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Helping
Professionals
THRIVE!
since 1988
M ay 2021In This Issue
Hello Friends!
Wow - what a month
April was! Thank you Register for PARW/CC 3
to every single person
who contributed to Certifications or Education 3
THRIVE! There were so
many folks behind the
Congratulations New
scenes who helped us
bring this all together.
Certificate-Holders 4
From HQ The collaborative nature
of the members of this
Association is unique
and extremely special.
Margaret Phares
PARW/CC Executive Director Detoxify Networking
Personally, I left that for Your Clients
mphares@parwcc.com
conference tired, but so by Don Orlando 5
excited and full of ideas
for things to accomplish before our NEXT conference! I
How PARWCC Began
hope everyone else did too!
by Jay Block 9
And we aren’t slowing down! May will bring us Rising
Professionals on Thursday, May 6. Make sure if you are Change
interested in a lively, sharing, active chat register for that by Diane Hudson 13
today on the website. Rising Professionals is facilitated by
Stephanie Renk and Vera Savany. The Games We Play
by John Suarez 16
ALSO, Member for Member this month is Matt Warzel
presenting You on LinkedIN, playing the LinkedIn algorithm
Help Job Seekers Decode
to maximize your post visibility, brand identity and lead
generation can easily yield BIG returns to your business.
Job Descriptions
Register for that at parwcc.com. And remember that all by Heidi Scott Giusto 17
webinars are free to members!
The Funnies 19
Have you ever had a job seeker unsure about applying for
a specific position? Columnist Heidi Giusto breaks down
the ways to help clients understand the ins and outs of
job descriptions.
Please remember if there is something you’d like to see
your Association bring to you, reach out and let us know!
We’re stronger together,
Margaret
May 2021 | PAGE 2Register for PARW/CC
Certifications or Education
CPRW™ CEIP™ CEMP™ CPCC™ CDCS™ Fundamentals
Certified Certified Certified Certified Certified of
Professional Professional Digital
Employment Empowerment
Career
Résumé
Résumé Interview & Motivational Career
Writer Strategist Writing
Professional Professional Coach
PARW/CC Membership and More Board of Directors
Your Member Listing: The PARW/CC Membership Directory is a steady source
2019 - 2023
of new business for you. You can control your listing by modifying your profile on
parwcc.com Maryann Riggs, CPRW
Certifications: PARW/CC offers certifications in Résumé Writing (CPRW), Interview
Levittown, NY 11756
Training (CEIP), Career Coaching (CPCC), and Career Empowerment & Motivational mriggs@optonline.net
Professional (CEMP). These three credentials represent the majority of a client’s
career needs. Certification demonstrates that you have tested and met the industry’s
standards to provide these services. As you add these certifications, members tell
CPRW
us that they book more client business and can also charge a higher fee. Carol Heider, CPRW
Résumés by Professionals
The Spotlight: This monthly publication is full of excellent educational articles,
written by experienced professionals. You will receive a reminder at the e-mail you Tampa, FL
provide on the website when the Spotlight is released to the website. heider@résumésbyprofession-
als.com
Submission Guidelines
Article Topics: Any subject related to résumé writing, interviewing, and/or career CPCC
coaching, including: Sales & Marketing, Management, Pricing, Formats, Interview Diane Hudson, CPRW, CEIP, CPCC
Techniques, Profit Centers, Internet and Technology Resources and Techniques, etc.
Boise, ID
Feature Article Length: 1,000 word maximum. diane@cpcc-careercoach.com
Submissions Format: Set in Word or Pages. Please do not apply any formatting
(no tabs, indents, no double spaces after each sentaence, bullets, lines, forced CEIP & CEMP
spacing, etc.). You may use the return key and bold to differentiate paragraphs Jay Block, CPRW, CEIP, CPCC
and headings but please keep the font and size the same throughout. Avoid using Salem, MA
ALL CAPS.
jayblock@jayblock.com
IMAGES: We will happily source relevant images, but if providing your own, they
must be a minimum of 1MB in file size. Include them as attachments, not embedded Fundamentals
in the document. Embedding in the document reduces their quality. Images with a
file size of KB are not acceptable. Note: All images become the property of PARW. in Résumé Writing
John Suarez
The PARW/CC Spotlight is published monthly by The Professional Association of jsuarez@parwcc.com
Résumé Writers & Career Coaches. All contents ©2020 Professional Association
of Résumé Writers & Career Coaches (PARW/CC). We invite our readers to submit
articles and materials pertinent to the industry for publication in The Spotlight. Send
correspondence and article submissions to:
PARW/CC Spotlight design by:
204 37th Ave. N, Suite 112 ginatracy.com
St. Petersburg, FL 33704
Available for hire
or via email at association@parwcc.com.
