Billie Sucher wrote some great questions to ask yourself if you are one who has given out your resume to several hiring managers and you haven’t been called in for an interview. Billie writes, “For starters, pretend that you are the Hiring Manager…so put on your Hiring Manager’s hat and start asking:

• Does your resume reveal a phone number or personal e-mail where you can easily be contacted?
• Does your resume clearly state your professional focus? In other words, what do you want to do?
• Does your resume contain a Qualifications Summary or a Profile (30-second sales pitch) that 1. aligns with your target goal and that 2. captures the best of your experience, education, and employee traits that are relevant, essential, and supportive to doing the job? In other words, why can you do what you say you’re interested in doing? And does your Profile prove it?
• Have you branded yourself as a professional who is competent, proficient, or expert at delivering something of value to the organization? In other words, have you convinced the reader to sample your brand?
• Does your resume sound like you? In other words, does the reader get a clear sense of who you are? And when they interview you, will the “real” you align with the “paper” you? Or, is there a cavern between the two?
• Does your resume state where you reside and where you’ve worked, or is that data missing from the document?
• Does your resume communicate a feel for how much you are worth?
• When the Hiring Manager reads your resume, do you honestly think it will evoke a WOW or a WASTEBASKET response?”

I’d also add, “How does your resume look? At first glance, is your resume full of print or does it have enough white space to make it look inviting to read?” Billie asked phenomenal questions that would be worth your time thinking through if you would like to be called in for interviews. I’d be glad to coach you so that your resume stands out making you look like a ‘winner’!

Eve Tahmincioglu, a MSNBC contributor, wrote in her blog, “One of the hardest things to do is get back into an industry you’ve been away from for more than a year. But it’s not impossible.

You must be ready to take a step down and enter the world of the entry-level worker, says Tom Gimbel, CEO of staffing firm The LaSalle Network. “You have to take one step backwards to take two steps forward,” he explains.

You’ve already accepted that you have to expect less money, but you also have to accept a lower-level position such as a help desk employee. Business analyst may be aiming a bit too high, Gimbel adds. “If you really have the passion for the job” and the drive to prove yourself, he says, you’ll move up the ladder quickly.

When applying for job, if a hiring manager says you seem overqualified just stress that you’re looking to learn and get back into the industry you love.

And you could be onto something about the age bias issue. There are employers who shy away from older workers, but you can’t let that get you down. Focus on what you can bring to the table and make sure to show your enthusiasm for the job.

Your best bet, Gimbel advises, is to go to a temporary staffing agency and get a position to get your feet wet.”

If you are looking to re-enter the workplace, I would first suggest taking some online assessments to first figure out industries that align with your ‘Career FIT Plan’, a plan that lists your personality, strengths, interests and core values. After you have figured out your Career FIT Plan, I suggest researching careers that best align with who you are. Next, take the classes you need to take, start networking, and setting appointments for Informational Interviews. If you need any guidance, I would be glad to give you a confidential, 20-minute complimentary consultation. If interested, contact me.

Susan Britton Whitcomb, an awesome Career Expert, is the author of a newly published book, “30-Day Job Promotion: Build a Powerful Promotion Plan in a Month.” Susan gave an insightful presentation at a teleseminar last week. She gave all the attendees the list below to give out to our clients.

