Navigating the waters of career advice can be murky at times. Everyone seems to have an opinion about what you should or shouldn’t do and what you should or shouldn’t write. With all the information out there how do you really know what advice to take and what to leave behind? Have you read every article on resume writing or submitted your resume for free evaluations only to find that every place says something different?

If you answered yes to any of the questions above then chances are you’re in information overload. Personally, I’m in information overload and I write the articles and resumes not just read about them. As part of my job I’m supposed to constantly research the industry; what others are saying, thinking, writing, and doing. I find more times then not I’m just frustrated by the sheer volume of information out there. In fact, just today I was on LinkedIn viewing my group updates and almost every single group had articles about resume writing, interviewing, and job search tips/tricks/strategies. I thought to myself - job seekers must be simply overwhelmed by the amount of information. So here are some practical tips to wade through the relentless articles, tips, updates, tricks, and free offers you see.

1) Choose what applies to you. If you’re on LinkedIn join job search groups that apply to you specifically. I mean if you’re in Procurement join a procurement job search group. If you are an Executive then join an Executive job search group like Execunet. This helps segregate the type of information you receive. It won’t weed it out completely so you’ll have to pick and choose what applies to your specific industry or field.

2) Look for career professionals with two things: credentials and experience in your industry. Granted not all professional resume writers or career coaches have worked in your industry but most have written for it. Find someone who has completed a significant amount of work for your industry. They should be familiar with your industry terminology and comfortable speaking about it with you. It is OK to interview them and ask if they have expertise in your field.

3) If you are looking for professional resume writing services view samples on their website, request a free resume analysis, research the company, view testimonials or ask for references. It is perfectly OK to ask for business references. If you are looking for a career coach make sure you do the same. When I am considering working with a company I have never worked for before I will Google the company name and the word reviews. It is good to get outside information. If you find bad reviews out there you can weigh the information and decide for yourself.

4) Choose to read articles that apply to your situation - don’t just read anything and make sure you seek out the experts. I am personally a big fan of research. In fact, I often tell clients and readers to make sure they always research, research, research before doing anything. Do the same with the information you read. Research the writer, find out about their credentials, what they offer, who they work for, and what is motivating them to put together the information.

5) Everyone has an opinion and you have to realize that two people rarely ever have the same one. Yes, if you send your resume to ten different people to review you will get ten different responses on what needs to be changed. Take that information, use what you can, research what applies to you, try it out to see what works, and throw away the rest.

The truth of the matter is there’s no one size fits all when it comes to your job search, resume, cover letter or interview skills. What is most important is that you find the information that works the best for you regardless of what ten different people’s opinions may be. It’s your responsibility to wade through the information and pick and choose what works and ditch the rest. If you have sent your resume to 100 places and you have not received even one reply there is something wrong, your resume is broken and it needs to be fixed. If you’ve been on 20 interviews and have received zero offers and very few call backs again - big red flag something is wrong. Be realistic and open-minded but don’t be blind. If there is a problem fix it and try not to take every article, blog, or piece of advice you receive as an absolute. Remember when it comes to your job search there is no one size fits all.

The last 18 months has been hectic and highly pressured with HR departments, recruiters and business in general reeling from the effects of the economic recession. Applicant “glut” has resulted from widespread lay-offs, closures, and other business failures/shortfalls turning normal, skilled workers into fierce competitors for scarce jobs. What happened to the doom-and-gloom warnings we heard a few years ago about impending skills shortages, imminent Baby Boomer retirements, “brain drain”, and “winning the war for talent”? Instead, we’re faced with mountains of resumes for even Junior-level roles, frantic phone calls from desperate job seekers vying for too few jobs that are often beneath their former compensation levels, and over-qualified people chasing jobs that are beneath their ability.

In preparing to write this article we surveyed HR professionals to explore how business is coping with current candidate over-supply, lessons learned, and implications for the future of effective recruitment and selection.

First, the Good News …

There is some great talent available right now! The numbers vary by industry, location and job type, but obviously oversupply is the theme.

