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  • 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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  • Three Things Recruiters Won’t Tell You

    By Holly Ewart

    You’re deep in your job search, you’re rolling along on your own when you get a call from a recruiter about a position that you3 things recruiters won't tell you would be “perfect” for. You have considered working with a recruiter but were not sure how it would affect your search or how you would be presented to a potential employer. 

    Recruiters are well-connected in the market and have “ins” to companies that you may never be able to uncover on your own. So there is also an upside to working with them. 

    Here are three tips to make sure you are getting the most out of your experience with recruiters:

    1. The Anticipation:

    “You’re perfect for the job!” They will tell you this, but what they won’t tell you is that they are saying the same thing to the other candidates they are presenting as well. Don’t let the recruiter make you feel that you’re a shoe-in for the position. Be yourself and be confident in your skills and work history.

    2. The Interview:

    The recruiter will have company intel that the normal job seeker may not, but don’t utilize their information only. Make sure you do your own research into the company and have as much information as possible prior to the interview. If you are able to uncover information about the company that was not supplied to you by the recruiter, this will go a long way with the hiring manager. You always want to enter an interview situation over-prepared! 

    3. The Feedback:

    You may feel frustrated with the feedback you are getting from the recruiter either in response to your resume or an interview that you have gone on.  Always keep in mind that the recruiter is the middle man and the companies they work with from time ...

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  • 10 Job-Search Strategies Following a Layoff

    Although hiring has improved, layoffs were higher in recent months than they were a year ago - and it isn’t getting much easier to find new10 job search strategies following a layoff employment.

    “A number of employers are hiring workers at the same time as they are cutting some employees who do not have the skills they need. It remains a very challenging job market and it may be even more difficult to find a job today because employers are demanding a higher level of skills,” said OI Global Partners Chairwoman Patty Prosser.

    OI Global Partners recommends the following 10 strategies for finding a new job:

    1. Devote more effort to networking and less time to searching for jobs online. “
    Too many people are spending too much time applying for jobs online and are not spending enough time networking. That is how most job leads are uncovered and most people are hired,” said Prosser. 

    2. Increase your personal contact. “Have more face-to-face meetings with networking contacts and recruiters – rather than only over the phone or via e-mail – to learn more about potential opportunities and make a good impression,” said Prosser.

    3. Take advantage of career counseling. Utilize outplacement assistance if it’s offered and request it if it isn’t part of your severance package. Laid-off employees reported significantly improving their job search skills after receiving outplacement counseling, according to a survey by OI Global Partners.

    4. Update and focus your LinkedIn profile. “Make certain your LinkedIn profile is up-to-date and aligns with what you want to do. Choose a headline for your profile that showcases your range of capabilities rather than only stating your job title. Employers are more often searching LinkedIn for qualified candidates and you want to be included in searches that match your full set of skills,” said ...

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  • 3 Best Ways to Find a Job Candidate

    By Jessica Rayburn


    One of the most common questions we come across in this industry is, “How do I find a GREAT candidate?”


    Sure, there are plenty of options when searching for a new employee. But how do you save time and make sure that you are conducting an efficient search? 3 best ways to find a job candidate


    Searching for a candidate is time consuming, expensive and often frustrating. We advise our clients to start with these three areas to conduct a fruitful job search:


    1. Networking – Candidates who attend events, whether they are educational or job search specific, are ACTIVELY seeking new positions and doing their best to put themselves out there and grow professionally. Both are good qualities in a potential employee, right?


    2. Social Media – Whether it be Twitter, LinkedIn, Facebook, Google + or any other social media outlet, a good candidate should be active on social media. Our two favorites are LinkedIn and Twitter. Candidates who are posting on these sites, showing their expertise in their field and providing others with quality content are showing initiative and commanding the attention of the social media world. Personal branding and marketing should be important components when considering the quality of a potential employee. Do you want an employee who actively promotes your business or one who represents your business in a negative light? 


    3. Referrals – This is HUGE, reach out to your greatest resource when searching for the next great employee…YOUR employees. Ask employees who you trust and have shown loyalty and dedication to your organization if they know of anyone they would recommend for the job. After all, they know what it takes to be successful within the organization and what it takes to get the job done. These employees will be unlikely to recommend ...

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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.

We welcome your comments!