This comes in on a lot in resumes and LinkedIn profiles: "proven leader."
What does that mean?
Or the accountant who wrote: "A goal oriented and highly analytical..."
No kidding. This would be considered the "norm" for any hire in this position.
BUT - do recruiters or hiring managers search on any of these vague and empty terms? No. Not ever.
Recruiters and hiring managers need to understand who you are and or what you do... specifically.
I would consider using a job title and terms which makes people think "oh, we need one of those here."
Not think "what?" or worse... have them decide to block the resume or x-out the profile from their LinkedIn.
In recruiting - I could call myself things like:
- A talent magnet
- Search wizard
- Sourcing ninja
- Human capital detective
- Research renegade
We had a LinkedIn post regarding recruiter job titles. One comment was: "Say "Sourcing Ninja" again. SAY "Sourcing Ninja" again! And I dare you, I double dare you... Say "Sourcing Ninja" one more time.
The point? We know recruiters are not using these fluffy or puffy job-titles or terms to find other recruiters.
They look for "recruiter."
What "words" are people using to find you?
Excuses are not an option. Stop blaming "them."
Start digging into your profession for specifics in places like:
- Table of contents
- Glossary
- Industry dictionary
- Lexicon
- Conference speaker topics
- Syllabi (syllabus) to a college course
- Continuing Education course outline
If you are looking for work, using LinkedIn, the text needs to be understandable and void of hyperbole or marketing hype to come up in our searches... get serious about being specific. Your odds of being seen will go up exponentially.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Showing posts with label www.createspace.com/5714917. Show all posts
Showing posts with label www.createspace.com/5714917. Show all posts
Thursday, March 3, 2016
Monday, February 22, 2016
Resume Help - Fiverr.Com and Others
If you have heard my lecture or read my first-book, you know I have a bias against using resume writers for developing your resume- content.
With that said, I am not opposed to obtaining “writing” help!
Never go it alone; instead, spend your money prudently to assess and test the quality of the help you are buying!
With the Internet, – you can have several options for real-help for very little money if you know where to look.
My experience has been with Fiverr.com. You can Google competitors to find other resources, like Upwork or Freelancer.
For the record, as of this writing, I am not affiliated in any fashion with Fiverr, Upwork or Freelancer.
Honestly, I grudgingly tried Fiverr sellers and, looking back, wish I had spent more money with them!
My first-book was edited by three-different professionals who were all nice people, all qualified to help me and all highly recommended.
But – the initial spend was crazy-money (I could have bought a Life Fitness Functional Trainer crazy-money). And in the end, I still did not have a properly edited book. Fiverr was my salvation moving forward.
What Is Fiverr?
Fiverr is a global online marketplace offering and services. Their price point begins at $5 per job. Naturally, service providers up-sell items or suggest “premium” gig offers at a higher price. You do not have to buy these “extras” unless you need them.
Aside from premium service costs, for literally five bucks, you can hire a writing professional.
My recommendation is find an: “editor non-fiction” when doing your search inside of Fiverr.
As of this writing, for five bucks, you can hire most editors to review between 1,800 to 2,200 words. This means you are paying pennies per word to have professional help!
To make this painless, I recommend using a single word processing document. In this document, include your cover letter, your resume and your “thank you” card blurbs.
Given the size of most resumes, you could include 2 to 3 versions of the resume and still be under the word-limit of most $5 gigs.
Instruct the editor to: “check for typos, word- choice, verb-agreement and hyperbolic language.”
This approach allows you to harness the power of a fresh-set of professional and dispassionate eyes on your resume content to avoid common problems for relatively little money.
If you are not happy with the outcome, – ask for a do-over. If you’re not happy with the do-over, – ask for a refund. Fiverr makes customer satisfaction their primary focus.
Test-hire, hire and spend smart!
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
With that said, I am not opposed to obtaining “writing” help!
Never go it alone; instead, spend your money prudently to assess and test the quality of the help you are buying!
With the Internet, – you can have several options for real-help for very little money if you know where to look.
My experience has been with Fiverr.com. You can Google competitors to find other resources, like Upwork or Freelancer.
For the record, as of this writing, I am not affiliated in any fashion with Fiverr, Upwork or Freelancer.
Honestly, I grudgingly tried Fiverr sellers and, looking back, wish I had spent more money with them!
My first-book was edited by three-different professionals who were all nice people, all qualified to help me and all highly recommended.
But – the initial spend was crazy-money (I could have bought a Life Fitness Functional Trainer crazy-money). And in the end, I still did not have a properly edited book. Fiverr was my salvation moving forward.
What Is Fiverr?
Fiverr is a global online marketplace offering and services. Their price point begins at $5 per job. Naturally, service providers up-sell items or suggest “premium” gig offers at a higher price. You do not have to buy these “extras” unless you need them.
Aside from premium service costs, for literally five bucks, you can hire a writing professional.
My recommendation is find an: “editor non-fiction” when doing your search inside of Fiverr.
As of this writing, for five bucks, you can hire most editors to review between 1,800 to 2,200 words. This means you are paying pennies per word to have professional help!
To make this painless, I recommend using a single word processing document. In this document, include your cover letter, your resume and your “thank you” card blurbs.
Given the size of most resumes, you could include 2 to 3 versions of the resume and still be under the word-limit of most $5 gigs.
