Your resume needs be easy to read and easy to scan quickly because recruiters and hiring managers review hundreds and hundreds of resumes.

It’s helpful to think of your resume in the context of a newspaper or magazine article.  Editors employ techniques to ensure you notice and read their article.  Techniques include:

• superscript fonts and multimedia components
• captivating headlines and sub-headings
• bullets and bolding
• white space

Let’s take a look at these techniques at play in the following resume.

Superscript fonts and multimedia components

Start your resume with a superscript font just as a magazine article might start with an enlarged first letter.  Notice the large “M, F and L” in the name below?  Notice the subtle shadowing in the font?  They create a classy and elegant start to your resume.

Multimedia components are also important in a current resume because resumes are primarily read online.  Hyperlinks and clickable icons are examples of multimedia opportunities.  In the Microsoft Word version of this resume, clicking on the LinkedIn icon below takes you to the resume author’s LinkedIn profile.

Captivating headlines and subheadings

When deciding to read an article your brain instantly reacts to the headline.  Compelling? Read on!  Irrelevant or disinteresting?  Ignore and move on.  You want your resume to stand out!  Here’s an example of a resume headline – also referred to as a tag line or a personal branding statement.  The superscript is used here, too.  If the recruiter or hiring manager thinks your tag line is on the mark they will surely read further!

The use of sub-headings helps to break up sections of your resume to make it easier to read and easier to digest.  The section above is entitled “profile.”  Other sections may be called “Experience,” “Education” and “Professional Organizations.”  The use of a black bar with reverse white font helps to delineate and provides a welcome break from pure text – thus making for a more pleasing read!

Bullets and bolding

Bullets and bolding help to highlight key points while giving the reader a quick way to gauge whether they should read on.  The paragraph format articulates the duties and scope of the position while the bullets call out the value and key competencies associated with the experience.

White space

A generation ago resumes were limited to one page.  Now that resumes are viewed online, one-page resumes are a fallacy.  Writing a two or three-page resume (depending on how long the employee has been in the workforce) allows for a resume to include a generous amount of white space.  Consider the analogy of decluttering your home prior to sale.  This same idea works for resumes, too.  Declutter.  Edit.  Create pleasing margins and breaks between text.  The end result should be a resume that pops with all the polish and shine of a professional magazine article.

If you choose to apply these laws of resume writing, the process can and should be fun and rewarding!

If you like the format used in the sample resume highlighted in this article, you can download it here and make it your own!

What additional tips do you have to create a captivating resume?  Please leave a comment below and/or send me an email.

Remember, It Only Takes ONE!

Use the SHARE buttons at the bottom of this page to share with your social networks.

Matt

About the Author

***Download a free copy of Matt’s 70 page eBook, The Royal Wave and Other Strategies for Career Success***

Matthew Levy is a well-rounded HR professional, career coach, keynote speaker and author with fifteen years of broad experience in both specialist (e.g., recruiting) and generalist (e.g., HR business partner) roles at blue-chip companies, including Merck, Amgen and Johnson & Johnson.

Matt is founder and President of a career coaching practice, Corner Office Career Coaching.  Matt works one-on-one with professionals, executives and students providing them with customized solutions to their career challenges.  As a 20-year corporate HR professional with a large network who has also successfully conducted his own effective, cutting-edge job search, he is well qualified to help others reach their career goals.  His job seeker blog has received 50,000 visitors and his articles have been run by nationally recognized job search and career management websites and guides.  He also regularly gives speeches on career management and job search.

Matt works full time as a Global HR Lead for Johnson & Johnson.  Prior to J&J, Matt relocated his family to Southern California to take a position with Amgen, the world’s largest biotechnology company, where he led the talent acquisition function for Amgen’s commercial operations and corporate staff groups.  Before Amgen, Matt spent several years at Merck, one of the largest pharmaceutical companies in the world.  There, Matt held a variety of positions in both recruiting and generalist capacities.

Matt graduated cum laude with a B.S. in Business Management from Ithaca College.  He is an actively engaged member of several professional organizations including the Philadelphia HR Planning Society where he is on the Board of Directors and the Greater Philadelphia Senior Executives Group.

Matt lives in Doylestown, PA with his wife, daughter and son.  He jogs through the Bucks County countryside to stay fit.