May 2021 | PAGE 3Congratulations New Certificate-Holders
Roseann Callens, CPRW Rachael Altman, CPCC Xenia Paschopoulo, CEIP
Woodland, CA Homewood, IL Athens, Greece
Jessica Cole, CPRW Amaris Bertholf, CPCC Alexandra Willingham, CEIP
Prosper, TX Denton, TX Wethersfield, CT
Kristi Davis, CPRW Linda Brannock, CPCC
Wichita, KS Prescott, AZ
David Jones, CPRW Robert Ellis, CPCC
Upper Marlboro, MD Springdale, AR
Rebecca Kaas, CPRW Hillary HuffordTucker, CPCC
Marshall, MN Evanston, IL Roseanne Callens, CEMP
Paige Kiel, CPRW Lynne Muck, CPCC
Portland, OR
Alan Munro, CPCC
Giuseppe Liquori, CPRW Renton, WA
Springfield, MA
Gabrielle Petagna, CPCC
Sandy Lukavsky, CPRW Hauppauge, NY
Suffern, NY
Kelly Snow, CPCC
Martha Maratta, CPRW Manchester, NH
Lusby, MD
Giuqui Wang, CPCC
Isaac Nguyen, CPRW Plymouth, MI
Irvine, CA
Theresa White, CPCC
Amari O’Bannon, CPRW Honolulu, HI
Woodland Hills, CA
Amaris Yoneda, CPCC
Vera O’Shea, CPRW Denton, TX
Brick, NJ
Ashley Ranasinghe, CPRW
Aurora, CO
Elisander Rivera-Delgado, CPRW
Worcester, MA
Jennifer Schwecten, CPRW
Murfreesboro, TN
Angie Thompson, CPRW
Wichita, KS
May 2021 | PAGE 4Detoxify Networking
for Your Clients:
Introduce Them to “Goodworking”
If career coaching has a bedrock paradox it concerns networking. On one
hand, we educate our clients about the necessity to network. We explain not
only how to network, we also trace the logic behind it and cite years of studies
showing networking is key to employment.
On the other hand, we often don’t follow through—even though our clients’
inaction adds frustration and cost to their job searches and makes it harder
for us to help them.
Don Orlando We shouldn’t be surprised. Here’s how conventional “wisdom” describes
MBA, CPRW, JCTC, CCM, networking: A mutually mortifying ritual whereby you impose on every friend,
CCMC, CJSS, MCD relative, and total stranger to ask them for something they cannot give you…a
job! No wonder people recoil from the very word.
The McLean Group In this article I’ll offer a new definition, layout practical ways to implement it
Montgomery, AL well, and describe benefits your clients get as they adopt it.
dorlando@yourexecutive Because the old definition is so toxic and pervasive, I’ve tried come up
careercoach.com with a fresh word that captures this new approach. The best I could do
is “goodworking.” (I still want a better word; any suggestions more
than welcome!)
Here’s my proposed definition. Goodworking: A natural preference for offering
value to people and organizations who might return the favor. Goodworking
is done without expecting immediate return (certainly not expecting a job
employment right away) and without giving away the store.
What Most
That last sentence separates the self-serving from the professional.
Clients Think
Networking Is: My idea isn’t new. Here’s how John Wesley, the founder of Methodism,
expressed it more than two centuries ago: “Do all the good you can, by all the
means you can, in all the ways you can, in all the places you can, at all the times
A mutually mortifying you can, to all the people you can, as long as ever you can.”
ritual whereby you As coaches, we translate that advice into practical requirements. Our clients
impose on every friend, should do as much as they can…as long as what they do is true to their brand
relative, and total and doesn’t “give away the store.” Let’s take those constraints one at a time.
stranger to ask them
for something they Brands require clarity.
cannot give you… People with “general” résumés make no progress; their brand isn’t clear.
a job! Once you’ve helped a client establish her brand, guide her to deliver that
brand only—even if she does other things well. A business development
expert with a powerful background in computers might help potential hiring
officials leverage IT architecture to speed a new product to market. However,
she’d never offer to help them optimize their internal servers.
May 2021 | PAGE 5Using brands to help LinkedIn, Facebook, other platforms all link people.
But we should help our clients built networks based
others has limits.
on quality, not quantity. Shouldn’t most of our clients’
Our client could never offer comprehensive
networks consist of potential internal and external
suggestions to decision makers in target companies;
customers? Only a part of it would be colleagues.
he just doesn’t know the company well enough. Even
Consider your own network. It’s wonderful to invite
if he did, he should never offer enough information
others in our industry to join you. But you can
to allow someone else to execute his ideas without
already reach them faster through other portals
hiring him and thus steal his ideas.
like www.parw.com. How much better it would be
if your network included independent recruiters,
Wesley says we should do all the good we can “…to
decision makers in many industries, contacts who
all the people we can.” Career coaches might change
set governmental policy that affects us, and people
those words slightly telling their clients “…to all the
whose expertise might assist us (marketing gurus,
people who can help you help others.” We want our
IT wizards, financial planners, and the like). Why not
clients seen as irresistible choices to deliver excellent
invite your clients to be part of your network? Aren’t
ROI to companies who hire them. Our clients should
they experts in their fields, the very fields your future
offer ideas only to those who understand the
clients might share?