Instruct the editor to: “check for typos, word- choice, verb-agreement and hyperbolic language.”
This approach allows you to harness the power of a fresh-set of professional and dispassionate eyes on your resume content to avoid common problems for relatively little money.
If you are not happy with the outcome, – ask for a do-over. If you’re not happy with the do-over, – ask for a refund. Fiverr makes customer satisfaction their primary focus.
Test-hire, hire and spend smart!
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Wednesday, February 17, 2016
Questions For Hiring Managers - What NOT to Ask
Questions to NEVER ASK a Hiring Manager During an Interview
• What kinds of career paths are available for a person in this position?
The meta message is negative. The hiring manager will be concerned their position is a stepping stone in your career plan. No one likes their job opening being treated in this fashion.
• How many paid holidays are there?
The meta message is you are selfish individual. This question is part of the on boarding process with HR or part of the negotiation process if there is offer. The thought is if days-off is the focus, you are not likely to be dedicated to the work at hand.
• Can I work remotely?
Assume most of your co-workers have kids and cars so the occasional vehicle repair, teacher holiday, snow-day allows some sort of work from home under those unusual situations.
Asking this question this early only creates a negative impression. People want to assume you have your personal life under control. Do not give them the least little seed of concern.
• Did I get the job? (Or variations of "How did I do?" or "When can I expect an offer")
The meta message is desperation, based on an internal focus; your needs over their's.
This is a really bad impression to create.
It is nearly impossible to be rehabilitated from this question with some hiring managers.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
• What kinds of career paths are available for a person in this position?
The meta message is negative. The hiring manager will be concerned their position is a stepping stone in your career plan. No one likes their job opening being treated in this fashion.
• How many paid holidays are there?
The meta message is you are selfish individual. This question is part of the on boarding process with HR or part of the negotiation process if there is offer. The thought is if days-off is the focus, you are not likely to be dedicated to the work at hand.
• Can I work remotely?
Assume most of your co-workers have kids and cars so the occasional vehicle repair, teacher holiday, snow-day allows some sort of work from home under those unusual situations.
Asking this question this early only creates a negative impression. People want to assume you have your personal life under control. Do not give them the least little seed of concern.
• Did I get the job? (Or variations of "How did I do?" or "When can I expect an offer")
The meta message is desperation, based on an internal focus; your needs over their's.
This is a really bad impression to create.
It is nearly impossible to be rehabilitated from this question with some hiring managers.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Monday, February 15, 2016
Questions For Hiring Managers - Question Inventory
Inventory: Traditional Hire Manager Questions
• Can you share the work-styles of the teams I would be working with?
• Do you have any questions or concerns about my qualifications?
• How did the last person who had this job perform?
• How did you land with the company?
• How do my skills seem to line up with your needs?
• How do other people describe the culture here?
• How does the company demonstrate its support for professional growth?
• How does this position compete for budget in years past?
• How does this position tie-back to the company's profit margin?
• How is the company organized?
• How long have you been with the company?
• How soon might you be promoted into a new role?
• What are its greatest challenges?
• What are its principal values?
• What are some of the challenges or roadblocks one might come up against in this role?
• What are some of the less tangible traits of successful people at this company?
• What are some of the reasons you've rejected candidates so far?
• What are the characteristics or traits of your top people?
• What are the official and un-official ways performance is measured in this role?
• What are three key things that really drive results for the company?
• What caused this position to be created in the beginning?
• What do people like the most about working here? Least?
• What do would I have to accomplish in the first 6-months to prove I was the correct hire?
• What does the company do better than the competition?
• What has to happen in this role to make the company more competitive in the market place?
• What have we not discussed that might prevent me from being in the running for an offer?
• What is the average tenure of the people working here?
• What is the biggest challenging facing a new hire in this position?
• What is the biggest obstacle to being successful in this position?
• What is the company’s advantages over the competition?
• What is the next step in the process? When do you think you will be making a decision?
• What is the one thing I can accomplish tells you I have done a good job my first year?
• What is the one thing people say about this position that is not-true?
• What is the one thing this department does better than all the others?
• Does the organization have a 5-year plan? How does this job (department) fit in?
• How does the work-climate of today compare to back when you started with the company?
• What metrics are you most concerned for this position? What does the leadership review?
• What was the first indicator my predecessor miss which led to their departure?
• What did my predecessor ignore or fail to do which lead them to leave (company/position)?
• What was the most recent celebration of a milestone or project completion?
• What would a successful hire do in the first 30-60-90 days on-board?
• What would make someone widely successful in this role?
• Who does the most poaching of talent out of this department?
• Who else would I be working with if selected for the position?
• Who is the go-to person when you need something done or fixed and why?
• Who was your sponsor in the beginning of your career here?
• Would your replacement come from within the company or would they hire externally?
• Can you share the work-styles of the teams I would be working with?
• Do you have any questions or concerns about my qualifications we have not discussed?
Bonus Question
• How long is the salary for this position budgeted?
Naturally, you cannot ask all of these questions at one interview. Identify those important to you by profession and rehearse them enough to make them your own.
There are variations of the same theme in some instances. Master the nuance and refine the question to elicit data which you are about.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
• Can you share the work-styles of the teams I would be working with?
• Do you have any questions or concerns about my qualifications?
• How did the last person who had this job perform?