Only connect with people you know

LinkedIn repeatedly warns that you should only connect with people you know.  Savvy users know this is not the case.  Consider the analogy of a pen pal.  A pen pal is someone with whom you trade letters over a long distance.  After many years you may have a chance to meet your pen pal.  Normally this meeting is accompanied by tears of joy and many hours of laughter.  That’s because your pen pal has become a close friend, or at a minimum, has become a close acquaintance.

It is the same concept with LinkedIn: if you send a customized invitation to a complete stranger on LinkedIn, there is a great chance that they will accept your invitation.  You can then start a networking relationship based on giving.   This new connection may eventually turn into a close friend – just like the pen pal!

Your profile is complete when you hit 100%

LinkedIn provides a rudimentary “Completeness” scale on your profile page.  Unfortunately, the components that LinkedIn uses to calculate this scale are very, very basic and lulls new members into a fall sense of security.  You can read about the details in this official LinkedIn blog post.  Don’t be fooled!  If you sit back and relax after hitting the 100% mark you are not taking advantage of the power of LinkedIn.  Here’s an entire presentation on additional ways that you can fully optimize your LinkedIn profile.

You should use your current job title as your headline

The section magnified above is called your professional headline.  Far too often LinkedIn users use this prime real estate for their current job title.  This is a huge miss!  Why?  Because LinkedIn uses a search algorithm (much like Google) to return search results when members (many times recruiters and hiring managers) search for other members.  LinkedIn places a lot of search algorithm weighting on the words in your professional headline.  Also, every time you make a comment, ask a question or post an update, your professional headline appears.  As you can see from the picture above, LinkedIn allows for many more characters in your headline than a typical job title.  Use up the character allotment with a strong personal branding statement and key words that will differentiate you from the competition and, if crafted appropriately, will allow you to show up on the first page of LinkedIn search results.

LinkedIn recommendations are meaningless

If written properly, LinkedIn recommendations can play in integral role in your LinkedIn profile, your personal brand and ultimately in your career. After all, what is more powerful: you saying how terrific you are or someone else singing your virtues? Consider a book cover: are you more impressed with the author’s bio or the third party recommendations? The bottom line is that, in most cases, what others say about you has more impact than what you say about yourself. LinkedIn recommendations are important, but how do you go about writing and receiving recommendations to enhance your LinkedIn profile and therefore your personal brand? For a deep dive check out LinkedIn recommendations: love ‘em or leave ‘em?

What are some other LinkedIn misconceptions?  Please leave a comment below and/or send me an email.

Remember, It Only Takes ONE!

Matt

About the Author

***Download a free copy of Matt’s 70 page eBook, The Royal Wave and Other Strategies for Career Success***

Matthew Levy is a well-rounded HR professional, career coach, keynote speaker and author with fifteen years of broad experience in both specialist (e.g., recruiting) and generalist (e.g., HR business partner) roles at blue-chip companies, including Merck, Amgen and Johnson & Johnson.

Matt is founder and President of a career coaching practice, Corner Office Career Coaching.  Matt works one-on-one with professionals, executives and students providing them with customized solutions to their career challenges.  As a 20-year corporate HR professional with a large network that has also successfully conducted his own effective, cutting-edge job search, he is well qualified to help others reach their career goals.  His job seeker blog has received 50,000 visitors and his articles have been run by nationally recognized job search and career management websites and guides.  He also regularly gives speeches on career management and job search.

Matt works full time as a Global HR Lead for Johnson & Johnson.  Prior to J&J, Matt relocated his family to Southern California to take a position with Amgen, the world’s largest biotechnology company, where he led the talent acquisition function for Amgen’s commercial operations and corporate staff groups.  Before Amgen, Matt spent several years at Merck, one of the largest pharmaceutical companies in the world.  There, Matt held a variety of positions in both recruiting and generalist capacities.

Matt graduated cum laude with a B.S. in Business Management from Ithaca College.  He is an actively engaged member of several professional organizations including the Philadelphia HR Planning Society where he is on the Board of Directors and the Greater Philadelphia Senior Executives Group.

Matt lives in Doylestown, PA with his wife, daughter and son.  He jogs through the Bucks County countryside to stay fit.