message and see the value in acting on it. In short,
our clients should “goodwork” with people who can
If your clients are new to social networking, ask them
refer, recommend, or hire them.
to start by Googling themselves. It has nothing to do
with vanity. We want them looking for two important
Wesley enjoins people to do good “…in all the places
elements.
you can, at all the times you can….” If he were alive
today, he would understand social networking
First, we want a baseline to see how well they are
instantly as a way to act on his advice. Today
known now. To get the best matches, have them
informed digital visibility does the job; it’s the best
enter their name in quotes to keep first and last
way for clients to do the most good “…to the most
name together. Then have them add just a few
people.”
descriptive words. For example, a VP for production
might Google himself as ‘“John Smith” production
Value counts more than numbers operations.’ (He would enter the double quote
How easy it is to be distracted by the number of marks). Have him look at the total number of hits
people in a network, the number of followers, and and the quality of hits on the first two or three
the number who view posts. pages. Each hit should illustrate his brand. Repeat
the Google search about once a month so you and
Help your clients to post content that’s genuinely the client can measure progress.
helpful to the right people. Political statements,
pictures of cute dogs, and five ways to fold socks Also have your client look for other people with
never belong on professional platforms. Save those the same name he entered. The results are much
for Facebook and Instagram. like those the employer will see when she Googles
applicants. Nearly all hiring officials Google
We should guide our clients to get the most from everybody considered for an interview.
social networks, LinkedIn special groups, influential
blogs, and trade journals. They should never We don’t want the interviewer confused with hits
miss an opportunity to speak for professional that refer to someone else with the same name.
organizations—especially when the cost to do so has Worse yet, we don’t want hits about undesirable
been slashed by virtual conferences. They should namesakes. Consider a hapless client who happens
consider writing book reviews on Amazon. There are to be named Jim Jones. When I Googled the name,
more opportunities for online “goodworking” than here are the first hits:
most clients could ever use.
May 2021 | PAGE 6Jim Jones: The courage to show others how embracing
an American cult leader, responsible change skillfully is a durable advantage we
for a mass suicide can earn,
Jim Jones: The willingness to demonstrate knowledge
a rapper has more power when it’s shared then
when it’s hoarded,
If your client has a common name, ask him to rely
upon just one: a distinctive version whenever he The humility to learn how companies,
uses the net to extend his brand. In our example employees, and customers can best work
above, our client might have to try several versions together, and
to find one that works. Using a different form of the
The integrity to give people the best answer—
first name (“James” vs. “Jim”), using a middle initial
even if they don’t like it, at first.”
(“James T. Jones” or “J. T. Jones”), or employing a
middle name (“J. Thomas Jones”) may all help.
Since a brand (a profile) is a unique promise of value
let’s lay it out in profit-building capabilities our
With the name decided, it’s time to build the profile.
clients pledge to demonstrate on the job from the
There are entire books written on this subject. Our
very first day. Said another way, if we help clients
goal is to transmit our clients’ brands as irresistible.
demonstrate their brand by using it to help others,
You have probably done much of the work when you
they’ll get the best jobs and get them sooner. That’s
wrote the résumé. But remember: a brand is not a
a great payoff for them and for us.
glittering collection of adjectives, responsibilities,
and skills.
The brand is the credibility our clients need to “play
I know some of us include those items to influence
in the game.” Here are examples of how it works.
applicant tracking software. But there is still a need
With my client’s LinkedIn profile done, I encourage
for a brand statement to use in “goodworking” and
him to join any of the special groups dedicated to
the interview.
his career field. He may wish to “lurk” for a while
learn the newest threads in the conversation. He
To see the difference, put yourself in the shoes of
can then respond with a suggestion that moves the
a harried decision maker as she reads words like
conversation along powerfully. Or he might respond
these: “…Problem Solving …Leadership Role in
offline to a participant, offering a new method to
Employee Engagement …Coaching Effective Work
help him.
Teams…Managing and Leading Change / Managing
Diversity….”
To ease my clients into powerful networking, I ask
them to write out the one thing they would change
You can hear her thinking: “I wouldn’t hire the most
about their career field. As we talk about their idea,
junior professional who couldn’t do all those things!”
I encourage them to expand on it, laying out the
This job seeker would be horrified to know those
advantages of their approach.
words describe her (very unfairly) as mediocre!
Then I ask these critical questions:
Compare that “brand” with this one:
1. How many people know about your idea?
“The passion to give team members’ 2. Who else could benefit from your thoughts?
proof of their own abilities and thus steer
their organizations to expanding, And then I give them the good news: they have just
undisputed excellence, written an article worth publishing.
The skill and drive to capitalize on opportunities Notice the approach I didn’t use: telling them to
before their shelf life expires and faster than “write for publication.” Rather, I engaged their
our competition, passion, then guided them through the mechanics
May 2021 | PAGE 7of drafting an article without ever using that word.