• How did you land with the company?
• How do my skills seem to line up with your needs?
• How do other people describe the culture here?
• How does the company demonstrate its support for professional growth?
• How does this position compete for budget in years past?
• How does this position tie-back to the company's profit margin?
• How is the company organized?
• How long have you been with the company?
• How soon might you be promoted into a new role?
• What are its greatest challenges?
• What are its principal values?
• What are some of the challenges or roadblocks one might come up against in this role?
• What are some of the less tangible traits of successful people at this company?
• What are some of the reasons you've rejected candidates so far?
• What are the characteristics or traits of your top people?
• What are the official and un-official ways performance is measured in this role?
• What are three key things that really drive results for the company?
• What caused this position to be created in the beginning?
• What do people like the most about working here? Least?
• What do would I have to accomplish in the first 6-months to prove I was the correct hire?
• What does the company do better than the competition?
• What has to happen in this role to make the company more competitive in the market place?
• What have we not discussed that might prevent me from being in the running for an offer?
• What is the average tenure of the people working here?
• What is the biggest challenging facing a new hire in this position?
• What is the biggest obstacle to being successful in this position?
• What is the company’s advantages over the competition?
• What is the next step in the process? When do you think you will be making a decision?
• What is the one thing I can accomplish tells you I have done a good job my first year?
• What is the one thing people say about this position that is not-true?
• What is the one thing this department does better than all the others?
• Does the organization have a 5-year plan? How does this job (department) fit in?
• How does the work-climate of today compare to back when you started with the company?
• What metrics are you most concerned for this position? What does the leadership review?
• What was the first indicator my predecessor miss which led to their departure?
• What did my predecessor ignore or fail to do which lead them to leave (company/position)?
• What was the most recent celebration of a milestone or project completion?
• What would a successful hire do in the first 30-60-90 days on-board?
• What would make someone widely successful in this role?
• Who does the most poaching of talent out of this department?
• Who else would I be working with if selected for the position?
• Who is the go-to person when you need something done or fixed and why?
• Who was your sponsor in the beginning of your career here?
• Would your replacement come from within the company or would they hire externally?
• Can you share the work-styles of the teams I would be working with?
• Do you have any questions or concerns about my qualifications we have not discussed?
Bonus Question
• How long is the salary for this position budgeted?
Naturally, you cannot ask all of these questions at one interview. Identify those important to you by profession and rehearse them enough to make them your own.
There are variations of the same theme in some instances. Master the nuance and refine the question to elicit data which you are about.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Thursday, February 11, 2016
Questions For Hiring Managers - Checking Your Field Position
Waiting to know where you stand after an interview can be difficult.
Learning to ask questions about your standing or determining how large the candidate pool is takes guts and preparation.
While you cannot ask all of these questions, you can apply 1 or more based on the context of your interview.
If you are interviewing with multiple individuals or multiple groups of people; using different questions with each may create insights to your potential for an offer.
Mastering questions similar to these may be a good starting point:
• Do you have referral candidates scheduled to interview?
• Are there any friends or family who will interview for this position?
• If am not offered the job at an appropriate time should I reapply in the future or consider other companies?
• If am not offered the job, would you consider me a I silver-medalist candidate or a distant runner-up?
• Candidly speaking, what would keep you from offering me this position besides [other interviews / just starting / pending internal referrals]?
• What position would you recommend me for if my experience does not align with your needs? Are their contacts in the industry you can introduce me to?
• Do you have any friends outside the company who might be a fit for this position?
• Who outside the company is the go-to-person for discussing openings like this?
Using questions like this breaks the norm. Few candidates come in to an interview this prepared or bold.
It takes guts and is full of risks.
It will likely alienate the hiring manager. They may feel answers to these questions is confidential or would undermine the process.
Why? Some hiring managers have been sand-bagged by groups of candidates coordinating their interview efforts. This experience can make them slow to sharing information and many of them have been trained to be vague by HR or legal.
And while I can mention the risks, many of you will be thinking:
- Nothing ventured, nothing gained
- It is my chance to understand how big the playing field is
- I need to know if I am in the running
Whatever your decision - be prepared by being well rehearsed. Over-learn the content. Memorization alone will fail you.
You have achieved an over-learned condition with the material when you realize you have had "dreams" about it.
Do not skip this step - if you are going to go for it; be prepared.
The next post for this series: a list of questions for hiring managers on one page.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Learning to ask questions about your standing or determining how large the candidate pool is takes guts and preparation.
While you cannot ask all of these questions, you can apply 1 or more based on the context of your interview.
If you are interviewing with multiple individuals or multiple groups of people; using different questions with each may create insights to your potential for an offer.
Mastering questions similar to these may be a good starting point:
• Do you have referral candidates scheduled to interview?
• Are there any friends or family who will interview for this position?
• If am not offered the job at an appropriate time should I reapply in the future or consider other companies?
• If am not offered the job, would you consider me a I silver-medalist candidate or a distant runner-up?
• Candidly speaking, what would keep you from offering me this position besides [other interviews / just starting / pending internal referrals]?
• What position would you recommend me for if my experience does not align with your needs? Are their contacts in the industry you can introduce me to?
• Do you have any friends outside the company who might be a fit for this position?
• Who outside the company is the go-to-person for discussing openings like this?