1. Volume of resumes and applications is 2 – 5 times the norm. With this kind of over-supply you can “buy more with less” which is nothing but good news for business (as long as you have good hiring systems).
2. Retention is less of a threat than we ever thought possible two years ago. Because employees are generally afraid to be unemployed they are holding on to their jobs longer and turnover is low, making for more stability, an experienced workforce, and decreased training costs.
3. Dead wood is getting cleared out. Many employers are taking advantage of the opportunity to acquire higher-caliber talent by letting less able employees go and filling jobs with more capable people.
4. Mentoring is on the up-swing as employers bring in experienced (and often older) workers who are highly qualified to mentor and coach more junior workers.
5. Better selection methods. Forced by sheer volume, many organizations have tightened up and improved their selection methods by:
a. utilizing subject-matter experts to screen resumes based on more thorough and exacting standards;
b. using assessments to weed out those with poor job suitability;
c. using telephone and virtual interviews rather than expensive and time-consuming face-to-face interviews;
d. multi-part interviews that begin with a short (10-15 minute introduction), initial interview to weed out people as a screener;
e. using professionally developed, job-specific interview guides to extract maximum information in minimal time for rating and decision-making (such as Interview Generator, found at www.BuildAnInterview.com).

And then, The Not-So-Good News …

The over-supply of candidates has a “dark side” as well.

1. Too many applicants to process efficiently. Resume overload can cause top candidates to be overlooked due to the sheer volume. Says Mariela Gognon, Technical Recruiting Expert:

“Interviewers are receiving so many resumes that sometimes the strongest candidates are getting overlooked.”

2. Candidates not selective enough (and over-apply for jobs). With unemployment reaching the 10% level, many people have become increasingly desperate and are applying for jobs that they normally would not. Further, many candidates are minimizing their relocation issues, understating salary requirements, and generally presenting themselves as experts in many areas/fields, rather than zeroing in on their core competencies. According to Stephen Williams, President of Bench International, a global executive search firm:

“Candidates in need are more likely to try to broaden their skills and experiences more (and often too much) than they were in the past when jobs were more plentiful. Selectivity in terms of what candidates will pursue has gone down while clients are becoming more selective towards the skills and experiences they seek. Candidates have to remember to stick with their core strengths and focus on what they can support as credible – stay on their “A” game because companies are using this as a time to take on “A” players. Self-dilution of candidate skill sets will ultimately be detrimental to their careers.”

3. Overly persistent applicants. Recruiters are seeing more instances of “over-the-top” behavior from applicants who will do anything to stand out and get a face-to-face interview. Phones are ringing off the hook as people try to get a live person on the phone. Said one HeathCare company staffing rep: “You can hear the desperation in their voice.”

4. Unfriendly employment practices. Because employment departments in organizations are overwhelmed, some have instituted policies and processes that make the candidate experience more unpleasant and burdensome. This short-term solution can have long-term consequences in terms of reputation and image in the marketplace once the economy rebounds. Witness new websites like www.howigotlaidoff.com that are completely devoted to capturing and chronicling the stories of the people who have recently been “let go,” including the often despicable methods in which they were dispatched.

5. Recruiter over-reaction. Some staffing specialists are so “spooked” by candidate glut that they are considering “passive” (currently employed) candidates only. The July 20, 2009 edition of Workforce Magazine stated that, “some recruiters are only going after working (passive) candidates because they think that laid off people are ‘damaged goods’.”

Finally, the Confusing News …

Some of what we are experiencing in the recruitment sector is unclear and even confusing. Here are some observations our experts reported:

Long-term impact of an expanded job search. While experts agree that job seekers are less selective in terms of the jobs they are willing to consider, Tessa Mellish, OD/Learning & Development Specialist, warns of a potential backlash later:

“Mature and highly experienced workers are expanding their job search to include lower-level jobs (but) the impact of candidates ‘devaluing their currency’ in this way will mean that when the labor market stabilizes in one to two years time, we will see a mass exodus of people seeking more senior roles and a soar in recruitment costs.”

More detailed job requirements. Developing more detailed and exacting requirements is one way that recruiters have found to narrow the field. Says Peggy Baggott, IT Group Manager at Metier Resources Group:

“In order to minimize the volume of resumes sent in response to an ad/posting, it is important to start with a detailed and highly specific job description. The more vague the description, the more widespread the responses will be. Having specific requirements is helpful in minimizing the resume flow.”

This practice can backfire if the result is to cut off otherwise excellent candidates who may not have the extra year of background or other narrow (and often not critical) criteria. Tessa Mellish, OD/Learning & Development Specialist reports:

“The impact on interviewers … is that, having seen an initial set of candidates, the interviewers are retracting roles and rewriting the job specs to include a wider and wider check list of requirements. 18 months/2 years ago, the trend was for highly specialized, narrow roles, whereas in this time of recession, I believe organizations are trying to maximize the scope of a role and in many cases are combining them.”

