When you ask someone to review your resume, make sure you are on the same page in terms of what is to be evaluated. Too often the primary focus ends up being typos and word choices. Yes, we want those things brought to our attention, but a big component of a resume review has to be the flow and value of the content. Aside from basic editing, it’s crucial to get to the bottom of how well you conveyed your intended message and to what degree you convinced the reader you would be an asset to the type of opportunity you seek.

Here are some simple questions to ask those charged with critiquing your resume:

• What is your immediate impression of my resume’s visual presentation? How do you feel about the font choices, the spacing of content, ease of at-a-glance navigation, etc?
• Based on the content in the top 1/4 of my resume, what is your understanding of what I’m looking to do and what I’ve got to offer that suggests I’m capable and talented?
• When reading my resume from start to finish, what areas do you feel yourself starting to lose interest, having a hard time sticking with the information or wanting to skip forward to new information?
• What statements on my resume strike you more as my opinion versus a proven fact?
• What information on my resume seems important? What information seems insignificant?
• What content in the bottom 3/4 of my resume interests you more than the content in the top 1/4 of my resume?
• After reading my resume from start to finish, how convinced are you I am qualified and potentially a good fit for the type of opportunity I’ve indicated I’m chasing? What information present makes the best case? What type of information (skills, experience, involvement) doesn’t appear to be present that a person hiring for this type of role might come to expect?
• What words did you spot on my resume that would likely be keywords a recruiter would use to search the resumes of those applying for this type of work? What keywords can you think of that aren’t on my resume, but should be?

There are certainly more angles you can cover. These questions will get your critique started on the right foot. Keep in mind, the value of the answers you get depends heavily on who you’ve asked to review your resume. The goal should be to solicit help from those likely to be in step with the types of decision makers who will be receiving your resume.

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For those who have been at a job search for an extended period of time, you’ve likely seen positions pop up with organizations you’ve submitted applications to months or years before. Trust me when I tell you it is absolutely okay to double dip. Don’t be shy about taking another shot at working for a company that may have rejected or ignored you in the past. It’s possible the no you got in the past was really a “not at this time.” Considering the companies job seekers apply to early in their search tend to be their favorites, or those most in-line with their professional background, failing to try again would be a crime.

If you are going to double dip, allow me to make one recommendation. Make absolutely sure you show some growth since your original application or resume submission. Growth can come in the form of volunteer experiences, newly acquired skills, internships, expanding networking circles, etc. There is no excuse for handing an employer an identical resume the second time around.

A job seeker not having any new features to sell after months or years is a red flag to hiring managers. What better way to ensure you’re viewed as someone lacking initiative or the ability to grow? This is not like a high school reunion where it’s cool to hear, “you haven’t changed a bit since I last saw you!” Living things are expected to change over time, so do your best to shed any resemblance to an inanimate object and make sure the valuable changes you’ve made since the last point of contact are known.

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When I’m in a business meeting with someone, I rely on one simple sign to tell me if I’m on the right track with the information I’m sharing. It’s great when people are smiling at me and asking questions or making comments about what I’ve said, but the real winner for me is when the other person finds the need to write down something I’ve said. Then I know I’ve given the person something new and worth remembering.

Think about the interviews you’ve had. Did the interviewer ever grab a pen? Was your interviewer’s copy of your resume a graffiti exhibit at the conclusion of the meeting? If not, you’ve got some work to do.

If the interviewer was writing something down, what were you saying at the time? Was it something meaningful that the person might want to remember? Did you capitalize on their interest in that particular line of discussion? If it wasn’t really meaningful, was were you inspiring them to put pen to paper about? Was it drivel that moved the person to write “talks too much” or “remember to buy eggs at the store” during that particular moment?

The true indicator of how interested a potential employer is in you comes in the form of a job offer. Don’t discount the clues offered along the way, however. Think of what you do when you are hearing something interesting and meaningful to you and look for those same actions in those you meet with. If you’re not seeing signs of interest, like a pen in motion, you’ve got to rethink your approach.

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The top complaint I hear from employers about unemployment extensions is having candidates turn down jobs because they claim they can make more on unemployment. It’s a concern that’s easy to get riled up about. I’d like to add some perspective, however.

Let me say first, yes, there are lazy people who don’t care to improve their circumstances or pull their weight in this world. They are happy to live off of the efforts of others. That said, there are also a lot of responsible and smart people caught up in a nightmare right now with a lot of complicated layers. I promise you, many of the people I interact with who receive unemployment benefits hate the experience. The emotions that come from cashing that check are hard to understand if you haven’t been in that situation or know someone really well who has.