Using questions like this breaks the norm. Few candidates come in to an interview this prepared or bold.
It takes guts and is full of risks.
It will likely alienate the hiring manager. They may feel answers to these questions is confidential or would undermine the process.
Why? Some hiring managers have been sand-bagged by groups of candidates coordinating their interview efforts. This experience can make them slow to sharing information and many of them have been trained to be vague by HR or legal.
And while I can mention the risks, many of you will be thinking:
- Nothing ventured, nothing gained
- It is my chance to understand how big the playing field is
- I need to know if I am in the running
Whatever your decision - be prepared by being well rehearsed. Over-learn the content. Memorization alone will fail you.
You have achieved an over-learned condition with the material when you realize you have had "dreams" about it.
Do not skip this step - if you are going to go for it; be prepared.
The next post for this series: a list of questions for hiring managers on one page.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Monday, February 8, 2016
Questions For Hiring Managers - Generic Questions - Make Them Your Own
Here is an abstract or generic hiring manager question inventory.
Most of the questions are self-servicing for the candidate. They do not engage the hiring manager.
There is a the risk of alienating the hiring manager who may not be allowed to answer the questions honestly.
This may force them to deflect an answer.
Deflecting an answer is not a difficult thing to do at all. But socially, it is unpleasant. It is not a fun to do.
Why do you care about their comfort-level? The negativity they feel can become associated with you which works against offers.
Minimize your risks by asking the minimum number of questions you need answers.
b>Hiring Manager Questions – Abstract / Generic Inventory
• What happened to the previous employee?
• How long as the position been posted?
• Does the manager hire for culture or technical fit?
• Which experiences or technical skills matter most for the role?
• What are the challenges facing the role (budget, labor, process, technology, or regulations)?
• What are the characteristics of a successful hire for this position?
• Who are the competitors locally, nationally and why?
• What are company costs or expenses trending up, down or remaining flat and why?
• Describe the company: culture, values, guiding principles impacting the job.
• Company projections: above or below expectations; expanding or contraction and why?
• What changes internally created this position (promotions, exits, or re-organization)?
• What changes externally created this position?
• Is the company revenue up, down, flat and why?
• What are the work-styles of the bosses, peers, teams and other departments?
• How long ago was the position budgeted?
• How long was the position opened employees before going to the public?
• How many internal candidates have interviewed?
• What have been the primary mistakes of other candidates who have interview with you previously?
Make these questions your own by rehearsing what you decide to ask aloud. This develops the vocal patterns so the question sounds natural.
You have rehearsed them enough at the point you "dream" about the questions in your sleep?
Next up - positioning questions in a crowded field.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Most of the questions are self-servicing for the candidate. They do not engage the hiring manager.
There is a the risk of alienating the hiring manager who may not be allowed to answer the questions honestly.
This may force them to deflect an answer.
Deflecting an answer is not a difficult thing to do at all. But socially, it is unpleasant. It is not a fun to do.
Why do you care about their comfort-level? The negativity they feel can become associated with you which works against offers.
Minimize your risks by asking the minimum number of questions you need answers.
b>Hiring Manager Questions – Abstract / Generic Inventory
• What happened to the previous employee?
• How long as the position been posted?
• Does the manager hire for culture or technical fit?
• Which experiences or technical skills matter most for the role?
• What are the challenges facing the role (budget, labor, process, technology, or regulations)?
• What are the characteristics of a successful hire for this position?
• Who are the competitors locally, nationally and why?
• What are company costs or expenses trending up, down or remaining flat and why?
• Describe the company: culture, values, guiding principles impacting the job.
• Company projections: above or below expectations; expanding or contraction and why?
• What changes internally created this position (promotions, exits, or re-organization)?
• What changes externally created this position?
• Is the company revenue up, down, flat and why?
• What are the work-styles of the bosses, peers, teams and other departments?
• How long ago was the position budgeted?
• How long was the position opened employees before going to the public?
• How many internal candidates have interviewed?
• What have been the primary mistakes of other candidates who have interview with you previously?
Make these questions your own by rehearsing what you decide to ask aloud. This develops the vocal patterns so the question sounds natural.
You have rehearsed them enough at the point you "dream" about the questions in your sleep?
Next up - positioning questions in a crowded field.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Wednesday, February 3, 2016
Questions For Hiring Managers - Potential Insights
The answers to your professional interest questions initiate a relationship irrespective of an offer or not.
Some of those insights could include:
• Attribution bias of the manager; is success self-made or made by working with people
• If they have healthy work relationships and or the political skills to prevail at the company
• Their mentors, if they had any and or if they mentor others currently
• Validation of work-life values as presented by the company
• Insights to which parts of the job they enjoy and which parts might they delegated
• If they are attached to the work, people or company or something more personal
• If they might be in a transition phase down, across, up or out of the company
Beyond a better understanding the hiring manager, the candidate creates a context for keeping in touch if they are not selected for the position!
This is helpful as networking with professionals is the fastest route to new employment.
The mistake most candidates make is focusing solely on the job piece - the short-game to the exclusion of the long-game.
People can be sympathetic to a candidate's need for a job.
But... they would rather treat the candidate as a professional who has an agenda, a consistent business persona, some self-awareness and "stones" big enough to move from the short-game to the long-game effortlessly.