Interestingly, there is a new tool that recruiters and hiring managers are using to find you via social media.  It’s called Bullhorn Reach.  I’m seeing it proliferate across the recruiting industry. What does this mean to the job seeker or the gainfully employed individual who has finally realized that they need to actively manage their career?  It means that you need to develop a professionally-oriented personal brand and convey that brand via multiple social networks including LinkedIn, Facebook, Twitter, YouTube and WordPress (among others).

By doing so, recruiters and hiring managers will be able to find you.  After all, they would rather find you than looking through the five hundred resume responses from a monster.com posting!

Have a look at this video aimed at corporate recruiters and search firms.  Pay particular attention at the 1:10 second mark where Bullhorn Reach talks about targeting job seekers (passive and active) who are active in social media circles.  If you are a mid-career jobseeker and you have been reticent to get involved with social media, maybe this is your wake-up call!

Matt

Download my recently released 70 page eBook on Job Search and Career Management.

About the Author

Matthew Levy is a well-rounded HR professional, career coach, keynote speaker and author with fifteen years of broad experience in both specialist (e.g., recruiting) and generalist (e.g., HR business partner) roles at blue-chip companies, including Merck, Amgen and Johnson & Johnson.

Matt is founder and President of a career coaching practice, Corner Office Career Coaching.  Matt works one-on-one with professionals, executives and students providing them with customized solutions to their career challenges.  As a 20-year corporate HR professional with a large network who has also successfully conducted his own effective, cutting-edge job search, he is well qualified to help others reach their career goals.  His job seeker blog has received 37,000 visitors and his articles have been run by nationally recognized job search and career management websites and guides.  He also regularly gives speeches on career management and job search.

Matt works full time as a Global Human Resources Lead for Johnson & Johnson Pharmaceutical Research & Development. Prior to J&J, Matt relocated his family to Southern California to take a position with Amgen, the world’s largest biotechnology company, where he led the talent acquisition function for Amgen’s commercial operations and corporate staff groups.  Before Amgen, Matt spent several years at Merck, one of the largest pharmaceutical companies in the world.  There, Matt held a variety of positions in both recruiting and generalist capacities.

Matt graduated cum laude with a B.S. in Business Management from Ithaca College.  He is an actively engaged member of several professional organizations including the Philadelphia HR Planning Society where he is Vice President and the Greater Philadelphia Senior Executives Group.

Matt lives in Doylestown, PA with his wife, daughter and son.  He jogs through the Bucks County countryside to stay fit.

Joshua doesn’t just jump right into the technical components of social media.  Instead he spends the first two parts (120 pages) explaining key concepts related to job search: preparing for your job search and marketing yourself with a personal brand.  These sections are critical and foundational.   They include several ideas and exercises to help you start down the right path.

Joshua delves into the social media specifics in the next three sections.  First, he explains how to create multimedia resumes via LinkedIn, video and other online resources such as VisualCV.com.  I appreciated that Joshua covered some basics but also some advanced techniques.  For example, as a career coach, I am intimately familiar with LinkedIn but hadn’t heard of another of his recommendations, Innovate CV.  There’s something for everyone in Job Searching with Social Media For Dummies!

Next, the focus turns to using Twitter, Facebook and other sites to find a position.  Joshua puts forth a compelling argument regarding Twitter.  It’s really fun to read!  For example, the author acknowledges that there are skeptics who think Twitter is for personal updates (such as what Starbucks drink you’re enjoying at the moment).  Then he methodically convinces the reader that Twitter really needs to be a mainstay of a current job search.  I couldn’t agree more.

Toward the end of the book, Joshua elaborates on how to connect with other people via social media and emphasizes many, if not all, of the key tenants of social media: be authentic, show an opinion, show personality, start or contribute to the conversation.

In summary, I highly recommend Job Searching with Social Media For Dummies.  I’m sure it will be a key resource for my clients and me.  It would take many, many weeks if not months or years to accumulate this information on your own.   Why bother?  Instead, pick up a copy of this book and you will no longer be a social media for job search dummy!  You will be smart and savvy – and likely gainfully employed a lot sooner.

Matt

About the Author

Matthew Levy is a well-rounded HR professional, career coach, keynote speaker and author with fifteen years of broad experience in both specialist (e.g., recruiting) and generalist (e.g., HR business partner) roles at blue-chip companies, including Merck, Amgen and Johnson & Johnson.

