Board of Directors Resume Writing Know Your Audience

Board of Directors Resume Writing Know Your Audience Writing Your Board of Directors (BOD) ResumeRecruiters hiring for board-level candidates have requirements unique from recruiters filling a corporate executive-level role. Understanding the audiences distinctive needs is imperative when building a board of directors resume.Overlap in writing your resume for these two targets naturally will occur. However, the primary objective in writing for a board role will be nuanced toward the specific board of directors needs.To help get to the essence of their needs, you must consider the size and scale of the organization; e.g., is it a small, mid-size or large organization, and how many locations does it operate? You also will need to know the industry scope, its areas of pain, growth goals, and much more. Moreover, is it publicly or privately held?Answers to these questions will help determine what role you will be tasked with as a strategic advisor and member of their board.Clarify the Specific Needs of the Target Organization When Writing Your Board of Directors ResumeWhen a COO-level client recently reached out to adapt her corporate-level executive resume to a board-level executive resume, her requirements were clear. A recruiter had approached her regarding a potential board candidacy for a large retailer. The board sought out my client to help them combat their struggle with the transition to digital.And, my clients current resume, while founded on retail with digital as an underpinning, no longer depended upon certain retail and digital phrasing the board of directors role deemed necessary.  She had reached a level of executive competency and strategy that demanded we showcase different skill sets and gravitas for corporate roles.To create a glove-like fit, therefore, for this specific organizations (board of directors resume) needs, we made strategic adjustments.For example, we modified the headline to read:Own $XXB PL as COO Helming Commercial Model Transformation Centered on Todays Digital RealitiesAddressed, head-on, the changing landscape of retail, using the shift to digital as the catalyst to redefine retail in a hyper-competitive environment.Further descriptive language in the profile included:Develops Industry Leading Distribution with Strong Retail + Digital ExpertiseCurates Customer Journeys with Digital at the CoreMoreover, the strategic planning skills and experience that underpin many board roles: transformation leadership, financial expertise, MA involvements and oversight, cost containment directives, corporate governance and regulatory compliance already were articulated well in her corporate-directed resume.So, amending the content of her corporate-focused executive resume to adapt to the board opportunity became a strategic decision-making process of adding and subtracting information, while ensuring the overall storied flow remained intact.In addition to revamping headlines and profile phrasing, your resume will require other strategic adjustments.In addition to headlin es and other key phrasing, you also will want to fuel the Profile/Summary section with any non-profit or for-profit board roles as well as committee involvements (as a member or chair) that you held or currently hold. Include metric-laced, overarching impacts, connecting the dots between what youve achieved in these roles with what the target board may find appealing.The Body/Experience section of your executive resume may already align fairly well with a board opportunity. However, surgically striking the content with strategic achievements can further fortify the message.Finally, be mindful to reinforce that you will avail a deep and wide strategic network to further cement your executive board-level value. ___If you dont have the benefit of a recruiters insights, you may need to dive a bit deeper on your own to find out the target companys needs. You can conduct a variety of steps. For example:Google the organization, using a variety of keyword strings.Review the companys key exe cutive and board member LinkedIn profiles.Check the organization out on  https://finance.yahoo.com//.Review their proxy statement (if they are a public organization).Inquire around your network.####I am a master  resume writer  with 20 years’ experience in the resume writing trenches. No insta-resume service here. I built my story from ground up, living and breathing resumes, full time, self-supporting, and not as a side gig. My clients hire me for the highly consultative, thoughtful approach to resume writing. Contact me at jacqui@careertrend.net to discuss how I can help shape the story that will accompany you through your next career evolvement.