Generic question list coming up next... Dirk
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Some of those insights could include:
• Attribution bias of the manager; is success self-made or made by working with people
• If they have healthy work relationships and or the political skills to prevail at the company
• Their mentors, if they had any and or if they mentor others currently
• Validation of work-life values as presented by the company
• Insights to which parts of the job they enjoy and which parts might they delegated
• If they are attached to the work, people or company or something more personal
• If they might be in a transition phase down, across, up or out of the company
Beyond a better understanding the hiring manager, the candidate creates a context for keeping in touch if they are not selected for the position!
This is helpful as networking with professionals is the fastest route to new employment.
The mistake most candidates make is focusing solely on the job piece - the short-game to the exclusion of the long-game.
People can be sympathetic to a candidate's need for a job.
But... they would rather treat the candidate as a professional who has an agenda, a consistent business persona, some self-awareness and "stones" big enough to move from the short-game to the long-game effortlessly.
Generic question list coming up next... Dirk
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Monday, February 1, 2016
Questions For Hiring Managers - Get Their Back-Story
Professional Interest Questions for Hiring Managers might include:
1. How were you recruited to the company?
2. How long have you been with the company?
3. Did you leave the company and come-back and why?
4. Who helped you land the position in the first-place?
5. Who has help you the most while working there? Is that person still with the company?
6. Who is your mentor? Is this person your primary sponsor?
7. Besides the monetary or benefits, what keeps you motivated day to day?
8. What things do you train on or read to stay relevant to the company?
9. How do you integrate work with non-work home-life?
10. What work-activities or task re-charge your batteries or help you decompress?
11. How long do you see themselves working in this position (project, team, department)?
The answers to these questions will provide a variety of insights. Watch for the next blog.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
1. How were you recruited to the company?
2. How long have you been with the company?
3. Did you leave the company and come-back and why?
4. Who helped you land the position in the first-place?
5. Who has help you the most while working there? Is that person still with the company?
6. Who is your mentor? Is this person your primary sponsor?
7. Besides the monetary or benefits, what keeps you motivated day to day?
8. What things do you train on or read to stay relevant to the company?
9. How do you integrate work with non-work home-life?
10. What work-activities or task re-charge your batteries or help you decompress?
11. How long do you see themselves working in this position (project, team, department)?
The answers to these questions will provide a variety of insights. Watch for the next blog.
My Lead-Page for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Friday, January 29, 2016
Questions For Hiring Managers - Go Deep or Go Home
The questions candidates are told to ask hiring manager during interviewees cut across these generic topics:
- Culture Fit
- Technical Expertise
- Challenges Facing the Role
- Expectations for Success
- What Happened to the Last Person in the Position
- How long has the position been open
- What is Stopping Them from Making You an Offer
The truth is the hiring manager cannot answer these questions directly. Why? They are trained to deflect or defer answers by legal and HR. They do this to protecting the company from potential lawsuits and to protect the privacy of the previous employee.
Because they are prepared, candidates can better differentiate themselves (and perhaps gain more useful insights about there potential future boss) using questions designed to show a professional interest in the hiring manager's back-story instead.
This line of questioning would be considered a social normal during a conference or association lunch. Questions about how the hiring manager arrived at the company and or their current position is a natural progression with either:
- A future work-relationship (boss, peer, team-member)
- A future business related networking contact (non-hire)
Think about it - either way, smart-business people play the short-game and long-game.
- The short-game would be the interview and landing an offer
- The long-game would be networking with a potential bosses or co-workers in the future
Candidates should take advantage of this social construct to extend the relationship beyond the interview - regardless of outcome.
How? These types of professional interest questions presume a work relationship is going to happen:
- Either through a job offer
- Post-interview business-contact
This meta-message stands-apart from the traditional self-serving questions designed to verify facts to serve the candidate and place the hiring manager on the spot. This approach also avoids the awkward and useless connection building with family, sports team and other empty chit-chat.
And, it is a lost social grace to demonstrate work-related interest in a future boss or business contact.
More to come...
My Lead-Page for the book is www.resumepsychologythebook.com
The book needs more reviews on Amazon if you are able: http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
- Culture Fit
- Technical Expertise
- Challenges Facing the Role
- Expectations for Success
- What Happened to the Last Person in the Position
- How long has the position been open
- What is Stopping Them from Making You an Offer
The truth is the hiring manager cannot answer these questions directly. Why? They are trained to deflect or defer answers by legal and HR. They do this to protecting the company from potential lawsuits and to protect the privacy of the previous employee.
Because they are prepared, candidates can better differentiate themselves (and perhaps gain more useful insights about there potential future boss) using questions designed to show a professional interest in the hiring manager's back-story instead.
This line of questioning would be considered a social normal during a conference or association lunch. Questions about how the hiring manager arrived at the company and or their current position is a natural progression with either:
- A future work-relationship (boss, peer, team-member)
- A future business related networking contact (non-hire)
Think about it - either way, smart-business people play the short-game and long-game.
- The short-game would be the interview and landing an offer
- The long-game would be networking with a potential bosses or co-workers in the future
Candidates should take advantage of this social construct to extend the relationship beyond the interview - regardless of outcome.
How? These types of professional interest questions presume a work relationship is going to happen:
- Either through a job offer
- Post-interview business-contact
This meta-message stands-apart from the traditional self-serving questions designed to verify facts to serve the candidate and place the hiring manager on the spot. This approach also avoids the awkward and useless connection building with family, sports team and other empty chit-chat.