Back to accepting low paying jobs. If the job in question has a true street value comparable to unemployment, I agree the job seeker should be open to taking it. Especially if the employer is open to the fact those who have made considerably more in the past will need to keep their job search going in order to land a job better able to meet the obligations of the committed expenses they likely have (mortgage, student loans, car notes, etc.). Most of the job seekers I work with have applied for a variety of low paying jobs for cash flow. Do employers call them in for an interview? Rarely.

The low paying jobs that seem to chase them are those that are questionable marketing opportunities that are commission only or positions requiring skill sets similar to theirs that pay well below the actual street value for the job. Because so many displaced workers are struggling to find jobs, some companies have knowingly attempted to exploit their desperate circumstances. In addition to low-balling wages, companies are frequently classifying the jobs as part-time. Is that because the workload isn’t sufficient for full-time or is it an attempt to dodge providing benefits? Hard to say. Unfortunately, many of the part-time opportunities my contacts have been presented with involve so many hours, with unpredictable schedules, it makes it nearly impossible for the individual to have the time or flexibility to interview for other jobs better able to provide for their families’ needs. In fact, there is a less than subtle suggestion those who would continue their job search need not apply. There is a training expense to account for,  you see.

It’s a no win situation for the job seeker. They are a leech on society if they don’t agree to be exploited. If they take the job, they are committing themselves to almost certain financial ruin. These aren’t horrible or irresponsible people. They are normal hard working professionals caught in the middle of a nightmare who are trying to find a way to provide for their families. They are individuals with skills and long careers trying to make choices that won’t destroy their chances of being taken seriously down the road. They are men and women smart enough to know when someone is trying to exploit them and in a position to say “not yet, you don’t.” If unemployment benefits went away, job seekers wouldn’t have this layer of protection. They’d have to bow to whatever low rates employers felt compelled to offer because they’d be stuck without other options.

Again, I’m not saying all who are on unemployment are trying hard to get off of it and I’m not saying all employers offering lower wages are out of line. I’m simply attempting to offer more balance to the debate. Be upset with those who are gaming the system. Just know it’s not just about job seekers. Direct your disapproval equally to the employers suggesting their job requiring an Associates Degree or higher in Accounting commands an $8-$10/hr pay rate. Shake your finger at the company who lays off their $50K Operations Manager and hires a new grad for $24K. Wrinkle your nose at the school districts pink slipping certified teachers and hiring them back as teacher’s aides for $10/hr because they can. Candidates who have had to knowingly take positions clearly below the fair market value will tell you it’s a tough pill to swallow with a lot of important factors to consider.

Anyone who says they’d take the job and just suck it up is probably making that claim without the consequence of ever having to make that decision themselves. I don’t see many of the critics being willing to practice what they are preaching.

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Care to hear a line I hear frequently? “I don’t understand companies! They aren’t giving me a chance even though I know I’ve proven I can do the jobs I’ve applied for!”

My response to that is, “so what?” Great, you’ve proven you can do the job. It’s highly likely other candidates have, too. Making it into the “can do the job” pile of applications isn’t enough. You’ve still got to differentiate yourself from others who meet the basic capability requirements. What have you done to emerge as the “can do this job better than our other options” candidate? Above that, what have you done to inspire potential employers to view you as the best thing since sliced bread versus the best of whoever happened to apply for the job? Keep in mind, being the best of the bunch doesn’t matter if the bunch as a whole was a disappointment.

It’s unrealistic and unfair to think companies are going to make a choice solely by someone being able to do a job as it’s listed and that they’ll pick the best of what comes their way even if it’s not really what they want. Why? Because no one really makes choices that way when it comes to something important. Take buying a car or a home. As buyers we list off general features that are important to us. We note our requirements and preferences. Think of how many options we often have to weigh before we can pick the one that’s right for us. Though car dealers and realtors present us with a host of possibilities that “would do,” we don’t pull the trigger until the option that excites us comes our way. Sometimes the decision is immediate and other times there is a long series of starts and stops until the winner surfaces.

In a nutshell, quit expecting employers to approach a decision of how they want to spend tens of thousands of dollars with less consideration than you would. Remind yourself it’s normal to lose out to personal preference. Challenge yourself to look for the chemistry, on top of the capability fit, in the opportunities you chase.

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Asking strategic questions should be a key part of a job seeker’s search strategy. A few months ago I blogged about the quality of the questions job seekers’ pose in the post “Dumb Questions Do Exist.” You can read that post here.

Today the focus is on the commentary often leading up to a question, commentary that’s usually not needed or even appropriate. I’ll make up some examples of the types of situations I experience where my inner voice is shouting, “Just ask the question!”