How to Attract Recruiters on LinkedIn 3 Quick Fixes and 3 Habits to Get Noticed - Career Sidekick

How to Attract Recruiters on LinkedIn 3 Quick Fixes and 3 Habits to Get Noticed - Career Sidekick How to Attract Recruiters on LinkedIn: 3 Quick Fixes and 3 Habits to Get Noticed LinkedIn / https://www.edenscott.com/blog Heres the deal: If you want to get noticed by Recruiters on LinkedIn you need a plan to stand out. LinkedIn has over 450 million registered profiles so you cant just sit and wait for it to happen.We invited professional resume and LinkedIn writer  Virginia Franco to weigh in with her best tips for how to attract recruiters on LinkedIn. Ill let Virginia take it from hereHow to Attract Recruiters on LinkedIn: 3 Quick Fixes and 3 HabitsTo give your profile its greatest chance of ranking high in recruiter searches and in the feeds of your connections, here are 3 one-time only action items, and 3 more that I recommend become a habit at the very least throughout the duration of your job search.3 Quick Fixes to Improve Your LinkedIn:Your Headline a Treasure Trove of KeywordsDON’T: Default to your current job title.DO: Create a unique Professional Headline that includes the kinds of terms that hiring managers and recruiters would use to search for talent li ke you. Suffering from writer’s block? Refer to job postings that interest you to get a sense of what they use as job titles.Note: Your headline and your profile image (well cover that next) are the two main things a recruiter can see  before they click your LinkedIn profile. Picture this they run a search and  10 profiles show up on the  first page of search results. Youre one of them. How are they going to decide who to click? Well, its your headline and your image. Thats a big reason this is important if you want to attract recruiters and get noticed on LinkedIn.Your Pic â€" Make it Professional (looking)DON’T: Include a picture where you are clearly cropped out from a group, where you look blurry, or where the backdrop is distracting.DO: The photo you choose will in many cases speak louder than words to those seeing it (and you!) for the first time. Ideally shoot for a shot that captures you from the shoulders up, and that is sized to fit LinkedIn’s larger headshot sizing. Whether taken by a professional or DIY using photo-editing software, it is critical the picture you choose align with the roles to which you aspire. So if you want to work as a Director of Sales at a ski resort it is probably acceptable to include a pic of you on the slopes. Otherwise refrain from mixing personal with business.Customize Your LinkedIn URLWhen you sign up for a LinkedIn account, you are given a URL that is usually your first and last name followed by several numbers and letters.DON’T: Don’t forward this awkwardly-long URL to your connections.DO: Shorten your URL to include just your first and last name, or customize it to resonate with your readers (Hint: mine reads VirginiaFrancoResumeWriter). Be sure to include this new URL as part of your resume’s contact info and your email signature.Stumped as to how to customize this section? LinkedIn provides direction here.3 Habits to Improve Your LinkedIn:Get RecommendationsWhen it comes to backing up your experience an d reputation, there are few things more powerful than the words of a strong reference.DON’T: Be shy. Ask your managers, direct reports, colleagues and mentors to write a recommendation that speaks to your skills and talents. While there is no limit to how many recommendations you can have, I recommend at least three per experience entry if possible.DO: Reciprocate if appropriate â€" it never hurts to pay it forward.Stay  ActiveThe chances of your LinkedIn profile getting seen  rises exponentially if you stay  active on the site.DON’T: Remain stagnant. While your profile may be up to date, a profile without activity is not likely to get you nearly as far as you’d like.DO: Share + Join. Share articles from industry trade journals, websites and online magazines as well as LinkedIn Pulse, where you’ll discover authors on a wide range of topics. Next, join some groups and start reading, commenting and sharing.Another benefit of groups? You can reach out directly to group members without being first connections. You never know when youll see a few recruiters in a group, and now you can contact them quickly and easily.Get NetworkedDON’T: Wait for people to reach out and make connections.DO: Focus on continually building your network to include people within companies of interest. Recruiters and HR professionals, people working in the role you want next, etc. With the right network in place, you can reach out as soon as you see a job posting of interest or better yet â€" know about the role BEFORE it gets posted!About this guest author:In need of some career advice, a refreshed resume or rebranded LinkedIn?As  the founder and chief writer at  Virginia Franco Resumes, I offer customized executive resume and LinkedIn profile writing services for the 21st century job seeker. I would be happy to chat!