Balancing turnover risk. With so much talent around, should you be worried about hiring the over-qualified? Opinions in this area seem to be mixed, with most concern centered on employee longevity after the recession. Todd Beck, Strategic Marketing Leader put it this way:

“There is a risk of future turnover when the economy rebounds and here’s another wrinkle … if, because of the ‘glut’, a company extends the time it takes to select AND/OR (worse) changes its process to make the selection experience less enjoyable and unfriendly for candidates, that company could create even more turnover when the economy rebounds.”

Other HR professionals are elated that such talent is available and are less worried about the long-term. Richard Koethe, HR Director, US Military, believes that:

“Folks who were in the past viewed as ‘over qualified’ is a great plus for an organization. New blood, new perspectives, new talents, greater levels of experiences and knowledge are all factors. It’s sheer madness from my perspective not to look at this pool of candidates. At some point there will be someone who will jump ship when things get better, but that can be influenced by better and more detailed hiring practices and, more importantly, by having organizational cultures that are supportive of folks in many different ways.”

Recruitment / Selection Strategies

Tough times often spark ingenuity and the current recruitment climate is no different. Some tactics you might consider include:

Shortlisting. Culling a thicker stack of resumes takes time. Nick Tooley, Managing Director at Ideal People says:

“Better and more thorough short-listing on receipt of CV’s and applications help to highlight star candidates and then bring forward these stars in for the face-to-face interview.”

Consider using subject-matter experts (like line people) to help with the resume review and vetting process; chances are that they can do it faster and better than you can because they know the field or business better.

Assessments. Consider inserting a good psychometric assessment to narrow the field. Particularly effective are “suitability” assessments like the Harrison Assessments system that allow you to create a custom job template for a specific job and then matches candidates’ job preferences to the template to yield fit.

Focus on cultural fit. Strong recruiters are looking harder at whether a candidate fits the company culture, team dynamics and match with his or her new boss. Says David Boughter, HR Manager at HVAC Distributors:

“When interviewing now, I am probing even deeper into the motivation of the candidate. I want to make sure that even though the person sitting in front of me may be of a higher than normal quality, that they are interested in our position and company for the right reasons and will be a fit.”

Explore the candidate’s motivation. Particularly if the candidate is highly or even over-qualified, it can pay to probe more to discover why he or she wants to work for the company to determine fit and more subtle personal motivation.

Reduce the number of face-to-face interviews. Use telephone interviews where you can to vet candidates. Consider adding a 10-15 minute introductory interview as a screener and take care to explain that this is a quick, “get-to-know-you” chat before progressing to the next stage. If presented well, this practice can cut the time in half that a face-to-face interview might add just to decline the candidate afterwards.

Try Skype (with webcam) interviews. Many candidates have Skype (or other similar technologies) and may even have a webcam installed and are happy to do a remote interview with you as a first step; it saves time for both of you and is certainly a better experience than a straight phone interview (and, at least with Skype, it’s free!).

Writing a cover letter is a commonplace aspect of conducting any job search. When you apply for a job, even if the prospective employer does not ask you for one, it’s good to send one as a way to give them a little more insight into who you are and what you’re capable of.

But despite the fact that people write them everyday, many still are unclear about the more important aspects to keep in mind. So to help you out, let’s look more specifically at what counts in a cover letter.

Using Good Use of Grammar

There’s not much that stands out more in a cover letter than how it has been written. Yet, you’d be amazed by the number of individuals who send theirs out without having edited it – big mistake.

Remember, when sending a cover letter, writing is the only way to get your point across. This means this mode of communication needs to be perfect. Improper grammar usage or misspelled words can say a lot about how efficient an employee you are likely to be – at least in their eyes. So unfortunately, you may be an excellent employee who won’t even be required to rely on written communication when working, but because of your cover letter being poorly written, you may not be called in for an interview.