The next step, finding the trade magazines and
blogs, is easy. Soon my clients are published.
No matter how or where my clients’ words appear,
those who like what my client writes will search for
him on Google or on LinkedIn…and find the profile
we worked so hard to craft. Soon my client is the
“go-to-guy” in his field.
More and more, jobs will find people. It’s the “go-to-
person” hiring officials think of first. She may begin
by searching for the capabilities she needs in the
person she’s trying to hire. As she searches with real
key words (everybody can “solve problems;” few are
Black Belt Certified in Six Sigma), we want our clients’
names to appear. All that happened because our
client generously offered help, contributing ideas,
positioning himself as a genuine expert.
Make no mistake: “goodworking” means working
hard. Why do it? Because it gets jobs. It’s effective
because it has our clients helping others, appealing
Why A natural preference for to the best their human nature, and building their
Goodworking offering value to people and confidence.
is BETTER organizations who might return
the favor, without expecting any No matter what the field, companies like to hire
immediate benefits and without helpful people with documented backgrounds
giving away the store. of excellence, and a willingness to share it. That
positive outlook is key to winning over employers
and getting hired in great jobs. When that happens,
the only casualty is toxicity.
May 2021 | PAGE 8How PARWCC Began
During PARWCC’s virtual conference this past April, I was asked by many
members how I came to co-found PARW / PARWCC. For those who appreciate
history, with all its uniqueness - the expected, the unexpected, and everything
in between. Below is a brief history of how PARWCC came to be.
The PARWCC virtual conference this past April 20 and 21 was a grand success.
The event was well attended, and over the coming months and years, literally
thousands of industry professionals will review and study the videos of the
well-presented sessions from this two-day event. And all this, following a
successful, pre-pandemic conference in 2019 in Clearwater Beach, Florida,
that was attended by more than 250 members, speakers, sponsors,
and guests.
Jay Block And the new PARWCC leadership team has added so many new member
CPRW, CEIP, CPCC, JCTC programs, online tools, and communication platforms, you’d need a
calculator to count them all. Kudos to Margaret and Doug for adding so many
new and valuable member benefits over the past 18 months or so.
The Jay Block Companies PARWCC is the first, largest, and most respected résumé and career coaching
Salem, MA association on the planet. And every day and in every way, the 2,000+
members are contributing to their profession and their industry. They are
jayblock@jayblock.com collaborating with colleagues, expanding their knowledge and skills, and
helping clients/students achieve rewarding workplace opportunities - to
enrich their lives.
It’s an exciting time to be a member of our of my life. I had moved to Fort Lauderdale to play
profession and of our professional association. “Miami Vice” and to become Don Johnson - without
a gun.
But how did we get here?
And in 1986, before I headed off for Florida, I paid an
The year was 1988. A young kid sat in the waiting outplacement company $325 to write a professional
room. Probably mid-twenties. He was referred by résumé for me. Imagine, $325 for a résumé back
his dad, and he asked me how much I would charge in 1986! I had owned a law enforcement uniform
to write his résumé. I told him there must be some company, that I started, grew, and sold after five
mistake because I don’t write résumés, and asked years. So now, how does a former business owner
him why he thought I did. write a résumé seeking a job as an employee? I had
no clue. So I hired a reputable company to write a
Back then I wrote business plans for people who professional résumé so I could land a job when I got
were selling or growing their small enterprises. The to Florida.
kid proceeded to tell me that the résumé I included
in his father’s business plan helped his father land Soon after arriving in Florida, I realized my $325
a job – after the business plan helped him sell his résumé was pretty much useless. So I launched
business. Yikes! Two birds with one stone! a business plan writing firm that focused on small
businesses being started, being sold, and/or seeking
What’s important to understand at this juncture, is capital, that required a business plan to achieve
that I had relocated to Florida two years earlier from their goals.
New England, where I had lived the first 33 years
May 2021 | PAGE 9Anyway, to this day, I don’t recall the kid’s name,
but he sure had a significant impact on my life. The
résumé I wrote for his father was more of a marketing
document that included color, graphics, and “sizzle”
to complement the substance. Tom Jackson would
not have approved. Either would Dick Bolles. (These
were two industry icons and top authors at the time
– The Perfect Résumé by Tom Jackson and What
Color is Your Parachute? by Richard Bolles.
I told the kid that I would write his résumé for free.
And if, by chance, he were to become as fortunate
as his father and land a job using the résumé, he
could send me a check for whatever he thought
it was worth. To my utter surprise, the kid sent
After reading everything I could get my hands on
me $200 three weeks later. Could this be a new
about résumés, which wasn’t much, I created an
niche opportunity?
instructional résumé product I planned to sell to
secretarial services, so they could re-sell it to their
In addition to the book, The Perfect Résumé, the only
customers: The name was 30 Minutes to a Perfect
other résumé book at the time was called, Do Not
Résumé. I made 100 copies.