How to Optimise Social Media to Sell Your Company Culture

How to Optimise Social Media to Sell Your Company Culture For those job hunting and researching your company online, a candidate’s typical user journey will begin by visiting your website, specifically a careers page of some sort. They’ll probably go and look for company reviews on sites like Glassdoor to try and build a picture of what it’s like to work for your organization. Candidates will also go one step further and not only look at your company on social media but they’ll do some investigation in looking at the social profiles of your employees as well as any specific career-related social profiles you may have. Therefore, it’s vitally important to ensure that you are using social media in the most optimised way to sell your company culture to attract talent. It is crucial that you have a social media presence on channels where your talent pools are active. Hiring millennials? Look at channels like Snapchat where huge numbers of 25 and under are snapping multiple times a day to their networks. Hiring in China? Then you’re not going to use Facebook as a channel to attract Chinese talent due to government restrictions on service in that country. Can you showcase your company culture in pictures on channels like Instagram? Does your target audience for talent even exist on that channel? Do your research. Know your target audience. Know what channels they’re active on, and strategize around what they can engage with and where. Use Your Employees There’s nothing more powerful than employees telling their own stories about what it’s like to work at your company. Invest in empowering your workforce to be brand ambassadors: Train them up Create a hashtag and let them join the conversation Collaborate with them to create careers content that can be shared on social media When you have an active employee base of brand ambassadors that can complement your own corporate and career social profiles, you have a winning formula for well-rounded company culture messaging. Candidates will look at the profiles of your employees who they may be potentially working with, or being interviewed by. If they see how great it is to work at your company through these profiles, they’re going to naturally be impressed. It’s crucial to ensure hiring managers are driving their teams to be brand ambassadors online, as well as setting a good example themselves. If hiring managers at your organization want the best talent to join their teams yet they’re not going out of their way to be advocates for showcasing why your company is a great place to work, then you have an internal issue that needs serious change management. Use your people. They are the lifeblood of your company. Seek the highly enthused advocates in the workplace and give them the tools to shout about your company externally on social media. Use Your Recruiters If you are a company in a competitive arena for talent, and your recruitment team is scouring the industry for high achieving, passive potential candidates, then it’s highly likely that your recruiters will be the candidates first point of contact from your organization, and first impressions count. Granted, it’s down to the communication skills of the recruiter in the way they position the opportunity that can influence a candidate’s decision to progress forward in the recruitment process but it’s equally crucial that their social profiles are fully representative of the brand and ready to “wow” candidates. Aside from representing the company well on social media, think about using your recruiters as content generators. What are the reoccurring themes that come up in candidate screening calls? What are the most common questions they get asked? Are these the type of things that can be turned into blogs and infographic content, ready to be shared on social media? Leverage your recruiters. They live and breathe on a day to day basis the true value of your company’s brand in the marketplace. Empower them to be Brand ambassadors like the rest of your workforce and seek their knowledge, and turn it into ideas for careers generated content to attract candidates. Use Social Advocacy Tools Now you have fantastic company social profiles that showcase your incredible company culture and your recruiters, hiring managers and general employees are posting about how great it is to work at your company, what’s next? Budget permitting, investing in a social advocacy tool is always a great way to leverage your employees’ individual networks on social media through pushing brand approved content out autonomously. Personally, I would recommend as many organic posts as possible when it comes to employees posting on social, but social advocacy tools are extremely complimentary and make for ease of sharing content for employees, which is a great way to get their buy-in. Many tools have gamification functionality, meaning you have the potential to reward the real brand ambassadors at your organization who’ve been the most active. Initiatives like this are great for morale and employee engagement internally, whilst benefiting externally from their social sharing activity in amplifying your employer brand. In summary of how to best use social media as a tool to showcase your company culture; Select the correct channels that match your target audience for talent, train up and generate content with your employees and recruiters to be Brand ambassadors on social media, and invest in a social advocacy tool to automate the social posting activity across your workforce. About the author: Stuart Hazell, is an Employer Branding and Social Media expert at CA Technologies. His work helps to increase CA’s employer brand through bespoke recruitment marketing strategies.