Avoiding Fluff, Clichés, and Generalities

It’s a well-known fact that prospective employers don’t have much time on their hands when reviewing cover letters. So it can be irritating when they’re trying to read through yours to get a good sense of your skills as well as desire to work for them, and all they get in return is “ … and like my grandmother always says, you can’t make anything of yourself unless you be yourself …”

In other words, while it’s nice to know that you listen to your grandmother’s words of wisdom, it really doesn’t have a place in your cover letter. And neither does showing how many big words you know or being too vague about why you’re applying for the job. Your best bet when writing about yourself is to be specific about what skills you bring to the table (mention an example or two if possible). This way the employer doesn’t have to dig through a bunch of fluff just to figure out why they should hire you.

Being Honest and Clear in Your Intentions

One aspect of writing that any prospective employer can respect is being honest and clear about the contributions you hope to make at their company. This means there is no room for template answers. Your cover letter should be tailored to their company, and honestly speak as to why you’re applying and how you want to make a difference. Of course, doing so will require research on your part. But if you really want to be considered for the position then this is a step you should not overlook.

Writing your cover letter can be easy if you keep in mind what really counts. So dive in and write yours with care. Making a real effort to speak directly, clearly and honestly to a prospective employer will work wonders in getting you the call back you’re hoping for.

Whether you’ve written one or one hundred cover letters in your lifetime, they can present enough challenges to make you dread the process each time. It’s for this reason that many people resort to the “carbon copy” cover letter as opposed to creating an original one for each job application.

The “carbon copy” cover letter is not recommended because it lacks authenticity. Even worse, it forces you to turn your back on cover letter etiquette. If you want to make sure that your cover letter is unique and appropriate, let’s take a look at some cover letter etiquette tips to consider.

Tip #1: Keep the Cover Letter Personal

The first tip to keep in mind when writing a cover letter is that you want to make sure that it’s personal. You may have read in a business writing book at some point that it’s common to address the reader as “Dear Sir or Madam” or “To Whom It May Concern.” While these terms can be appropriate when absolutely necessary, it’s better to track down the hiring manager at a company so that you may address him or her directly (ex. Dear Mr. Smith) in your salutation.

Tip #2: Focus on the Employer’s Needs

Another etiquette tip to keep in mind when creating your cover letter is focusing on the employer’s needs. This concept goes back to the “carbon copy” cover letter that looks just like the last 15 you’ve written. It’s always important to keep in mind that no two jobs are exactly the same, which is why your cover letters shouldn’t be the same either. To honor these differences, it’s good to focus on the specific needs of the employer and afterward addressing your own strengths and how they can help the company achieve their desired success. This way, you can help the hiring manager more easily align the company’s goals with your qualifications, which in turn can increase your chances of being hired.

Tip #3: Dot Your I’s and Cross Your T’s

Another aspect of cover letter etiquette is making sure that you proofread every word, ensure all grammar is correct, and most importantly, make sure that every bit of information you offer is 100% honest. You don’t want the employer to run a background check only to find out you’ve lied on any of your documentation. So before submitting your cover letter, it’s important to ensure every I is dotted and every T is crossed.

Tip #4: Keep it Short and Sweet

The fourth tip to consider when writing your cover letter is length. If you become passionate about what you’re writing, you can easily say too much, which can frustrate the hiring manager who has many more to read. So in the writing process, your job is to explain why you’re qualified and why you want the job as concisely as possible. This way, the hiring manager won’t trash your cover letter before getting to all of those great qualifications that would have otherwise gotten you hired for the job.

Now that you’ve learned a little about cover letter etiquette, it’s time to get started on your own. What are you waiting for? Your next job is just a great cover letter away.

Heather Eagar is a former professional resume writer and is passionate about providing working professionals with current, reliable and effective job search tools and information. Need a resume writing service? Compare the top ones in the industry at http://www.resumelines.com.

It’s not uncommon for an intern-hopeful to feel shocked after realizing that they need to create a resume in order to apply for a position. Because many on-campus jobs are obtainable without a resume, some students never assume they will need it to apply for an internship. They’re wrong.

The truth is many large companies require that their internship candidates submit resumes and cover letters just as job candidates are required to do. This can feel intimidating to the student who has no experiences to list. If you fall into this category, take a look at three ways that you can bring what experience you do have to life so that you can snag that great internship.

Tip #1: Think from the Employer’s Perspective

The first tip to consider when writing your internship resume is thinking from the employer’s perspective. This means considering what the employer would want to know about a person they want to hire. Doing this requires that you study the internship description so that you can determine what the employer is really looking for, as well as looking at the overall goals of the company. Afterward, you can take a look at what you have to offer and how – from the employer’s perspective – what you know and want to accomplish can truly aid its mission.