And, it is a lost social grace to demonstrate work-related interest in a future boss or business contact.
More to come...
My Lead-Page for the book is www.resumepsychologythebook.com
The book needs more reviews on Amazon if you are able: http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
The blog link is http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
My photo content is here https://www.flickr.com/photos/origamidirk/
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Thursday, January 21, 2016
EVENT: Job Axis Network - Ask a Recruiter "Resumes & Interviews"
February 22, 2016 at 7:00. Job Axis Network is at 8680 Main St. Frisco, Texas 75034.
Job Axis Network is part of the Crossroads Career Network. They promote a 7-Step approach to job seekers:
1. God's Calling - Upward
2. Reach Forward - Attitude
3. Discover your best - Aptitude
4. Target Opportunities - Altitude
5. Seek to serve - Searching
6. Wow interviews - Sorting
7. Walk in Good Works - Selecting
This is my second visit with Job Axis Network! We should have a time to answer everyone's questions. I will gift a few copies of Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired!
My attempt at a "Lead-Page" for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
NEW Discount Code: BMWH7DH4 Save $7.00 per book
This discount expires: Feb 22nd 2016
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
Recent media mentions include:
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Job Axis Network is part of the Crossroads Career Network. They promote a 7-Step approach to job seekers:
1. God's Calling - Upward
2. Reach Forward - Attitude
3. Discover your best - Aptitude
4. Target Opportunities - Altitude
5. Seek to serve - Searching
6. Wow interviews - Sorting
7. Walk in Good Works - Selecting
This is my second visit with Job Axis Network! We should have a time to answer everyone's questions. I will gift a few copies of Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired!
My attempt at a "Lead-Page" for the book is www.resumepsychologythebook.com
This Link is to the print and Kindle version on Amazon http://www.Amazon.Com/-/dp/0692525602/
The author page on Amazon is www.Amazon.Com/Author/DirkSpencer
Buy the book at a discount here https://www.createspace.com/5714917
NEW Discount Code: BMWH7DH4 Save $7.00 per book
This discount expires: Feb 22nd 2016
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
http://resumepsychology.blogspot.com/
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
Recent media mentions include:
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Friday, January 8, 2016
What is Your Goal?
The goal should be to land a job, right?
This means you want to create a resume far and above the norm.
During my presentation series I would ask this question: “Who wants an interview?”
The hands would go up in the air automatically.
Then I would ask: “Who wants a job offer”?
You could see the confusion in the faces of the attendees.
You could see the confusion in how their hands would flex up and down not knowing which outcome was better.
Your goal with the resume should be to attract offers instead of interviews!
This line of thinking does not sit well with everyone.
There are recruiters who have said: “Dirk that is crazy. I have never hired a candidate solely because of his resume.” And my response has been: “Maybe that’s because no one has written a resume to that level.”
Obviously this means my bias has taken over.
But there had to be a better way for people to compete through their resume.
Which begs the question: how can you combine reach-ability, readability, and relatability strategies to make your resume work for you?
How can you write a resume strong enough to garner jobs rather than interviews?
Landing a job takes a certain amount of warfare.
That makes your resume a form of propaganda. Make it count.
This is where Resume Psychology (RP) comes into play.
This is my lead-page for the book www.resumepsychologythebook.com
This jumps to the book on Amazon http://www.Amazon.Com/-/dp/0692525602/
This is the author page on Amazon www.Amazon.Com/Author/DirkSpencer
Save some money buying the book here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
This means you want to create a resume far and above the norm.
During my presentation series I would ask this question: “Who wants an interview?”
The hands would go up in the air automatically.
Then I would ask: “Who wants a job offer”?
You could see the confusion in the faces of the attendees.
You could see the confusion in how their hands would flex up and down not knowing which outcome was better.
Your goal with the resume should be to attract offers instead of interviews!
This line of thinking does not sit well with everyone.
There are recruiters who have said: “Dirk that is crazy. I have never hired a candidate solely because of his resume.” And my response has been: “Maybe that’s because no one has written a resume to that level.”
Obviously this means my bias has taken over.
But there had to be a better way for people to compete through their resume.
Which begs the question: how can you combine reach-ability, readability, and relatability strategies to make your resume work for you?
How can you write a resume strong enough to garner jobs rather than interviews?
Landing a job takes a certain amount of warfare.
That makes your resume a form of propaganda. Make it count.
This is where Resume Psychology (RP) comes into play.
This is my lead-page for the book www.resumepsychologythebook.com
This jumps to the book on Amazon http://www.Amazon.Com/-/dp/0692525602/
This is the author page on Amazon www.Amazon.Com/Author/DirkSpencer
Save some money buying the book here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Wednesday, January 6, 2016
Your Resume is Your Career Anthropology
Many resume writers and outplacement firms routinely preach that a resume is a marketing document. They are wrong.
Your resume is far more important!
Your resume is an anthropological documentation of your career.
You will use it to land your next great opportunity.
Thinking of the resume as anything less leads you to short-changing yourself and short-circuiting your chances to receive more job offers.
The resume must be focused on one congruent topic or set of work experiences. Why? This is the only way to land an interview and preferably a job offer!