Matt is founder and President of a career coaching practice, Corner Office Career Coaching.  Matt works one-on-one with professionals, executives and students providing them with customized solutions to their career challenges.  As a 20-year corporate HR professional with a large network who has also successfully conducted his own effective, cutting-edge job search, he is well qualified to help others reach their career goals.  His job seeker blog has received 30,000 visitors and his articles have been run by nationally recognized job search and career management websites and guides.  He also regularly gives speeches on career management and job search.

Matt works full time as a Global Human Resources Lead for Johnson & Johnson Pharmaceutical Research & Development. Prior to J&J, Matt relocated his family to Southern California to take a position with Amgen, the world’s largest biotechnology company, where he led the talent acquisition function for Amgen’s commercial operations and corporate staff groups.  Before Amgen, Matt spent several years at Merck, one of the largest pharmaceutical companies in the world.  There, Matt held a variety of positions in both recruiting and generalist capacities.

Matt graduated cum laude with a B.S. in Business Management from Ithaca College.  He is an actively engaged member of several professional organizations including the Philadelphia HR Planning Society where he is Vice President and the Greater Philadelphia Senior Executives Group.

Matt lives in Doylestown, PA with his wife, daughter and son.  He jogs through the Bucks County countryside to stay fit.

If you would like to share your story please let us know.

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ML: What is your name, title and Company?

ID: Ira Disman, Recruitment Program Manager/Senior Recruiter, American Hearing Aid Associates

ML: How long were you actively looking for a job?  What year?

ID: I have been actively looking for a full time job for close to two years. However, I pursued other passions in my life and taught as an Adjunct Professor at DCCC and also obtained two different soccer referee licenses so I could ref PIAA high school and junior high and USSF travel games.

ML: What challenges were you up against (well compensated, long tenure at prior company, gaps in employment, transferring to new industry, etc)?

ID: The imbalance of supply and demand for recruiters, there were so many talented recruiters in the market and very few open positions.

ML: Tell us the story of how you landed your new job.

ID: I finally saw the market demand for recruiters pick up in the second quarter of this year. I was about to accept a contract recruiting position when American Hearing Aid Associates really liked my background and pursued me aggressively for a full time position.

ML: What job search techniques were most helpful?

ID: Even though I didn’t obtain the AHAA job through networking, the contract job I was offered was through networking. I met many wonderful people at in-transition networking groups, association meetings, and followed up with a lot of one to one meetings. Networking and making sure you are going after the position(s) that make sense for you are vital.

ML: (If you were unemployed for a stretch of time) How did you handle the emotional aspects of unemployment?

ID: I knew the right position was out there for me but had to be much more patient than I ever had to be. I always stayed positive, upbeat and made sure I kept busy with the other passions in my life to give me a sense of purpose and balance.

ML: A lot of people talk about networking as an integral part of a job search.  Was it beneficial to you?

ID: Absolutely!  I have made some wonderful connections and friends during my in transition period and will make sure I stay active in networking. Also, I obtained great information from attending meetings and saw many wonderful speakers, including Matt!

ML: Did you use any social media components (LinkedIn, Twitter, Facebook, YouTube, etc) to aid in your search?  If so, which ones and were they useful?

ID: I used all of them except YouTube. There is a movement on Twitter called HireFriday that job seekers should utilize. It allows job seekers to tweet their profile with the ability to put their Linkedin profile in the tweet and the tweets are viewed by recruiters. There are also job and resume services on Twitter. And, of course, Linkedin is an incredibly powerful tool that every job seeker should be using to the maximum.

ML: What advice would you give to someone who is reading this who is currently involved in a job search?

ID: Stay positive, don’t settle, network and as Matt has said before “it only takes one.”  That is one referral, one lead, or one person or company that really believes in your background. It is out there and will happen!!

ML: Ira’s story is definitely one of perseverance.   The quote from Jim Valvano comes to mind: “Don’t give up…Never give up.”  Job seeking in the current climate is definitely a marathon.  I don’t need to tell you that!  Like a marathoner, you need to train everyday.  Do the little things everyday that will take you one step closer to your goal.  Speaking of which, setting goals in job search, just like athletics, is a great idea.

I subscribe to the 5-10-5 goal:

. Apply to 5 jobs per week that are at least a 75% match with your skills.  Even if the job is a bit far away or in a different industry.  Apply!  It’s hard to find a job without ever applying to one.