Tip #2: Consider all of Your Experiences

Next, after you’ve looked at what the employer is likely looking for in an intern, you can round up your experiences to see how well they mesh with their goals. What is it that you have to offer? If you haven’t held a job, what experiences have you had that have helped you build essential skills for the role? How organized are you? Do you work well with people? It’s good to think about everything you’ve done that has required responsibility to show how great an intern you’re going to be.

Tip #3: Educate Yourself on Resume-Writing Rules

Just because you’re a newbie resume writer doesn’t mean you’re off the hook when it comes to creating a flawless resume. It’s your job to learn the information you don’t already know. For instance, you’ll need to make sure to include the essential sections: objective, education, relevant coursework (good for students), experience, activities (include this section if you have relevant extracurricular activities), and special skills. But these are not all the rules you’ll need to consider. Here are a few more.

First, you’ll want your resume to be brief – one page is usually long enough to highlight your essentials. Second, the resume should be error-free. No typos or grammatical errors allowed. Third, it’s recommended that you write your accomplishments as actions rather than duties. In other words, instead of explaining that you were responsible for something, it’s good to say you “implemented …” or “managed …” something. And finally, if possible, try to stay away from “cutesy” fonts, flower-print backgrounds, and anything else that stops your resume from looking professional.

It’s not always easy to write a resume, especially when there may not be much to list. But don’t let that deter you from writing a great one. The more time you spend on creating an employer-specific, action-oriented, error-free resume, the greater your chances will be of snagging the internship you want most.

Heather Eagar is a former professional resume writer and is passionate about providing working professionals with current, reliable and effective job search tools and information. Need resume writers? Compare the top ones in the industry at http://www.resumelines.com.

You’ve probably heard of the show “Pimp My Ride,” where a lucky person has a chance to turn an otherwise crappy vehicle into the beautiful car of their dreams. Well, as beautiful as a 1978 Ford Pinto can get, that is.

The point is that there are ways to turn something not-so-beautiful into something spectacular. The same can be done with your resume. So if you want to turn your bland document into a job-getter, take a moment to review some tips that will help you “pimp” your resume.

Tip #1: Focus on the Employer

One way to make sure that your resume is impressive in the employer’s eyes is to make sure you correlate your qualifications with their needs. In other words, as you review the job posting, you want to zero in on what they’re looking for then note the qualifications that you bring to the table that match their desires. This way, they won’t have to play the match game on their own to determine how qualified you are for the position.

Tip #2: Try an Executive Summary

An executive summary is similar to an objective; however, it is a little bit longer (about 60 words, or 3 typed lines), and describes your both your objective and key selling points. So instead of simply noting that you’re looking for a specific position, you might mention that you’re a Yale Law School graduate with experiences as a law director who now seeks to showcase law talents in an executive position at ABC Corporation.

Try #3: Narrow Down the Positions You Mention

It may bit tempting to take the approach of jotting down every job you’ve held in recent years. But if you were laid off three years ago and took a four-month part-time job to make ends meet, you don’t have to mention it unless it is relevant to the position you’re applying for.

Tip #4: Emphasize Accomplishments AND Education

You probably hear quite often how important it is to emphasize your accomplishments. In other words, it’s important to discuss in action phrases what you completed, not simply what you were responsible for. This shows that you were not just given a task, but you got it done. Well, the same goes for education. It’s customary to mention the school you attended, year you graduated, and degree you earned. However, there’s nothing wrong with mentioning academic projects, advanced coursework, and activities that are relevant to the position you’re applying for. Also, noting honors isn’t a bad idea.

Tip #5: Don’t Forget Your White Space

A great way to “pimp” your resume, or make it more attractive to read, is making sure there is plenty of white space in the document. There’s nothing worse than trying to dig through a resume for relevant information. By creating bullet-point lists and utilizing other ways to “open it up” with white space, you can make it easier to read – definitely a plus.

Creating the right resume can make or break your chances of snagging the job you want. So if you’re dusting off an old one, consider these tips on “pimping” your resume that can help make it a winner.

Heather Eagar is a former professional resume writer and is passionate about providing working professionals with current, reliable and effective job search tools and information. Need a resume writing services? Compare the top ones in the industry at http://www.resumelines.com.

If you’ve been laid off from your job because the industry is drying up – or think you’re in jeopardy of this happening – and want to find a solution to your problem, you’re not alone. There are a lot of people who started out in the industry of their choice only to realize that it is dying out pretty fast.