1. I grew up on a small farm in rural Michigan and spent the formative years of my life in an agricultural setting. From there I went to college and took an interest in the sciences, specifically biochemistry. Surprisingly I found myself working in a medical setting when I’d planned as a child to remain in agriculture. Unfortunately, I found the healthcare industry less than satisfying. I was too isolated in the lab and, through a series of interesting events, made the move to recruitment. As a result, I’ve spent most of my professional career working in job placement and helping job seekers connect with opportunity. My question is, having just moved to this area, what are good ways to connect with job seekers and business owners in this town?
2. Paraphrasing… I have a very unique situation that is likely irrelevant to everyone else in this room. The extensive details of the situation are 15 minutes of blah, blah, blah, blah, blah, blah, blah, blah. How do you recommend I handle this complex situation that no one else likely cares about or is experiencing?
3. Companies are clueless these days. They post tons of positions over and over again. I apply for them and never even get a call back. I’m qualified, but they still repost the positions as if I’ve never applied. I don’t understand what’s up. They are probably ignoring me because of my age or something. Why would a company not respond to my application when I’m a fit for the job?

The first situation involves the unnecessary preface, if you can even call it that in this instance. The information leading up to the question isn’t needed for the person on the receiving end to answer. Lead-ins like this result in the person asking the question coming off as being so focused on himself he sees value in sharing his autobiography with everyone he meets.

The second situation involves picking a question that is so random and detached from what others present would immediately understand or identify with that it takes a detailed walk through of complicated minutia for the person on the receiving end to even be able to take a stab at an answer. If your question requires a rambling preface for it to make sense to the person on the receiving end or the audience sharing that person’s time, it’s probably the wrong question to begin with.

The third situation involves the insertion of negative commentary. Perhaps the person asking the question is right that companies are clueless or discriminating. What if the job seekers is wrong though? What if the company didn’t get the application? What if the application had an error on it and wasn’t considered complete? What if the resume didn’t contain keywords? What if the cover letter had a typo and it disqualified the job seeker from consideration? What if the experience the job seeker feels makes him/her a fit wasn’t presented effectively on the resume? Because the question was laced with commentary that’s hardly flattering, this person is going to lose not matter what the answer ends up being. The habit of framing questions with the presumption someone else is an idiot is far from rare. It’s icky in any situation, and horribly embarrassing when the individual turns out to be the one who missed the boat on something.

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While in the emergency room clutching your chest, you’re presented with three heart surgeons. Your very existence is on the line and you have to choose one of the three to hire for your procedure. Before you make your selection you get to ask one question.

The question…”Why should I hire you to operate on me?”

Surgeon #1: “I’m a detail-oriented, team player with good listening skills and the ability to see the big picture.”

Surgeon #2: “I’m an award winning chef known for my knife skills. I have a variety of culinary certifications and an assortment of  quality cutlery that’s sharp and ready to go. I’ve done more with roasts, but don’t worry. I can do this. ”

Surgeon #3: “Sir, you are having a heart attack and need an experienced surgeon to stabilize your heart, remove the obstruction, repair resulting damage and properly close the surgical site. I’ve been operating on hearts like yours for over a decade and have successfully navigated each step of the process. As proof, I have a long list of healthy and living patients to show for my efforts. I’m board certified, patient approved, competent & experienced in your very area of need and able to make my operating room available to you immediately.”

If those were your 3 options, which would you hire?  I hope you’d pick Surgeon #3.

Guess what, the reasoning that lead you to Surgeon #3 is the same reasoning employers use to choose their next employee. When you’re selling yourself to employers in their moment of need, which surgeon are you? If your argument isn’t as convincing as Surgeon #3 your chance of landing the job you want is DOA.

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A good friend called me today. Moments earlier a recruiter had informed her she wouldn’t be advancing in the process for a job she thought she had a good shot of landing. She’d interviewed well in the first round, was a point-by-point match in terms of experience and had connections to key employees in executive management roles. One of the Vice Presidents who interviewed her even hinted he looked forward to meeting her again as a finalist.

The rejection was unexpected and shocking. It’s hard enough to get news like this in situations when you’re going in cold and missing some of the requirements. Hearing “no thanks” when so much seems to be in your favor is awful. It’s one of those experiences that could easily drain the momentum from a job search and inspire emotions that make you more inclined to assume the fetal position than kick out another resume.

It’s possible my friend assumed the fetal position for a minute or two. She didn’t say and I didn’t ask. Sometimes you need a moment of grief to move forward.

What I do know is, whatever hurt and doubts she felt, she didn’t surrender her job search to them for long. She picked up the phone and called me. She didn’t mince words. “I got a rejection today that’s really thrown me and I need you to build me back up.” My assignment was clear and I took it seriously. We talked for a while and both came to the realization there were still things that could be done with this situation. We also moved on to talk about another opportunity she’s been preparing for.

