• Why You Must Quantify Results on Your Resume

    By Bob McKown

     

    “What’s in it for them?” Your resume has to answer that question. If it doesn’t, you most likely will never get to present yourself toWhy You must quantify results on your resume that awesome company where you envisioned working forever!


    Let me be blunt: Too often, job seekers think that the interview process is about them. It’s not. The interview is about highlighting your skills, abilities, knowledge and experience in a way that demonstrates how you are going to help the company be successful.

    That starts with your resume preparation. You have to dive deep into your experience and really think about the types of work you have done, how that work has impacted the organization, how you have added value, and then translate those achievements into action statements.

    Over the last 40 years, I have been advising job seekers from CEOs to machine operators. As I ask them questions about what they have done, it still amazes me the incredible accomplishments people have made. The problem is they have trouble getting it out of their head and onto the paper. You must be thoughtful and persistent as you search for the most effective way to tell your story.

    Below are two different ways to illustrate the same point:

    -      Supervise IT department.

    -      Oversee the daily operations of IT systems, including networks, the application development process, hardware/software support, IP-based phone systems, end user training and all IT-related processes.


    See the difference? People often unintentionally shortchange themselves.

     

    While many companies have very altruistic values and principles—as well they should—I learned early on in life that if my expenditures are greater than my income, I am in trouble. Profit is not a dirty word. It is how both Wall Street and Main Street gauge their success, and ultimately what ...

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  • Alternatives to Downsizing

    by Robyn Crigger

    What employer wants to experience a downsizing? No one that I know! And yet this happens over and over. Is there a wayalternatives to corporate downsizing to avoid a downsizing or find an alternative path? Not always, but YES, there are some proactive steps an employer can take if looking ahead and partnering with their human resource manager/director.

    Often there are circumstances that stimulate or produce such negative activity in a business or organization, where the only solution “seems” to be a downsizing. But what are some examples of these circumstances and what other alternatives might result in positive outcomes? Here are a few examples:

    -      If your workforce is a very diverse group (age, race, culture, religion, gender…), there may exist frequent communication clashes and conflicts. In this case, such a problem may dramatically decrease productivity or cause a decline in the quality of work. Trying to fire those who are causing more of the problem may be hard to determine. Instead, consider providing effective communication workshops or conflict resolution workshops. This demonstrates how you value your employees.

    -      Many companies use the idea that if a person is a “good employee”, he/she would also make a good manager. However, this is often untrue. Instead, that newly promoted manager, if not given proper management training, could cause some substantial turnover of workers/employees. Depending on how many employees are affected or exit, this could negatively impact your company. Instead, reward your “good employees” by investing in their future.

    -      Another situation that can help when your workforce is not pulling together or being as productive as they should or need to be is to offer team-building workshops. Any organization can experience feeling disjointed, and a team-building program can help production to run much ...

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  • 5 Ways to Ensure You Won't Get Hired

    by Courtney Farris


    Today’s job market is an increasingly competitive landscape. While companies search daily for top candidates, many5 ways to ensure you won't get hired individuals experience a stalled job search, leading to frustration and anxiety. For some, a delay in landing a job can be due to just one or two blunders. Here are five ways to ensure that you won’t get hired:

     

    1. Not standing out. Recruiters scan through hundreds of candidate resumes daily. Within a few days, a company could receive over 100 resumes for just one position. That’s a lot of applicants, and in reality it can be easy to get lost in the crowd. Spend the time and effort to have a well-crafted, personalized resume that serves as a marketing piece for you. Don’t just list your accomplishments and prior work experience. Have it speak to why you are different from the other 99 resumes they have sitting on their desk.

     

    2. Not sending a follow up email. Thanking a hiring manager for the opportunity and for their time speaks volumes. Their ultimate goal is to find a candidate who is beyond excited to work for their company. Something as simple as a thank you email can go a long way to make you more memorable and it shows them that you are interested in the opportunity.

     

    3. Not doing your research. Prior to the interview, the hiring manager will have done their homework and researched you. You want to make sure that you do the same. Don’t let yourself be caught off guard with the question, “What do you know about our company?” You don’t have to know the company inside and out, but I would suggest having several key facts up your sleeve. Pose thoughtful questions and insight about their company. This shows your interest in ...

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  • 7 Reasons to Offer Outplacement for Poor Performance

    by Shawna Simcik

    Poor performance in an employee may arise for a number of different reasons. But when an employee’s performance7 reasons to provide outplacement services is obviously unacceptable and everyone knows it, it can be easier to take action, especially if the person has had every opportunity to improve.

    Before terminating employment, first consider why you are not getting the results that you and the organization desire. In times of change, is your employee having difficulty adopting new values, skills, relationships or thinking? Is the employee lacking the training? Do they know what is expected of them or perhaps there is a non-work related issue impeding performance. If they are simply not suited for the job, you should make every effort to find alternative work for the person. At the end of the day if you still cannot, then you must let them go – but do so with humility and compassion.

    It may seem like days, weeks, maybe even months wasted on coaching, consulting, and counseling of these poor performers. How frustrating. Yet, when someone is let go for poor performance, many organizations overlook hidden costs including lost time, waning productivity, a tarnished reputation, devastated employee morale, diminished customer loyalty, and potential legal action, all of which can far outweigh the usual cost-savings predicted. There are often ways you can plan ahead for a smoother termination and improve the subsequent discussions and actions.

    Offering Career Transition Services – or outplacement services – to poor performers can significantly reduce your risk, control your costs and secure your reputation for the future. Here are a few reasons to offer outplacement services to your poor performers:

    1. Sustain the morale of and demonstrate your commitment to retaining employees

    2. Manage former employee’s perception of the company

    3. Maintain the company’s reputation in the community and with ...

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The vOIce

The vOIce is written by many of the managing partners of OI Partners. Topics include our ideas on how you or your organization can be effective in areas related to career development, executive development, workforce development, career transition and more.


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