Being in this predicament doesn’t mean that you’re traveling down a dead-end road, however. In fact, it could mean the beginning of a fantastic new direction to your career, especially if you’re open to considering a safer industry to explore.

What Are Considered “Safe Industries”?

If you work for industries such as auto or financial services then you know how hard-hit they’ve been in the past months. Some of these industries have shed tens of thousands of jobs per month, making job stabilization an afterthought. For many, if they can just hang on to their jobs for another year, they’re happy. Of course, this is no way to live, which is why it’s good to begin moving your thoughts toward industries that still need their employees. Some of the more popular, safe industries include engineering, health care, information technology, government, and education.

Engineers are in need because of the big shift to renewable energy. Because Baby Boomers are aging, health care associates are in greater need. Of course, the Internet age is moving at full speed, which means IT experts will always be in need. Our government isn’t going anywhere and needs a wide variety of employees at all times. And college instructors are now in high demand as unemployed individuals head back to school to get a fresh start.

How Can You Make the Switch?

If you’ve found an industry that you feel will mesh well with the career you already have chosen then your next step is to figure out how to make the switch. Whether you’ve already been laid off, or know it’s coming, there may be some steps you’ll need to take to help you more easily make the switch.

Depending on the industry you’re switching to, you may need to take a couple of classes – or you may just need to go back to school completely. For example, it’s pretty hard to bypass the necessary schooling if you want to become a nurse. However, there may be instances where you can just slide right in. For instance, if you’re a car salesperson, but want to become a pharmaceutical salesperson, you know the art of selling items. If you can market yourself as a person who can learn quickly and get the job done, a pharmaceutical company just may hire you based on the sales experience you have.

If you’re currently laid off, it may not be a bad idea to take a few extra classes to help repackage your skills on your resume and boost your self-esteem – anything you can do to make sure you make the transition to your next job as smooth as possible. It’s definitely not easy to be faced with a tough decision like losing your job. But by pondering the idea of switching to a safer industry, you might find you’re able to watch your job prospects and stability strengthen yet again.

Heather Eagar is a former professional resume writer and is passionate about providing working professionals with current, reliable and effective job search tools and information. Need a resume writing service? Compare the top ones in the industry at http://www.resumelines.com.

Ah, the resume. Your chance to proudly boast of all your accomplishments and credentials. It is hard to imagine that this little piece of paper could actually hurt your chances of getting hired. You may not even realize it, but your resume could be a ticking time bomb, ready to go off at any moment.

When you slide that piece of paper across the desk to the interviewer, you are saying to them, “I stand behind every word on this paper. I can backup any claim and provide examples to support every statement.” If you aren’t ready or able to do this, then you either need a new resume or more interview practice.

I recommend that everyone have a 30-second statement to accompany each line on their resume. Be prepared to at least answer the question “tell me a little more about ” These responses should appear natural and off the cuff. You don’t need to memorize them verbatim. However, you should know what you are going to say and avoid stumbling over your words.

View the resume as your roadmap to guide the interview. The claims on your resume should all lead naturally and comfortable to expanded discussions about your experience. There should never be anything on there that you hope the interviewer doesn’t ask you about. A perfect example of this is listing a foreign language skillset. If you list, “conversational in French” you should be able to carry on a conversation in French. For all you know, your interviewer might be fluent in the language and begin the interview with “dites-moi au sujet de vous-même.”

So, take another look at your resume. Play devil’s advocate with yourself and be honest about things that you should leave off. Getting called out on one overstatement in your resume is enough to totally discredit the whole thing. Best of luck.

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The objective section is an essential part of your resume. It tells the potential employer what you are looking for.

It is not a place to boldly sell yourself. It is, rather, a place to state what you can offer the employer.

Used correctly, it can help you get the job you WANT.

There is a way to incorporate a “selling” aspect into this section of the resume without being obvious. You’ll learn this little secret so that you can impress the employer before you ever meet face-to-face.

Here is a good example of a job objective.This example is for a human resources management position.

Job Target: A challenging management or generalist position in Human Resources where my in-depth knowledge of HRIS systems can broaden the base of expertise in your department

Why is this example good?

It offers a great deal of information about the job candidate immediately. The candidate knows the language of Human Resources, wants to make valuable contributions to the organization, likes to be challenged, is flexible (will look at more than one position), communicates well and has experience in vital areas.