. Make 10 new connections per week.  Yes, more than one a day.  Use LinkedIn as your linchpin for connecting but use any face to face interaction to make a new connection.  Summer BBQs, the teller, the dry cleaner, parents on the ball fields.  You just don’t know where the help will come from.  Networking is like a 401(k) plan.  How?  You invest a lot and don’t usually reap immediate rewards.  But down the road a few months your network will start to pay off for you.   Like Ira did, stick with it.  Day after day.

. Go to 5 professional events per month where you can meet like-minded people.  There are thousands of professional organizations in all fields.  Seek them out.  Become a member, get on a committee, get elected to the board of directors.  Give speeches, act as a panelist in your area of expertise.  Get noticed and stand out.

Matt

Add to: Facebook | Digg | Del.icio.us | Stumbleupon | Reddit | Blinklist | Twitter | Technorati | Yahoo Buzz | Newsvine

About the Author

Matthew Levy is a well-rounded HR professional, career coach, keynote speaker and author with fifteen years of broad experience in both specialist (e.g., recruiting) and generalist (e.g., HR business partner) roles at blue-chip companies, including Merck, Amgen and Johnson & Johnson.

Matt is founder and President of a career coaching practice, Corner Office Career Coaching.  Matt works one-on-one with professionals, executives and students providing them with customized solutions to their career challenges.  As a 20-year corporate HR professional with a large network who has also successfully conducted his own effective, cutting-edge job search, he is well qualified to help others reach their career goals.  His job seeker blog has received 30,000 visitors and his articles have been run by nationally recognized job search and career management websites and guides.  He also regularly gives speeches on career management and job search.

Matt works full time as a Global Human Resources Lead for Johnson & Johnson Pharmaceutical Research & Development. Prior to J&J, Matt relocated his family to Southern California to take a position with Amgen, the world’s largest biotechnology company, where he led the talent acquisition function for Amgen’s commercial operations and corporate staff groups.  Before Amgen, Matt spent several years at Merck, one of the largest pharmaceutical companies in the world.  There, Matt held a variety of positions in both recruiting and generalist capacities.

Matt graduated cum laude with a B.S. in Business Management from Ithaca College.  He is an actively engaged member of several professional organizations including the Philadelphia HR Planning Society where he is Vice President and the Greater Philadelphia Senior Executives Group.

Matt lives in Doylestown, PA with his wife, daughter and son.  He jogs through the Bucks County countryside to stay fit.

If you would like to share your story please let us know.

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ML: What is your name, title and company?

CK: Cheryle Kerksieck, Pacific Coast Supply, Human Resources Manager

ML: How long were you actively looking for a job?  What year?

CK: February – June 2011, about 5 months.

ML: What challenges were you up against (well compensated, long tenure at prior company, gaps in employment, transferring to new industry, etc)?

CK: The biggest challenges was locating a challenging position in Northern California.  There are few quality positions available and there are a lot of great talent in human resources applying for the same jobs.  Another challenge, I had frequent movement from one job to another in the past four years.  Most employers understood my reasons for moving upward and into a more strategic role. It was important for me to be confident and positive when I answered the question why I left one employer and went to another.

ML: Tell us the story of how you landed your new job.

CK: I was referred to the company through a mutual friend. I was actively interviewing with several companies and was not even sure I wanted to pursue the position with Pacific Coast because it is tied to the construction industry. I met with several leaders in the organization and was very impressed with their forward thinking and commitment to developing talent. I had several job offers and I decided on Pacific Coast because of its dedication to human capital initiatives.

ML: What job search techniques were most helpful?

CK: Networking was critical in my search. I met a lot of wonderful people in the human resources community who referred me to employers that are hiring.  I was diligent in searching for positions in marketplaces where I was possibly willing to relocate and networking with human resource professionals in those marketplaces.  I made of lists of the positions I applied for and created ticklers to follow-up with employers. I found the most efficient job search engine to be Indeed.com because they aggregate postings from all the other job search engines.  I found it important to create efficiencies in my job search so I could quickly identify the positions that were a good match for me.

ML: (If you were unemployed for a stretch of time) How did you handle the emotional aspects of unemployment?