By the time we got off the phone, my friend was in a better place. The sting was still there. Of course it was. The opportunity meant something to her. The rejection was no longer in danger of derailing her search, however. She reached out to someone who she trusted could insert objectivity back into her thoughts.

Everyone who is trying to navigate a search in this economic climate needs to do two things. One, identify that go-to person to call when the going gets rough. Two, make the call! Knowing who you should call does little good if failures and setbacks are internalized. Pick up the phone and tell the person you’ve designated as your “kick me out of this slump” wing man the truth.

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Today I’ve got to talk about Diane…not her real name.

Diane is a wonderful woman with a solid professional background. I met her recently at a networking event. I sat beside her, actually. She immediately struck me as professional, smart and kind. During that meeting I was impressed enough to suggest she contact a company I might be able to help her gain some traction with.

Shortly after that meeting Diane did the right thing and followed-up with me so she could figure out the best way to move forward with my suggestion. Her call landed in my voice mail. When I played her message, her introduction made me want to weep.

“Hi Lisa. You probably don’t remember me. This is Diane. I met you at the (blank) group…” Probably don’t remember her?!?! How could I not remember her? She sat right beside me…3 days prior. We had a conversation.

So here is this fabulous woman who either doubts  my memory capabilities or, as I suspect is the real problem, doesn’t value herself enough to believe she’s memorable.

Diane is hardly alone. I get the same type of lead-in on emails and voice mail messages frequently. So many of the job seekers I encounter are struggling to believe they could possibly matter to others. This economy has done a number on the egos of countless professionals. The trouble is, once individuals convince themselves they aren’t valuable to others, they are susceptible to having those thoughts affect their actions. They pull back on applying for jobs that seem out of reach. They refrain from reaching out to people in influential circles because they are concerned about wasting those individuals’ time.

Perhaps Diane’s choice of words was a one time slip. Hard to say. What I want her to know is that I do indeed remember her. The impression she gave me from the start was solid. If she has any doubt in her mind that people she meets will hold on to the fact they did so, she can stomp on it. It doesn’t belong in her job search. She can skip the “you may not remember me” with the next person she follows up with.

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What do you mean you don’t know something because no one has ever shown you before? It’s 2011! DIY isn’t just a home improvement trend, it’s a culture shift. When someone tries to pin their lack of understanding of something on others not taking the time to get them up to speed I have to do a quick check of the mirror to make sure my eyes aren’t squiggling around too much in frustration.

Other people are not responsible for your enlightenment. Sure, they can be involved in helping you learn new things, but they are not the ones ultimately accountable for your professional relevance. You are! Considering the abundance of inexpensive resources available these days (many even free) there is no excuse not to get on board the DIY bandwagon and teach yourself what you need to get to where you want to go.

Over the past few years most of the new things I’ve learned have come from my own efforts. Curiosity led to exploration. Exploration led to experimentation. Experimentation led to understanding. I’ve learned all sorts of things from books, You Tube, Google, playing around and getting nosy with friends & acquaintances. I consider myself to be a decent blogger, Twitter/LinkedIn user, turkey chef, parent, PowerPoint presenter, Angry Bird master, etc…all self-taught.

I’m not special. I know lots of people who can  make the same claim. My concern is for those who can’t…those who are in the habit of waiting for others to prompt them to learn something and then see to their eventual education. It matters for a couple of reasons. For one, if you’re not putting the responsibility to learn new things squarely on your shoulders, who else is there who cares enough about your success to own the process? Second, how do you convince employers you can take initiative on their behalf when you’ve failed to do so on your own? Third, when those in the habit of trying to teach themselves new things are on the receiving end of excuses from those waiting for others to lead the way, the impression isn’t great.

Are there things in this world we can’t teach ourselves? Sure. But much of what I see holding people back doesn’t fit in that category.

Need to learn software? Buy a Lynda.com training subscription for $35 for a month and train from home, go to your local library to practice, install the software on your own computer and practice by trying to recreate your junk mail, etc.

Need to understand social media applications? Watch some You Tube videos, read articles on the applications, check out the appropriate “How to (blank) for Dummies” book, use the “help” function on the actual website, attend free workshops in your community and ask friends known to be users.

Need to figure out how to write grants? Google grant writing, attend an evening college class on the subject, volunteer for a non-profit willing to expose you to the process, print out existing grants to review content/format and network with those who write grants for recommendations.

The list goes on…

If you haven’t embraced the DIY movement, it’s going to leave you in the dust.

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