The resume is a game of three distinct items: reach-ability, readability, and relatability.
Reach-ability may sound obvious and simple, but on a regular basis people submit their resume without their name, without their phone number, and most regrettably, without their email address.
No one is using the US Postal Service to reach candidates in the age of the Internet.
Most recruiters are not going to spend the time to research how to contact a job candidate if the information is missing.
If the contact information is not easy to come by on a resume, the recruiter is simply going to move on to the next candidate.
Resume readability is all about structure.
A resume should have easy to read content, a consistent layout, and simple formatting. Photographs, graphics, and fancy word processing tactics are distracting.
Sometimes the best-qualified candidates have the most difficult resumes to read because they use the resume to show off their word processing chops, rather than to communicate their skills effectively.
Relatability is about how a candidate presents their experience.
Is the presentation too formal, too stiff, or too vague?
The most qualified candidates do not automatically receive interviews.
It is the candidate who finds a balance to their presentation on the resume and can bypass the traps associated with resume automation.
This is my lead-page for the book www.resumepsychologythebook.com
This jumps to the book on Amazon http://www.Amazon.Com/-/dp/0692525602/
This is the author page on Amazon www.Amazon.Com/Author/DirkSpencer
Save some money buying the book here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Your resume is far more important!
Your resume is an anthropological documentation of your career.
You will use it to land your next great opportunity.
Thinking of the resume as anything less leads you to short-changing yourself and short-circuiting your chances to receive more job offers.
The resume must be focused on one congruent topic or set of work experiences. Why? This is the only way to land an interview and preferably a job offer!
The resume is a game of three distinct items: reach-ability, readability, and relatability.
Reach-ability may sound obvious and simple, but on a regular basis people submit their resume without their name, without their phone number, and most regrettably, without their email address.
No one is using the US Postal Service to reach candidates in the age of the Internet.
Most recruiters are not going to spend the time to research how to contact a job candidate if the information is missing.
If the contact information is not easy to come by on a resume, the recruiter is simply going to move on to the next candidate.
Resume readability is all about structure.
A resume should have easy to read content, a consistent layout, and simple formatting. Photographs, graphics, and fancy word processing tactics are distracting.
Sometimes the best-qualified candidates have the most difficult resumes to read because they use the resume to show off their word processing chops, rather than to communicate their skills effectively.
Relatability is about how a candidate presents their experience.
Is the presentation too formal, too stiff, or too vague?
The most qualified candidates do not automatically receive interviews.
It is the candidate who finds a balance to their presentation on the resume and can bypass the traps associated with resume automation.
This is my lead-page for the book www.resumepsychologythebook.com
This jumps to the book on Amazon http://www.Amazon.Com/-/dp/0692525602/
This is the author page on Amazon www.Amazon.Com/Author/DirkSpencer
Save some money buying the book here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Tuesday, December 29, 2015
What is Resume Psychology?
Resume Psychology (RP) is a fact based approach to developing resume content.
This means Resume Psychology (RP) is focused on what can be verified and measured around resume content, layout and ranking.
The goal is to have a repeatable process anyone can follow. It is not based on resume traditions unless required for a people, process or technology hack.
In Resume Psychology (RP) we bypass advice from those lacking professional recruiting experience. Professional experience requires high-volume recruiting using automated resume and candidate management technology with government compliance requirements.
Resume Psychology (RP) allows us to hack the machine, be seen, and get hired. We do this by leveraging insights into:
- Organizational and human behavior
- Changes in job board search and resume collection
- Applicant tracking system (ATS) technology advancements
- Changes to recruiting processes and controls
- Process failure points with manual resume handling
- Company strategies to mitigate compliance risks
- Fear-based decision making
- Government audits for regulatory compliance
- Keyword strategies necessary with new technology
- Implementing inefficient writing to enable efficient reading
- Avoiding the “Kiss of Death” words and phrases
Resume Psychology (RP) should lead to more job offers using the hacks (and avoiding the traps).
It should position candidates ahead of their competition.
The outcome should lead to the resume being seen more frequently by the human reading using job boards or application tracking systems (ATS).
In turn this should produce more phone screens and interviews, both of which should lead to more job offers.
This is my lead-page for the book www.resumepsychologythebook.com
This jumps to the book on Amazon http://www.Amazon.Com/-/dp/0692525602/
This is the author page on Amazon www.Amazon.Com/Author/DirkSpencer
Save some money buying the book here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
This means Resume Psychology (RP) is focused on what can be verified and measured around resume content, layout and ranking.
The goal is to have a repeatable process anyone can follow. It is not based on resume traditions unless required for a people, process or technology hack.
In Resume Psychology (RP) we bypass advice from those lacking professional recruiting experience. Professional experience requires high-volume recruiting using automated resume and candidate management technology with government compliance requirements.
Resume Psychology (RP) allows us to hack the machine, be seen, and get hired. We do this by leveraging insights into:
- Organizational and human behavior
- Changes in job board search and resume collection
- Applicant tracking system (ATS) technology advancements
- Changes to recruiting processes and controls
- Process failure points with manual resume handling
- Company strategies to mitigate compliance risks
- Fear-based decision making
- Government audits for regulatory compliance
- Keyword strategies necessary with new technology
- Implementing inefficient writing to enable efficient reading
- Avoiding the “Kiss of Death” words and phrases
Resume Psychology (RP) should lead to more job offers using the hacks (and avoiding the traps).