CK: It was important for me to remain positive and engaged in the human resources community.  I remained active in the human resources community, by attending local seminars and webinars.  I, also, caught up on reading professional journals, and joined a local human resources networking group where we share best practices.  My mental well-being is closely tied to my physical health, and I took advantage of the time off to decrease my body fat through exercise and improving my diet.  Finally, I made a point to talk to my family on how they were coping with my loss of employment and affirming for them that this was temporary.  Always taking time to smile and laugh.

ML: A lot of people talk about networking as an integral part of a job search.  Was it beneficial to you?

CK: It was through social networking that I was hired with Pacific Coast. I can’t emphasize how important it is to remain in contact with colleagues and friends, even if it is a quick email to say hello and wishing them well.  People remember the little notes/phone calls/text messages, and it makes a lasting impression.  I did not understand the power of networking until now.  I was so impressed with how complete strangers gave me their time to help me connect with a employer. 

ML: Did you use any social media components (LinkedIn, Twitter, Facebook, YouTube, etc) to aid in your search?  If so, which ones and were they useful?

CK: I am an avid user of social networking sites. I took advantage of LinkedIn’s job seeker membership to give me access to people I might not have otherwise met.  I set goals to connect with a certain number of people each week and to increase my connections by a specific percentage each week. These targets were essential at my connecting, ultimately, with the person who referred me to Pacific Coast.  TweetMyJobs and searching for a job using Twitter is in its infancy and I found it helpful to tweet me positions quickly in a particular marketplace.

ML: What advice would you give to someone who is reading this who is currently involved in a job search?

CK: Don’t look back. Look forward and take advantage of the opportunity being presented to evaluate your personal and professional values.  Align these values with a company that will take advantage of YOU. If you have time to look for a position that will take advantage of your strengths, than take the time. Critically interview potential employers and ask questions that will help you understand that culture of the organization. One question I asked all employers was, “What motives people intrinsically to stay with company x.”  Take time to reflect on each interview and how you could have better prepared. Take the time to listen to employers to understand their business needs and how the position fits into the overall organization. Use this information to tailor your responses. Finally, be yourself.

ML: There several morals of Cheryle’s story.  One of them is certainly the use of networking.  Another moral is the need to adopt and maintain a positive attitude.  In my speeches, I constantly remind the audience that recruiters and hiring managers can sniff desperation a million miles away.  Be the light that attracts the bugs, don’t be the bug that is attracted to the light!

Cheryle emphasizes the need to stay in front of your connections.  One way to do this is via a networking newsletter.  This is a critical step to ensure your network remembers you!

Here are some additional resources on networking:

The Secret to Networking?  It May Surprise You.

Staying Networked When You Land a New Position

Job Search Stalled? Increase Your “Impressions” With A Networking Journal

Networking, Networking, Networking

Remember, It Only Takes One!

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About the Author

Matthew Levy is a well-rounded HR professional, career coach, keynote speaker and author with fifteen years of broad experience in both specialist (e.g., recruiting) and generalist (e.g., HR business partner) roles at blue-chip companies, including Merck, Amgen and Johnson & Johnson.

Matt is founder and President of a career coaching practice, Corner Office Career Coaching.  Matt works one-on-one with professionals, executives and students providing them with customized solutions to their career challenges.  As a 20-year corporate HR professional with a large network who has also successfully conducted his own effective, cutting-edge job search, he is well qualified to help others reach their career goals.  His job seeker blog has received 30,000 visitors and his articles have been run by nationally recognized job search and career management websites and guides.  He also regularly gives speeches on career management and job search.

Matt works full time as a Senior HR Generalist for Johnson & Johnson Pharmaceutical Research & Development. Prior to J&J, Matt relocated his family to Southern California to take a position with Amgen, the world’s largest biotechnology company, where he led the talent acquisition function for Amgen’s commercial operations and corporate staff groups.  Before Amgen, Matt spent several years at Merck, one of the largest pharmaceutical companies in the world.  There, Matt held a variety of positions in both recruiting and generalist capacities.

Matt graduated cum laude with a B.S. in Business Management from Ithaca College.  He is an actively engaged member of several professional organizations including the Philadelphia HR Planning Society where he is on the Board of Directors and the Greater Philadelphia Senior Executives Group.