Use a Résumé, Use A Qualifications Brief, by Richard
Lathrop. They pretty much taught job seekers how
Now all I needed to do was find a way to get them in
to write the typical chronological obituary – an
the hands of secretarial services. I did my research
unexciting, look-alike document. The philosophy
and found an association for secretarial services –
taught to job seekers back then, which is still pretty
NASS (National Association of Secretarial Services),
much taught today, is: Blend in – in order to stand
with 1,600 members. And to my complete surprise,
out. And this didn’t make much sense to me.
the association was located in Florida. I was living
in Boca Raton and NASS was headquartered in St.
I had already purchased one of the first laser printers
Petersburg, a three and a half hour drive. I called the
sold ($7,500 back then), to produce business plans
association and reached the executive director, a
on; so why not résumés? I began taking on a few
guy by the name of Frank Fox.
résumé clients just to “test market” my idea - that job
seekers need to promote themselves like all other
“I have this new résumé product that I’d like to sell
successful products and services – with excitement
to your members. It’s a résumé preparation kit for
and sizzle to complement the value and substance.
job seekers, with worksheets in order to create a
new type of résumé, a more exciting and engaging
Also, anticipating that a unique door of opportunity
document.
was opening for me, I began interviewing HR
managers, recruiters, and hiring managers asking
“Your members can make money two ways –
them what they liked and disliked about résumés.
first, when they sell the kit and, then again, when
And I realized the door of opportunity was wide
customers return with the completed handwritten
open, because most of what I was told by these
forms to be typed up on a computer and printed
hiring professionals, was the opposite of what the
out professionally. And you get to sell it wholesale
books and most career counselors were advocating
– so you make money for the association. A win-win-
at the time.
win proposition.”
Over a short six-month period of time in 1988, I
Frank was interested. He told me to mail it to him
had written 16 résumés for clients, and without
and he’d review it. But I suggested we meet face-to-
exception, every client landed a job quickly and
face where I could personally introduce the product
confidently. Their successes ended up leading to my
over lunch. He agreed. We met in the summer of
new profession. To my 30+ year career!The excitement back then was contagious. In 1990,
the first CPRW certification was launched and then
improved again in 1992 – led by Wendy Enelow. By
the end of 1990, the first year, PARW had over 125
Jay Block and Frank Fox members. We scheduled the first annual PARW
conference for 1991 on St. Petersburg Beach. Over
65 people attended that first conference. The
1988. Little did we know at the time, what we were
industry was exploding quickly. You could feel the
getting into. Our lunch would soon lead to a 30+
excitement, the passion, the energy. Those first 10
year friendship, and a business collaboration that
years were growth years for PARW, and the new,
would launch a new industry. It would not be an
expanding industry.
overstatement to say this lunch totally revolutionized
both our lives – and the lives of many up-and-coming
During those first 10 years, PARW members began
members and emerging industry leaders.
to dominate the résumé and career space in
bookstores. My first McGraw-Hill book (1996), 101
During our initial lunch meeting, I asked Frank
Best Résumés, featured 60 résumés created by 26
if he would consider launching a professional
PARW members who showcased their works and got
résumé association. I explained that I believed that
exposure. My next four résumé books featured over
the secretarial business would recede because
300 résumés written by 53 members. And many
computer and laser printer costs would soon
went on to become best-selling authors themselves
become affordable to the public. But I told Frank that
– Wendy Enelow, Louise Kursmark, Jan Melnick,
I thought a résumé writing association had a long-
Susan Whitcombe, Walter Schuette – just to name
term future if the focus was on professionalizing an
a few.
industry – transitioning it from a secretarial service
to a professional marketing service. After all, job
In 1998, the second PARW certification was released
seekers needed to package, position, and promote
– the Certified Employment Interview Professional
themselves in competitive job markets as well as
(CEIP). Also about that time, we implemented “phase
Geico. He agreed!
2” of PARW’s evolution – adding CC to PARW. Career
Coaching. PARW became PARWCC, and by 2010, we
A few weeks following our initial lunch in St.
reached 1,000 members.
Petersburg, Frank and I got back together and began
planning this new association. Frank decided to call it
My good friend and colleague, Diane Hudson,
the Professional Association of Résumé Writers. He
launched the Certified Professional Career Coach
developed the logo and coined the name “Spotlight”
program (CPCC) in 2005, and this made up the
for the monthly newsletter. And since the first
trio of certifications under the Frank Fox
newsletter went out via US Mail – we haven’t missed
administration. Between 2010 and 2019, PARWCC
a month in31+ years.
remained primarily on autopilot… not many new
programs. But membership continued to grow.
We spent most of 1989 planning PARW, and in
Heading toward 2,000.