Job Interview How to Avoid Negativity about Your Employer - Personal Branding Blog - Stand Out In Your Career

Job Interview How to Avoid Negativity about Your Employer - Personal Branding Blog - Stand Out In Your Career Everyone knows this interview tip: “Don’t bad mouth about your employer”. But interesting enough this happens quite often. I got some clue when I was talking to my client Tom few weeks back. Specifically he wanted to learn how to avoid falling in trap of talking negative about his current employer. Apparently he made this mistake in the past. To get his perspective, I asked him about his genuine feeling about the current employer/job. What I heard was that he had been looking for growth in certain areas that was not available in his job. This company’s priority (to fix legacy code issues to quickly unblock the customer) didnt exactly align with Tom’s interests. I also heard some disappointments and frustration in his voice. I then asked him what he wanted from the next job. “I want to work with a team where we innovate and develop new software, use state of the art technology and follow a good process to minimize maintenance overhead going forward”. He replied. “Metaphorically saying, you boarded on a train and it is going to New York whereas you realized you now want to go to Florida. So you want to get on a Florida bound train. The New York bound train has issues with food and other services but that doesnt seem to be your main reason to change.” I drew the analogy to offer him a perspective of the situation. “Wow that helps! If I focus on what I want next, I don’t even think about the problems at my current job, they become irrelevant”. Tom uttered in great relief. Bottom Line Understand what you really feel about your current job. Are you running away from it or moving towards your vision? ”Running from” mindset focuses on the problems it is hard to avoid negativity when you are in this mindset. A job change is a significant step to move towards what you want. Focus on your vision.  That way you won’t even think about the problems anymore.  Best part is, in the interview you don’t have to fake your feelings you will show up as the authentic you! Last week Tom called me saying he accepted a job offer and he very much liked the team and the growth opportunities there:). His voice sounded quite energetic for the new possibilities! Author: Sharmin Banu   is a development partner for high performers who wants to have more Growth, Purpose and Joy for their work and lives. On top of her coach training, a deep eastern cultural background and a 12-year of high tech corporate experience give her a unique position of learning what blocks people to move up in their career path and what helps them to excel. She is very passionate about helping professionals so they can honor their core selves and leverage those to thrive and succeed in the high paced corporate culture and have more fulfillment from their lives. Sharmin’s clientele   is mostly high-tech professionals in the mid-level in their career. Sharmin and her husband have a young daughter and lives in Kirkland WA. Sharmin loves to stay in touch with her friends and the extended family.

Resume Examples - How to Use Resume Examples To Get Noticed

Resume Examples - How to Use Resume Examples To Get NoticedThere are lots of great resume examples out there for you to use in your efforts to create the perfect resume. Unfortunately, there are also a lot of people who will be putting their resumes on the market and want to know how to really get noticed and reach the top. I have written this article to help you figure out what is needed for a well written resume.Writing a good resume is not something that is taught in college. Your best chance of getting it right is to get help from a professional. One of the ways to find a person who can help you is to go online and do some research. You should learn as much as you can about how to write a good resume. You will find a lot of excellent resume examples available for you to check out and you can use these examples to craft your own resume.The first thing that you should do when looking at resume examples is to make sure that the information in the document is really correct. When app lying for a job you need to present yourself in the best possible light. You should not be making up any information that you do not have to. Your best chance of getting hired is to make a good first impression.The second thing that you should do when looking at excellent resume examples is to make sure that the information is presented in a very professional manner. If the person reading your resume is someone that you have never met and you have spent time filling out the application form then you need to make sure that you present the information in the best way possible. If the information is not presenting itself in a professional manner then you should have it changed immediately. This is a very important part of the resume that cannot be stressed enough.The third thing that you should do is to make sure that the information in the resume is as clear as possible. When presenting your information in a certain way it should be clear and understandable. In other words, if you are unable to understand the information you should write an explanation to explain what the information means.The fourth thing that you should do when looking at resume examples is to make sure that your information is specific. Most resumes are more general than they need to be. If you are a business professional then you should try to write your information in a business setting.The fifth thing that you should do when looking at resume examples is to make sure that the information is easy to read. You need to be able to read the information and understand it without difficulty. You should only use a font that is easy to read. Having a clear and easy to read resume is of utmost importance.The sixth thing that you should do when looking at resume examples is to make sure that the information is easy to relate to. You should avoid making the information too broad and try to make it really understandable. You should focus on how easy it is to relate to your information and how much info rmation it has in relation to the job you are applying for.