Matt lives in Doylestown, PA with his wife, daughter and son.  He jogs through the Bucks County countryside to stay fit.

A full-day social media training conference to be held June 1 at Delaware Valley College in Doylestown has taken a dramatic swing toward “social good.” To make the conference more
affordable for cash-strapped businesses, out-of-work professionals, students and nonprofits, all 30 speakers have agreed to offer their services free for the day to teach others how to use social media in their professional lives.
This change means conference participants will be pay less for the conference and will be asked to help others in exchange for a huge discount. Business people will only pay $49, jobseekers and students will only pay $29 and nonprofits will pay $19 – if they register by 2:00 p.m. Tuesday, May 24. Regular registration rates were $249.
“We have been asked by many people for reduced rates because tight budgets were keeping them from attending,” said Chuck Hall, organizer of the SoMeBizLife Conference. “Instead of maybe 150 to 200 people at the regular conference price of $249, we are hoping to help as many as 400 people at reduced rates.”
“Several speakers independently asked me if they could waive their fees in order to let people come at a reduced rate to jump-start their business or job search, and to help nonprofits
get their message out through social media. When I asked all the speakers if they wanted to waive their fees to help others, they unanimously and very generously agreed
without hesitation,” Hall said.

In exchange for the reduced fees, the SoMeBizLife speakers are asking every attendee to “pay it forward” by investing two hours following the conference to share with others what
they learn about social media, help someone out of work find a job using social media, or provide other volunteer social media services in their own communities. All conference participants will be encouraged to let others know about their “pay it forward” plans through social media channels such as Facebook, Twitter and LinkedIn.
The SoMeBizLife Conference will be held from 7:30 a.m. to 5:00 p.m., June 1 at Delaware Valley College in Doylestown. For complete details on the conference including registration
information, go to www.SoMeBizLife.com. To receive the discounted rates, select the “Pay It Forward” Ticket Option. Business people may use the discount code SoMeBizBiz, job
seekers and students may use the discount code SoMeBizSeeker, and nonprofits may use the code SoMeBizNonProf.
Those who registered previously at higher rates will be offered the opportunity to pay it forward by providing free tickets for others they know or receiving a refund of the difference
between what they already paid the new lower rates.

To my valued readers and subscribers,

I am pleased to announce my new e-book entitled The Royal Wave and Other Strategies for Career Success.  It’s a 20-chapter, 70-page compilation of many of the articles I have written over the past year and a half.  I have found that several of my most popular and beneficial pieces have been buried over time and under newer material.

With the publication of this e-book, everything is now easily accessible in one document.  It is my hope that the practical tips and inspirational messages contained in it will help job seekers as well as those who are simply actively managing their careers.

In order to receive a free copy, simply register here and you will be able to download the e-book immediately!  Let me (and others) know what you think of it by leaving a comment below.

As a side note, this blog, started harmlessly in November 2009, recently hit 30,000 views with no paid marketing at all!  Thanks for being part of this community and please do continue to share it with your network.

Best Regards, Matt

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If you would like to share your story please let us know.

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ML: What is your name, title and company?

ME: Mike Ernst, Executive Director, Human Resources, NHS Human Services

ML: How long were you actively looking for a job?  What year?

ME: My active search lasted eight months from June 2010 through January 2011

ML: What challenges were you up against (well compensated, long tenure at prior company, gaps in employment, transferring to new industry, etc)?

ME: Human Resources had been decimated during the recession particularly in the greater Philadelphia region.  This obviously led to over-saturated candidate pools and very few senior opportunities.  There was a lot of tremendous talent on the street and not near enough quality jobs for all of us.

ML: Tell us the story of how you landed your new job.

ME: I saw a blind posting on the Delaware Valley HR In-transition LinkedIn list for a Head of HR.  With limited information I applied and a recruiter immediately followed up with me.  Both the organization and the role met the goals I had set for myself, so I was excited to pursue.  While the selection process was long (3 months) it was well worth the wait.  This is a tremendous company, with a strong mission and the role is a perfect fit.

ML: What job search techniques were most helpful?

ME: I really embraced networking.  It was definitely something I had to force myself to do since it is not easy for me to ask others for help, but I found it to be an essential driver of my search.

ML: (If you were unemployed for a stretch of time) How did you handle the emotional aspects of unemployment?

