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What is included with this book?
| Foreword | p. V |
| Acknowledgments | p. VII |
| Preface: The Top Ten (BIG) Mistakes of Résumé Writing | p. IX |
| Straight Talk About Your Résumé (From a Guy Whose Living Depends on Using Them) | p. 1 |
| Surprising Facts About Your Résumé Audience | p. 6 |
| The Résumés 3,000 Hiring Authorities Want to See | p. 10 |
| Key Features of the Most Effective Résumés | p. 20 |
| The Basic Résumé and Some Résumé Makeovers | p. 41 |
| Sample Traditional Résumés | p. 68 |
| Nontraditional Résumés | p. 162 |
| E-Mailing Résumés, Cover Letters, and Attachments: Increasing the Chances Your Résumé Will Get Read | p. 250 |
| Leveraging Your Résumé | p. 268 |
| How to Handle Common Résumé Problems (Too Many Jobs, Employment Gaps, Changing Careers, Relocating, etc.) | p. 305 |
| Epilogue: The Top Ten Rules (You Now Know) of Résumé Writing | p. 319 |
| Index | p. 321 |
| Table of Contents provided by Ingram. All Rights Reserved. |
The New copy of this book will include any supplemental materials advertised. Please check the title of the book to determine if it should include any access cards, study guides, lab manuals, CDs, etc.
The Used, Rental and eBook copies of this book are not guaranteed to include any supplemental materials. Typically, only the book itself is included. This is true even if the title states it includes any access cards, study guides, lab manuals, CDs, etc.
Chapter 1
Straight Talk About Your Résumé (From a Guy Whose Living Depends on Using Them)
This week I sent 221 résumés of my candidates to different clients
and helped three people find jobs. On average, I receive up to 40
résumés a day from people seeking my help in landing a job. I receive
a lot of résumés, and I send out a lot of résumés.
I am a professional placement and recruitment specialist, and
résumés are the tools I use to help my candidates get interviews. Since
1973, I have reviewed more than 32,000 résumés and have been per-
sonally responsible for placing more than 8,500 individuals in jobs, all
on a one-on-one basis. That means I picked up the phone, called a hir-
ing authority, got them an interview, helped with subsequent interviews,
and negotiated an offer for them—8,500 times.
That’s why I know what types of résumés are the most helpful
for getting interviews that lead to job offers. In fact, my livelihood
depends on that knowledge. The truth is that the vast majority of
authors who write résumé books and articles have never found anyone
a job, nor have they had to justify to prospective employers the
quality of good candidates with poor résumés.
Most of the stuff written about résumés reflects those authors’
opinions of what they imagine works. Instead, I tell you exactly what
does work, based on the opinions of the hiring authorities I speak with
every day. So, in this book, you’re getting proven résumé knowledge
about what works in the real world.
Here is a quick example. Some national “personal marketing”
firms (i.e., professional résumé services) write résumés for fees of
$150 and up. They recommend, and will write, a “functional”
résumé for anyone willing to pay their fee. Unlike the traditional
chronological résumé, a functional résumé lists all the duties and
responsibilities spanning a person’s career. Then, at the bottom of
the résumé, are the names of companies the person has worked for,
along with the corresponding dates. Usually there is little or no
explanation of what each company does. Yet, here are the facts:
Most hiring authorities don’t like or read these types of résumés.
(Résumé types are discussed in Chapter 3, where you’ll also find
the results of a survey involving more than 3,000 hiring authorities,
which backs up this fact. Indeed, you will learn what they do want
to see in a résumé.)
Does this mean that no one using a functional résumé ever gets
an interview? Or ever gets hired? No, of course not. But it does
mean that your chances of getting an interview are better if you don’t
use a functional résumé. And, after all, doesn’t it make sense to stack
the odds in your favor?
The reason hiring managers don’t appreciate functional résumés
is that the experience and accomplishments of the candidate are not
set in the context of particular companies or job functions. That is,
after all, the context in which they are hiring.
A functional résumé crossed my desk a few years ago, in which the
candidate had written: “#1 salesperson in the U.S.” I went ahead and
interviewed the candidate because I recognized the companies he had
worked for, listed at the bottom. But I explained that he needed to write
a chronological résumé connecting his experiences and successes to
each job held. When he did so, it turned out that he had been the “#1
salesperson in the U.S.” 10 years ago! That’s why hiring authorities don’t
like this type of résumé. They hide the details. Unfortunately, this candi-
date had paid $5,000 to a “consulting firm” that had guaranteed the func-
tional résumé it wrote would land him a job. Guaranteed?
The primary reason people spend so much time, money, and
effort in writing a résumé is that this is the one activity within the job
search that they can control. Instead of picking up the phone and calling
a prospective employer to ask for a face-to-face interview—risking
potential rejection—people agonize over their résumés. It’s true that
agonizing over a résumé won’t get you rejected, but spending hours on
your résumé doesn’t automatically mean it will be successful, either.
Here’s the Truth: Nothing you think about your résumé matters
unless it helps you get interviews that result in job offers! So, here’s
what I suggest. If anyone charges you money to write a résumé, tell the
person you will double the asking price after the résumé gets you an
interview, let alone a job. Yes, you read that right. Tell the agency or
individual you will pay contingent upon the résumé’s working for you.
If the agency truly believes the résumés it produces are as effective as
it claims, then it should have no problem taking this deal.
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