These Employers Want Women Who Are Out of Work! - Jane Jackson Career

These Employers Want Women Who Are Out of Work! - Jane Jackson Career A great initiative for women who have been out of work for 5-10 years and are struggling to re-enter the workforce at the same level.  Original article in www.womensagenda.com.au  by Georgina Dent @georgiedentSAP’s Back to Work program, an initiative supporting professional women looking to re-enter the workforce after a career break by offering project-based assignments has been successfully rolled out in Japan and Korea, it is now on offer in Australia.“Both Japan and Korea have an ageing population and there is an ongoing challenge around talent, and almost half the talent of the country is on the bench,” Fox-Martin tells Women’s Agenda. “We launched Back to Work because it’s an opportunity to bring talented women back to work, but also to balance our workforce and introduce a new calibre of talent back into SAP.”The program is open to applicants from a variety of fields, who have spent a minimum of two years out of the workforce but of the 12 women brought on board , the average break from the workforce is around five to six years.The company identifies projects and considers what the project would require in house to complete. An hourly rate that is commensurate with the job grade and experience required is then agreed on and the project is open to applicants.“Typically for a contract role we’d use an agency to manage the application process but that isn’t going to work here. This is a high-touch, humanistic recruitment process,” Fox Martin explains. “As our back to work talent comes back, we want them to have confidence and feel that they’re being nurtured.”To this end successful candidates are provided with a mentor, the option to work in the office or from home, with complete flexibility. Any equipment required for the role is provided, along with training to ensure the technology and equipment can be used. Meeting the deliverables set at the outset in consultation with a manager, is the only requirement.“The minimum durati on for a project is 3 months and at the end of 3 months, if we like what we see and they like what they see, we will offer a permanent position in the company,” Fox-Martin says.  Aside from the potential benefit to applicants, it is providing SAP with exposure to talent it was previously missing out on.Tapping into the latent talent of women currently out of the workforce is part of the reasonDeloitte consulting is launching a pilot program called Return to Work next year.  â€œWe are looking for talented individuals who have had time away from work for parenthood, family care or other reasons with the aim of helping them transition back into the working world,” Deloitte Consulting Partner Kaylene O’Brien says. “It not only benefits us by opening up the talent base to highly-qualified, experienced, motivated employees who offer maturity and stability, but also gives these individuals the confidence to continue their career progression despite the fear of being behind or l acking appropriate skills.”What a fantastic initiative.  Have you experienced challenges returning to work after taking time to be a Mum or any other break for that matter? Has it been harder for women to return to the workforce? Id love to hear your comments below.Read the entire article here: http://www.womensagenda.com.au/talking-about/top-stories/item/7510-return-to-work-programs-for-women-after-a-career-break#