January of 1990, the Professional Association of
Résumé Writers was officially launched. Over
Just a few months after PARWCC’s 2019 conference in
60 NASS members joined for the introductory
Clearwater Beach, FL, PARWCC’s ownership changed
annual fee of $60. We quickly realized we were not
for the first time since PARW’s inception. Frank Fox
professionalizing an industry—we were actually
transferred ownership to the present leadership
starting a new one.
team – Margaret and Doug Phares.
May 2021 | PAGE 11In less than two years, Margaret and Doug have done nothing less than revitalize and revolutionize the
association and, thus, the industry. A new website, new training programs, new ways to communicate and
collaborate with other members, new certifications, new conferences… a game changing period of time for
our industry.
My challenge to all members
I was fortunate. I found an opportunity and someone else, Frank Fox, who shared my vision. More importantly,
he took action and made it happen. Ideas are a dime a dozen. But action taken on ideas is priceless. Frank took
action – and so did countless members who have contributed so much to PARWCC’s success - Don Orlando,
John Suarez, Debbie O’Reilly, the late Jerry Bills, Barbara Adams – and I just offended hundreds of others who I
don’t have the space to acknowledge.
But there are UNLIMITED opportunities now – and moving forward. The oldies but goodies, like me, will soon
ride into the sunset - staking out pastures where we will enjoy our final years. Are you one of our future leaders?
Do you have a vision for the industry? Are you giving thought to how technology, globalization, pandemics, and
big companies eating up little ones are affecting the job market? What about outsourcing?
I say it every day – the status quo cannot be followed any longer. It’s outdated, irrelevant, and even dangerous
to our future. Are you ready and willing to be part of the leadership team that introduces the new vision – a
new status quo? I hope so. I know from personal experience, that we are all limited only by the limitations we
place on ourselves.
So, I wonder. What will you be writing about 30 years from now about
your profession, industry, and association?
May 2021 | PAGE 12Change
With the advent of COVID-19, we have reassessed many opportunities in the
past year. Those working in industries that served the hospitality, airline,
amusement, sporting events, food service, and others have suffered greatly.
Times, mindsets, and work cultures are changing:
A large percentage of the workforce was sent home to work from their
home space in March 2020. The federal government has about two million
employees, who were all sent to work from home. Which also meant,
they needed a designated lap top, cell phone, printer, and other supplies.
Companies are learning that they do not need large buildings to house
scores of workers, when the work can be accomplished just as well at home
(in many cases) as at a central work location. The question, however, is: Is
the work being accomplished just as well as if the employees were in an
Diane Hudson office environment?
CPRW, CEIP, CPCC, CCMC
Even before COVID-19, many millennials and Gen-Zers preferred to work from
home on their own hours rather than working in a facility with set job hours.
Obviously, some jobs will have to remain at the work site: emergency medicine,
surgical medicine, veterinary medicine, dentistry, policing/law enforcement,
Director, Certified Professional
fire protection, mail delivery, retail, truck drivers, and many more. Much of
Career Coach Program
triage medicine as converted to virtual / Teladoc appointments.
Some managers and hiring officials are starting to believe that employees
diane@cpcc-careercoach.com
can be trained, rather than requiring a specific degree. Some degrees will
most likely always be required: engineering, accounting (Certified Public
Accountant), doctor, lawyer, nurse, and similar. But many degrees that do not
require a specific credential, can be taught on-the-job. My friend who is an accountant, said that when she
learned accounting, it was all on paper. When the job converted to computer, she did not know how to turn on
a computer in the beginning. The number crunching is the same, however.
My colleague who owns a veterinary clinic, says that her employees are seeking a ‘utopian workplace’– meaning
they want to set their own hours, they want to work from home, they do not want any ill patients as their last
two appointments of the day (they only want routine wellness checkups the last two hours of their shifts), and
so forth. She struggles to keep staff onboard.
The way we engage in training has changed. Training used
to be in-person, live. Then training shifted to online or via
telephone. I could wash my floors while “in class” listening
to a session – with PowerPoints in the background on my
computer. Today, training is less traditional and includes
gamification, e-learning, mobile learning, and social
learning. Learning is presented in small segments (think
‘Sesame Street’) and not hour-long blocks. And, with Zoom
/ similar platforms, it is not as easy to step away from the
computer. Millennials want to be able to learn while on a
train, plane, or jogging machine. I have learned, as a career
coach, I am delivering content to multiple generations and
learning styles. Thus, I provide written, verbal, and engaging
(kinesthetic) activities to include all of my audiences.To engage employees, companies are now using hiring truck drivers and school bus drivers; food
“Upskilling.” Upskilling facilitates continuous learning service is hiring starting at $11 to $15 an hour; retail
by providing training programs and development is desperate for employees; and mechanics are
opportunities that expand an employee’s abilities in demand.