ME: I treated my search as if it was my job.  I was enthusiastic and maintained a positive attitude.  I also took the opportunity to get back in physical shape (“strong body, strong mind”).  I lost 20 lbs and felt great physically which also contributed to my psychological heath. 

ML: A lot of people talk about networking as an integral part of a job search.  Was it beneficial to you?

ME: Yes, networking was critical.  It really opened up a lot of different opportunities that I would not have uncovered through more traditional means.  While this particular job was not found through networking, I concurrently had 5 other opportunities that I was pursuing all of which were a result of networking activities.  It also gave/gives me a sense of purpose.  It was meaningful to see how I could/can help those who I met and developed a relationship.

ML: Did you use any social media components (LinkedIn, Twitter, Facebook, YouTube, etc) to aid in your search?  If so, which ones and were they useful?

ME: I used LinkedIn a lot.  I upgraded my account to a business account which gave me access to helpful features that the base account did not offer.  I was able to uncover a wealth of information on both individuals and companies through LinkedIn.

ML: What advice would you give to someone who is reading this who is currently involved in a job search?

ME: I had a lot of people tell me to “take whatever you can get – it’s easier to get a job if you have a job”.  I took the opposite approach.  I wanted to accept my next offer with no reservations and a commitment to the organization I joined.  So I thought hard about what was important to me in a job and in the company I may join.  Then I stuck to my guns and went and found that.  Now I am not naïve enough to think that if I was out 18 months as opposed to 8 that I may have had to adjust this strategy.  I also understand that everyone’s situation is different, but for me if I had gone the other way I am confident that my career would have been set back 2 or 3 years.  Instead I could not be happier with the result.

The other piece of advice I have is just to remain confident.  Potential employers can sniff out desperation and it really weakens candidates.  Conversely candidate confidence feeds employer confidence.  Remember, for most hiring managers, making a hiring decision carries tremendous risk.  A confident candidate can mitigate that risk.  Solve that problem for them!   

ML: The moral of Mike’s story revolves around the “mind-set over skill-set” philosophy.  This means that you can have the greatest credentials in the world but if you don’t convey a confident air about yourself, those credentials may not mean a lot.

Also of note – Mike had a target job in mind and stuck to his guns.  I find job seekers want to cast the widest net to catch every job in the ocean.  I suggest you consider a more surgical approach by narrowing down to specific jobs (sometimes even in specific industries).  Network in, build relationships and get involved and good things are bound to happen.  Hiring managers much prefer to hire people they know and trust.

Matt

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Here are some additional resources on networking:

The Secret to Networking?  It May Surprise You.

Staying Networked When You Land a New Position

Job Search Stalled? Increase Your “Impressions” With A Networking Journal

Networking, Networking, Networking

Remember, It Only Takes One!

About the Author

Matthew Levy is a well-rounded HR professional, career coach, keynote speaker and author with fifteen years of broad experience in both specialist (e.g., recruiting) and generalist (e.g., HR business partner) roles at blue-chip companies, including Merck, Amgen and Johnson & Johnson.

Matt is founder and President of a career coaching practice, Corner Office Career Coaching.  Matt works one-on-one with professionals, executives and students providing them with customized solutions to their career challenges.  As a 20-year corporate HR professional with a large network who has also successfully conducted his own effective, cutting-edge job search, he is well qualified to help others reach their career goals.  His job seeker blog has received 30,000 visitors and his articles have been run by nationally recognized job search and career management websites and guides.  He also regularly gives speeches on career management and job search.

Matt works full time as a Senior HR Generalist for Johnson & Johnson Pharmaceutical Research & Development. Prior to J&J, Matt relocated his family to Southern California to take a position with Amgen, the world’s largest biotechnology company, where he led the talent acquisition function for Amgen’s commercial operations and corporate staff groups.  Before Amgen, Matt spent several years at Merck, one of the largest pharmaceutical companies in the world.  There, Matt held a variety of positions in both recruiting and generalist capacities.

Matt graduated cum laude with a B.S. in Business Management from Ithaca College.  He is an actively engaged member of several professional organizations including the Philadelphia HR Planning Society where he is on the Board of Directors and the Greater Philadelphia Senior Executives Group.

Matt lives in Doylestown, PA with his wife, daughter and son.  He jogs through the Bucks County countryside to stay fit.