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Subtle selling of your qualities and achievements is an important aspect of YOUR objective statement. Do it in a way that presents your skills as solving the employer’s problems, though, and you will master this section of the resume.

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The more obvious advertisement of your abilities and education comes later in the resume (and also in the cover letter).

Consider for a moment just what this portion of the resume is designed to do:

• Clarify for the employer what type of position you are seeking
• Define some of your finest qualities and present them in vibrant language to which the employer can immediately relate
• Subtly build up the employer with a positive flow of words

Write a Resume that Works!

Yes, that seems like an obvious comment, but not everyone follows that advice.

For instance, many people put their resumes together without a lot of thought or attention to detail. Employers know right away who took a lot of time to make their resume shine and who didn’t. If you are willing to take the time to do this process right, you’ll achieve far more success, get faster results and make more money. Sounds like a no-brainer, right?

NOTE: The successful use of an objective statement targets each position the candidate is seeking. No two jobs are exactly alike. No two objective statements should truly ever be the same, either.

Your objective statement should be very narrowly focused on each position. Use the knowledge you have about the position, the company (even the person reading your resume if you know who it is) to write the most effective objective statement possible.

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At some point down the road, you may want to use more than one variation of your resume. For example, if you have worked in the field of Public Relations, you may want one copy that is directed toward a Public Relations position. Another copy might be geared toward a Marketing position (and so on). Some people have as many as 5 varieties depending upon their work experience and career goals. This can be very helpful during the job-search process.

Ask Not What You Can Do for the Government; Ask What the Government Can Do for Your Business
by Teena Rose

Women business owners are increasing substantially, and if they go through the proper channels there are several governmental organizations set up to play a support role in helping those companies thrive. But as many things associated with state and federal governments, a slow-moving bureaucracy can bog down by the process.

One of the biggest boons for women-owned businesses came in 1999, when Congress passes legislation that set aside contracts for women-owned companies in typically male-dominated industries. In addition, securing a federal contract can mean millions to a small and growing business. The legislation, however, hasn’t quite worked out as planned.

“The number of women-owned businesses is astounding,” Susan Phillips Bari, president of the Women’s Business Enterprise National Council told the Associated Press in a recent article. “Our issue is not with the number of businesses, but rather with their access to contracts in the government and private sector.”

The federal government’s pledge of awarding 5 percent of federal contracts to women-owned firms fell short in 2004, coming in at 3 percent. In percentages, that may seem like a small number, but in dollars that number translates into the billions. Because of this shortfall, the U.S. Women’s Chamber of Commerce went to court last fall, and won a hearing that demanded the Small Business Administration begin enforcing the 5 percent mark. With the court behind them, experts believe that government contract jobs will increase over the next few years for women-owned businesses.

If the government continues its support of women-owned companies, the number will no doubt continue to rise. The latest figures from the Small Business Administration puts the number of women business owners at 9.1 million. They have grown twice the national rate for all private companies from 1997 to 2002, with nearly one-third of them concentrated in health care and social services. These companies employ 27.5 million people and contribute an estimated $3.6 trillion to the U.S. economy. But along with the SBA’s slow-footed approach to enforce the 1999 legislation, there are other unique obstacles women face in the world of business. This underlines the idea that women entrepreneurs shouldn’t treat governmental support as an option, but as a necessity.

Women who own businesses are encouraged to be certified as a women’s business and actively pursue not only government contracts, but corporate ones as well. Other governmental agency support for women includes:

* National Women’s Business Council, an advisory board that helps define policy related to economic issues of women-owned firms;
* Women-21.gov, an informational site with articles, news and networking opportunities;
* Office of Women’s Business Ownership, which has an office in every state offering training, technical assistance and access to federal contracts and international trade opportunities.

There is also the Center for Women’s Business Research, which is funded by the SBA. The organization, which is one of the best sources for information, back up women-owned firms by helping them generate visibility, seek public and private sector support, and providing the fundamentals for starting a business, including information on taxes, training and securing capital.

About the author: Teena Rose “… because not all resumes and cover letters are created equally.” Resume to Referral offers sample cover letters within “20-Minute Cover Letter Fixer,” a sample brag book in “How to Design, Write, and Compile a Quality Brag Book,” and sample pharmaceutical rep resumes in “Cracking the Code to Pharmaceutical Sales.”