I think this list is not only applicable to those who want to be promoted within their company, but for those who are in career transition.

~~~10 COMMON CHARACTERISTICS OF HIGHLY PROMOTABLE PEOPLE~~~

1. Character: Promotable people are credible and have earned a reputation as trustworthy, impeccably ethical, conscientious and open-minded.

2. Confidence: Promotable people take calculated risks, trust their instincts, are optimistic and courageous, and drive past any fears that might hold them back.

3. Communication: Strong communication skills are common to promotable people; they speak with clarity and persuasion. Further, their presentation style is void of distractions with regard to appearance, dress, or habits.

4. Competency: Promotable people possess above-average position-specific abilities, industry knowledge, and technology skills.

5. Connection: Promotable people have a charismatic ability to connect with others beyond the superficial level and create rapport with managers, internal constituencies, and customers.

6. Critical Thinking: Able to see the “big picture” and always maintain a global organizational perspective, promotable people are able to grasp all facets of a situation and make the best decision.

7. Contributions: Promotable people are results-oriented and make continual contributions that improve the company’s bottom line.

8. Commitment: Known for their perseverance, promotable people are committed and never giving up.

9. Control: Promotable people control their destiny (without controlling or manipulating others); they act to influence outcomes and do not lapse into powerlessness or passivity.

10. Coachable: Promotable people are open to always learning more; in addition, they are able to implement coaching techniques to develop, grow, and manage others.

Imagine yourself practicing these 10 characteristics. How could your future change 5-10 years from now? If you would like to have a complimentary initial consultation to talk about these characteristics and where you are at currently in your career, contact me.

I am really impressed with Lynn Nicholas, the new CEO of the Massachusetts General Hospital Association. Lynn spent several hours during her career transition in research for the position she was seeking. All of her hard work paid off!

While preparing for her first meeting at the hospital, she says, “I Googled them all, and I searched for photos of them online,” said Nicholas, who will start as chief executive of the hospital association Aug. 20. “I read about their institutions, their towns, and I spoke to people who knew them. It’s called preparation. I like to be prepared. I’m known for that.”

The preparation paid off. In a conference room in the Hilton Boston Logan Airport Hotel, Nicholas was able to greet each committee member by name. They were impressed. She is known for her confident, organized style. If you want to know more about Lynn, see Jeffrey Krasner’s article from the Boston Globe.

From my experience, the biggest drawback for my clients in the career transitioning process is not taking the time to research. Research doesn’t necessarily mean sitting at a computer for hours. Research can take place through informational interviews, through asking tactful questions while socializing, by taking the time to talk with people we may not normally talk to, etc. As a Career Coach, I recommend completing specific research that fits well my client while in the career transition process before settling on a position or accepting a job.

If you would like to talk further about research or have questions about the career transition process, please contact me for a complimentary initial consultation.

Cheryl Lynch Simpson gave some great suggestions for building skills in managing emotions while career transitioning in her blog. I believe developing a positive, level-headed mindest should at the top of a person’s ‘Actions To Take’ list, especially when career transitioning.

Cheryl suggests and gives wonderful descriptions of the following when in a career transition…

1. Practice naming your emotions
2. Allow yourself to feel what you feel
3. Express what you feel
4. Exercise
5. Journal
6. Pray or meditate
7. Use art to express yourself

I also recommend to my clients for managing their emotions…

1. Give by volunteering
2. Be aware of negativity you are listening to through TV, the newspaper, friends, etc. Replace with reading industry news, spend more time with positive friends, etc.
3. Attend religious services
4. Take care of yourself in ways you haven’t done before
5. Give yourself permission to not be perfect, especially during a time of transition!
6. Read a daily, uplifting ‘thought for the day’
7. Read biographies of successful people (they usually went through a lot of failure and still were successful, so it is encouraging)
8. Find someone you can encourage
9. Exercise with someone
10. Find 2-3 true support people and find ways to support them

What do you find helpful in managing your emotions, especially during stressful times? I’d love to hear from you! As a Career Management Coach, one of the first action steps I give a client is choosing a skill he/she would like to develop for emotion management. If you would like a session or two in this area, please contact me. I’d be glad to give you a complimentary consultation.

According to the Chicago Tribune, some 74 percent of all students work at least one internship before graduation, a figure that has steadily increased since 2000, according to Mark Oldman, co-author of “The Internship Bible” and co-founder of Vault Inc., a career counseling company.

“What used to be a nice addition to the resume is now essential preparation,” he said. “No longer can students be content to twirl a lifeguard whistle or flip burgers. They’re all being told to find an internship — and an illustrious one at that.”

Most interns receive valuable information to add to their resume, but no income. As a result, many interns have a second job that brings in an income.

I suggest for parents to encourage their teenagers to start volunteering, interning, and working at jobs after the 6th grade. Maybe their work experience will start with parents or relatives. A teenager can gain such a wealth of experience, especially being coached by praising and wise parents.

If you would like more complimentary information regarding coaching your teenager, please call me or write me with your questions.

I believe the value of ’smart success stories’ is beyond words. Savvy career transitioners know that developing their own smart success stories is key in being able to attractively and effectively communicate their value to a hiring manager. What is a success story?

Susan Whitcomb describes a success story as follows: “An anecdote or account providing evidence that you have the knowledge, hard and soft skills, and motivation to excel in the target job.”

An easy way to remember what makes a success story is as follows:

• C - Challenge
• A - Action you took
  
• R - Result (numbers-oriented or bottom-line results, comparing your performance to your prior work performance, the company’s past record, or the industry standard)
  

When working with a client, I suggest preparing at least 10 success stories (if possible) as part of the initial career coaching fieldwork. Success stories are the foundation for effective networking, career branding, resumes, interview preparation and confidence boosting.

If you are thinking about making a career transition and would like a confidential, complimentary initial consultation, please contact me or check out the services that are available to you.