5 Considerations for a Job Move - CareerAlley

5 Considerations for a Job Move - CareerAlley We may receive compensation when you click on links to products from our partners. By Leah OFlynn, Executive Recruiter, IT Division Moving is a big undertaking for most folks. There are a lot of things hanging in the balance when you get an offer that requires relocation. The most important thing to consider is the job itself. Is this your dream job? If not, what is the driver? It should be pretty compelling, for example: The job is in your dream location; the opportunity to grow your career is clear; the team dynamic is perfect. Are you going to be successful if this is not your dream job? Regardless of other attractive elements; are you making a reasonable commitment? Ultimately, accepting a job and resigning shortly after can be a huge strike against you on a resume. The employer can feel like he or she wasted her time and resources and could potentially burn bridges with colleagues. What are the costs of moving? Many companies have a hard time finding the right talent locally and will offer relocation packages. Basic relocation includes a moving allowance for packing and transportation of belongings. This may be full or partial reimbursement, or a lump sum / bonus payment. Sometimes these payments are upfront or they are dependent upon completing some determined time period at the company. Eight out of ten companies reimbursed or paid some relocation costs for transferees or new hires according to Atlas Van Lines. Small firms cover costs less often and are more inclined to offer lump sums instead of reimbursements. How does your offer handle relocation costs? What relocation services are offered? Besides the physical moving, some relocation services include spouse/partner assistance. For dual-income households, job opportunities in the new location are very important. Some relocation services offer monetary compensation while the spouse/partner seeks a new job, others offer networking assistance, outplacement/career services, interviewing skills training and resume preparation assistance. Acclimation of you and any family/partner/spouse is an important aspect of a successful move. Some companies have a relocation service to help get you up and running in your new location. The relocation service may introduce you to the neighborhood, or provide information on local amenities and services. If there is no service, how will you test out the new area to make sure it is a fit? Relocation services may include housing. Some companies pay a real estate subsidy either for the sale of a home from where the employee currently resides or in the purchase of a home where the employee is moving. Subsidies may cover costs or price differentials. Temporary housing allowances and home-finding trips as well as storage are also covered by some firms. If these services are not offered, youll need to determine the costs and implications yourself. Smaller start-ups are less likely to get involved in this level of logistics or costs. Larger companies may provide these services in-house or outsource to a professional relocation services company. Overall relocation budgets are anticipated to come down in 2013, following a decrease in 2012 over 2011. Check the 46th Annual Atlas Corporate Relocation Survey for more information on relocation trends. Another cost to consider is the cost of living. If you are moving from a location that has a different cost of living, you definitely want to take that into account. The Bay area and New York are among the most expensive places to live, so if the salary offered needs to reflect that. If you are moving to a place that is less expensive, then measure the offer against that too. There are several cost of living calculators available, such as the CNNMoney calculator which calculates the equivalent salary between two U.S. cities. Are there tax benefits or disincentives? If you move to a state with no state income tax, that may be a strong advantage to you. If you leave Nevada for California, on the other hand, the state income taxes that youll have to start paying may make a big dent in your salary if all other things are equal. The states with no state income tax are: Alaska, Florida, Nevada, South Dakota, Texas, Washington and Wyoming. Tennessee and New Hampshire have limited income tax on individuals, taxing dividend and interest income. Whether the state tax implications have a positive or negative impact on you depends on your overall financial situation. States without state income tax will make up revenues elsewhere and may impact you differently depending on if you are planning on owning your home or renting, and what your overall spending patterns are like. You may want to consult with a financial advisor to explore the ramifications for your own situation. The Tax Foundation offers information on State and Local Tax Burdens. About the Author, Leah OFlynn, Executive Recruiter, IT Division Leah is an executive IT recruiter. Born in Dublin, raised in New Jersey, her gypsy ways have taken her on many a random journey. Leah has two degrees; one in Journalism and Media Studies, the other in History. Her love of working with people has made her a natural at recruiting. About Redfish Technology: Founded in Silicon Valley in 1996, Redfish Technology is an award-winning talent acquisition firm specializing in high tech and clean tech sectors. Partnering with growth mode companies, small and large, Redfish staffs executive functions and builds out the teams below. The company provides services nationwide and has offices in Silicon Valley, the East Coast, and Sun Valley. This is a Guest post. Also take a look at: 8 Reasons Why You Wont Be Hired (And How To Get Past Them) We are always eager to hear from our readers. Please feel free to contact us if you have any questions or suggestions regarding CareerAlley content. Good luck in your search,Joey Job Search job title, keywords, company, location jobs by