and minimize skill gaps. Upskilling focuses on
improving current employees’ skill sets, usually If they were laid off due to being in an industry that
through training, so they can advance in their jobs suffered from the COVID-19 shutdown (hospitality,
and find different roles and opportunities within the airline, hotel, amusement, food service), explore
company. Upskilling allows an organization to fill options within the industry that can be done at
gaps and positions while maintaining their current home – or learn a new skill in that industry, so that
workforce and creating employee strengthening when the jobs open again fully, they will be prepared
and learning opportunities. When companies focus with a new skill set. Skill sets are transferable
on strengths rather than weaknesses they can from operations management in amusement /
energize and grow a workforce. Upskilling techniques entertainment to green or aerospace.
include mentoring and shadowing, lunch-and-learn /
brown bag sessions, and microlearning (the process For each job seeker, as you coach them to build a
of acquiring knowledge through small chunks career management plan, the action plan needs
of information used to meet a specific learning to include building a story-telling, compelling,
outcome). accomplishment-based resume, and LinkedIn
profile. Coach them to ace the interview including
Using coaching techniques, with all of these changes, virtual interviews – as this form of interviewing is
how do we coach our clients to success in job search the norm for now anyways. Build their confidence
and career management? – many are lacking confidence. A lack of confidence
permeates the job search process, as many will
For clients who lost their jobs during COVID-19, ask decline to interview; they will decline to attend
them what they want to do going forward? If they networking events. Some employees will choose to
loved their job and compensation, then coach them not return to work after the pandemic is considered
on a path to find a new job in the same industry with over or contained. Some will be very afraid still to
a similar salary. leave their homes. Motivate them to move forward;
teach them how to network and build relationship
If they did not like their job, due to low salary or via virtual platforms.
poor work-life balance, or because they did
not like their boss, now is a time to make a There seems to be a lot
change. Ask them, “What industry do you of disappointment and
want to work in? “What kind of jobs would you doubt in job seekers of
like to pursue?” Ask them:“If you could have late. Change is inevitable,
your dream job, with no deterrents, what and we have lived it
would it be?” Then explore opportunities personally the past year. I
for new education, new skill development, or a am now asking my clients,
new credential. “Is the glass half empty or
half full?” I am identifying
Encourage informational interviews. my clients’ perspectives
Review O*NET and the Department of and taking their emotional
Labor websites to determine and identify temperature.
possible new jobs that will be longer
sustained. The federal government has I do not want any of
two million employees and hires daily, even their disappointments
through the pandemic. Medical is hiring, to permeate their job
cyber security and Information Technology search.
is hiring; the transportation industry is
March 2021 | PAGE 14My grandmother lived through the
Spanish flu, World Wars 1 and 2,
the great depression, the Korean
War, Vietnam, the introduction of
the automobile and airplane, the
introduction of the pour-your-own
soda at a fast food, the electric
typewriter, walk around telephone,
she lived past the turn of the century
and much more. Lots of changes.
My first experience with distressed living caused by the environment was this pandemic. I was able to see how
it affected me, my family, friends, and clients – and it certainly will have a lasting impression for years to come.
However, as a career coach, and as a society – we always survive and THRIVE!
Featuring Matt Warzel, CPRW, CIR
You on LinkedIN
1:00 PM ET, Thursday, May 13
Playing the LinkedIn algorithm to maximize your
post visibility, brand identify and lead generation
can easily yield BIG returns to your business.
May 2021 | PAGE 15The Games We Play
Résumé writers put themselves in some interesting situations. The
accumulation of “firsts” is a process that takes time and requires the ability to
get in just thismuch over your head…and find your way out. Your first senior
executive, your first military transition, your first career changer, your first
Sales Planning Manager…using everything you know to that point, the résumé
writer accepts the challenge and ends up with a new tool in the tool box for
future reference.
To celebrate this diversity of our struggles and growth, try spending the
next few months tracking some of your success stories with a simple game
of Bingo.
You can play across, up and down, diagonally, or go for the blackout Bingo by
John Suarez covering all 25 squares. There is no time limit, but you can’t cover a square
MBA, CPRW based on what you have done in the past…it has to be from this day forward.
If you’re lucky, one situation will allow you to cover more than one square.
Let the games begin!
Career Ready
PS: Some of you might be interested in adding your own content to the Bingo
game (HINT HINT…It can be used as an excellent training tool!). It’s easy
CareerReady15@gmail.com
enough to duplicate this with a 5x5 table, but if you prefer, shoot me an email
and I’ll send you the original MS Word version of this so you can modify it to
suit your taste.
Résumé Writer Bingo
Put an “X” through each square that represents a résumé writing situation you have encountered since May 1, 2021.
