reflected some ideal personality traits associated with successful GM leaders. Individuals with a tendency towards naturally optimistic attitudes achieve as GM’s as do industry leaders with a genuine sense of compassion toward their team. Powerful critical thinkers with instinctual abilities to review and act according to live situations are born for this role.

Check out our active search data here: https://www.linkedin.com/jobs/search/?keywords=general%20manager

5 basics of general manager success

Whether your focal industry is retail, hospitality, food & beverage or running a multi-million-dollar hockey team, mastering these 5 skills can help you dive deeper into a successful leadership experience.

  1. Shaping the Work Environment – every company has its own individual work atmosphere which becomes the framework of which the new GM builds strategies.  These are the performance standards that dictate the pace and efforts from all employee’s, they are the business concepts that define the company’s operations and they are the key items that define the overall experience of employment with the company.  The details of these environments are never out of sight for a quality General Manager.
  2. Crafting a Strategic Vision – since the General Manager is the main executive who can commit the entire organization to an absolute strategy, the best GMs are invariably involved in the strategic formulations. They are actionable in approach to leadership rather than just presiding over their team at arm’s length.
  3. Marshaling Resources – allocating resources to support competitive strategies is a cornerstone of the GM role. This high-value operating technique maintains the company’s economic health and allows the company to produce high returns. The name of the game is an absolute focus on strategy.  For you to master this ability on a 360-degree perspective will aide you to gaining an important competitive edge.
  4. Developing Star Performers – The talk then comes to building an optimum team.  Everyone knows how important it is to attract talent, develop them quickly and keep the team challenged and pointed in productive directions.  Yet it’s a struggle to hire those that can make the calls when restructuring is in the company’s best interest.  Lack of management talents ranks at an equal degree to low standards as a cause of poor performance.  Making tough people decisions while nurturing the strongest aspects of your team is vital to success in the GM occupation.
  5. Up and Running – Strategies have been researched, formulated and educated across the organization and now the GM ‘s gaze looks to the supervising of operations and the particular implementation. GM’s are very detail-oriented with a heavy focus on result-based disciplines. Their operating plans are not merely goals, but actual commitments made to themselves and the company that hired them. A keen sense of an organization’s operational capabilities separates top GM’s from their less able executives.  
Job industry leaders instill in their people a hope for success and a belief in themselves.

These 5 responsibilities don’t tell the whole story, of course. Leadership skills and the GM’s personal style and experience are important pieces of the whole picture. However, focusing effort in these areas will help any GM become more effective. And that should mean making the right things happen faster and more often—which is what you want to achieve.

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