B I N G O
Résumé for a recent Résumé for someone Résumé for someone Résumé where you You leveraged their
college graduate with gaps in their with multiple short- used columns as a volunteer experience
career history tenure positions formatting feature
Résumé for a Career You turned negative Résumé for someone You connected with a You embedded
Changer client feedback into a with highly-repetitive fellow colleague on hyperlinks in résumé
positive experience jobs in long career LinkedIn text
(10+ years)
You condensed a 2- You used a testimonial Résumé for someone You learned
page résumé to 1 page in the résumé Free whose entire career something new and
(10+ years) was with 1 applied it for the first
or 2 employers time
You used color for This was your first You acquired a new Your client landed a You helped a client
visual appeal time writing for this client via referral new job with your avoid potential age
profession help discrimination
Résumé for a Senior Résumé for someone Résumé where you You combined You did NOT use a
Executive returning to the purposely omitted multiple job titles with reverse-chronological
workforce certain jobs one company format
November 2020 | PAGE 16Help Job Seekers Decode
Job Descriptions
Learning how to read job descriptions critically enables job seekers to use
their time wisely by helping them decide whether or not to apply for a role.
If they proceed with applying, the job description can also serve as a guide
for tailoring their application materials. Here are three steps you can share
with your clients and students to ensure they use the information in a job
description to the fullest extent possible.
Step 1: Read the Job Description Completely
Recently, I read a job description that stated toward the end, “Make sure you
submit a cover letter so we know you read all the way to here.” This example
Heidi Scott Giusto illustrates that many people don’t read job advertisements thoroughly, which
PhD, CPRW, CEIP causes them to miss important information. Coach your students and clients
to read every word of the job description, paying close attention. They can
learn about the company’s culture and mission along with information about
the role’s responsibilities and qualifications.
Career Path Step 2: Assess Required and Preferred Qualifications
Writing Solutions Many job descriptions categorize qualifications by “required” and “preferred.”
While some applicants don’t distinguish between these categories when
deciding whether they should apply, I recommend that they do.
If the job description neatly categorizes required and preferred qualifications
and the job seeker lacks the top required qualification, they should carefully
consider if applying to the role is a good investment of their time. For instance,
assume a job seeker has two years of experience as an individual contributor
but the job description states “10 years of experience required, with at least
five years of team management experience.” This role is not a good match
with the job seeker’s background. In our role as career service providers,
sometimes we must remind a job seeker that just because they theoretically
could do a job doesn’t mean they are a strong fit.
If the job seeker does have the top one or two required qualifications, then
they need to evaluate whether they have enough of the other qualifications
listed in the job advertisement. Back in my grad school days at Duke University,
I was taught to apply if I had 60-70% of the qualifications; I still find this to be
good advice.
When working with my clients and students, I tell them the following: Do not
make the mistake of missing opportunities because you don’t have 100%
of what the employer is looking for, but also don’t waste your time applying
for a role if you are missing the most basic qualification the employer is
seeking. I often remind women clients that women often underestimate their
qualifications and lose opportunities for lack of applying.
May 2021 | PAGE 17Step 3: Use the Job Description to Cross-Reference and Incorporate Key Terms into
the Cover Letter and Resume
Tailor Application Materials
Tailoring the resume and cover letter to the job
Once the job seeker has divided all of the highlighted
description is the name of the game when it comes
terms into buckets, they should cross-reference their
to applying for jobs. Job seekers can accomplish this
resume and cover letter and ensure both documents
by taking the following two actions.
contain all—or at least most—of those terms.
Depending on the length of the job description
Mine the Job Description for Key Words
and how many terms the job seeker identified,
and Other Information
they might use their cover letter to address the key
bucket categories. In the letter, the applicant could
I instruct my students and job seekers to print the
emphasize three to five categories of information
job description or save it in an editable file. They
rather than try to incorporate 25 individual key
should have highlighters or colored pens on hand if
terms.
working from a printout.
The job seeker should analyze the description and Takeaway
mine it for information. They should consider the Reading a job description carefully is the first step
following: What is the key skill or set of skills the a job seeker should take to decide if applying for a
employer is seeking? Which skills are preferences particular job is a good use of their time. Once they
and which are requirements? determine they are a strong fit for a role, the job
description also provides direction for tailoring their
Next, the job seeker should determine what the resume and cover letter for the job opening. Far too
employer needs them to do and know for the role. many job seekers do not take the three steps I’ve
In one color, they can highlight or underline actions outlined above, but if we coach our students and
(verbs) and nominalizations, which are verbs in noun clients to do so, we can help them accelerate the
form, such as implementation and development. pace of finding an employment opportunity that is
These are the key actions the employer wants the a good fit.
new hire to take and do.
In a second color, the job seeker can highlight or
underline all core competency areas. These are
typically nouns, such as MS Office Suite, microbiology,
Python, digital marketing, or other key things the
new hire is expected to know.
Next, the job seeker should review and categorize
the highlighted terms to determine if they can be
grouped into key “bucket” areas. These bucket areas
can get to the heart of what the employer wants the
person in the role to do and know, if it hasn’t been
stated succinctly in the job advertisement.
For instance, your student or client might create
a bucket category called “marketing” by grouping
together the following terms: brand development,
copy writing, engagement, monitor trends, Google
Analytics, WordPress, SEO, and social media.
May 2021 | PAGE 18The Funnies
May 2021 | PAGE 19You can also read