It should position candidates ahead of their competition.
The outcome should lead to the resume being seen more frequently by the human reading using job boards or application tracking systems (ATS).
In turn this should produce more phone screens and interviews, both of which should lead to more job offers.
This is my lead-page for the book www.resumepsychologythebook.com
This jumps to the book on Amazon http://www.Amazon.Com/-/dp/0692525602/
This is the author page on Amazon www.Amazon.Com/Author/DirkSpencer
Save some money buying the book here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
Recent media mentions include:
https://www.recruiter.com/i/10-must-buy-books-for-job-seekers/
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
Sunday, December 27, 2015
THE BOOK IS LIVE: Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired!
I finally wrote the book: Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired!
The book became available October 1st of 2015. My web site http://www.resumepsychologythebook.com is live!
If you ever wanted the book version of the lecture by the same name it is now available. You can buy it online two-ways.
The first option is to buy directly from the people who print the book. They provide all authors with an online store to sell books directly to the public. My online store is: https://www.createspace.com/5714917.
Create Space is an Amazon company. They allow buyers to use their Amazon login to order books. There is a discount code to save a few bucks (FA6pWQ4J). You enter the discount code at the check-out page. Anyone can use this discount code.
The second buy option is at Amazon.Com. There is no discount available here. But you can read the free preview and leave a review. You can see the entire table of contents, part of the intro and then it jumps to the back of the book. In the back you can see a sample resume reviewed line-by-line.
At Amazon you can type Resume Psychology or the author name (Dirk Spencer) press enter and find the book doing a search.
Here I have included a direct link to the book:http://www.Amazon.Com/-/dp/0692525602/. This will take you to the print and Kindle versions.
Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired!
Contains all of my notes and insights to the people, processes and technology affecting resumes. At a 159 pages it is a fast read.
The table of contents is more like an index to make it easy to find topics quickly. There are answers to 35 common questions that did not fit cleanly into the book (An FAQ section by any other name). There are also 85+ references provided on my research.
The book explains what Resume Psychology is about, what you need to know about resumes with additional topics on what it takes to write great content. The book also details physical layout concerns, check-lists to use and what to avoid putting in the resume. There is also a sample resume included which is reviewed line-by-line. This might be the most requested piece of data for Resume Psychology.
The International Standard Book Numbers (ISBN) are:ISBN-10: 0692525602 and ISBN-13: 978-0692525609.
You can network and connect to me on LinkedIn via this link: https://www.linkedin.com/in/dirkindallas.
This is my lead-page for the book www.resumepsychologythebook.com
This jumps to the book on Amazon http://www.Amazon.Com/-/dp/0692525602/
This is the author page on Amazon www.Amazon.Com/Author/DirkSpencer
Save some money buying the book here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
Recent media mentions include:
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
The book became available October 1st of 2015. My web site http://www.resumepsychologythebook.com is live!
If you ever wanted the book version of the lecture by the same name it is now available. You can buy it online two-ways.
The first option is to buy directly from the people who print the book. They provide all authors with an online store to sell books directly to the public. My online store is: https://www.createspace.com/5714917.
Create Space is an Amazon company. They allow buyers to use their Amazon login to order books. There is a discount code to save a few bucks (FA6pWQ4J). You enter the discount code at the check-out page. Anyone can use this discount code.
The second buy option is at Amazon.Com. There is no discount available here. But you can read the free preview and leave a review. You can see the entire table of contents, part of the intro and then it jumps to the back of the book. In the back you can see a sample resume reviewed line-by-line.
At Amazon you can type Resume Psychology or the author name (Dirk Spencer) press enter and find the book doing a search.
Here I have included a direct link to the book:http://www.Amazon.Com/-/dp/0692525602/. This will take you to the print and Kindle versions.
Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired!
Contains all of my notes and insights to the people, processes and technology affecting resumes. At a 159 pages it is a fast read.
The table of contents is more like an index to make it easy to find topics quickly. There are answers to 35 common questions that did not fit cleanly into the book (An FAQ section by any other name). There are also 85+ references provided on my research.
The book explains what Resume Psychology is about, what you need to know about resumes with additional topics on what it takes to write great content. The book also details physical layout concerns, check-lists to use and what to avoid putting in the resume. There is also a sample resume included which is reviewed line-by-line. This might be the most requested piece of data for Resume Psychology.
The International Standard Book Numbers (ISBN) are:ISBN-10: 0692525602 and ISBN-13: 978-0692525609.
You can network and connect to me on LinkedIn via this link: https://www.linkedin.com/in/dirkindallas.
This is my lead-page for the book www.resumepsychologythebook.com
This jumps to the book on Amazon http://www.Amazon.Com/-/dp/0692525602/
This is the author page on Amazon www.Amazon.Com/Author/DirkSpencer
Save some money buying the book here https://www.createspace.com/5714917
Printer Discount Code: FA6pWQ4J
The book is called Resume Psychology Resume Hacks & Traps Revealed- Beat the Machine. Be Seen. Get Hired! by Dirk Spencer. ISBN-10: 0692525602 and ISBN-13: 978-0692525609 available in print and Kindle eBook.
My Twitter is https://twitter.com/dirkindallas
Connect to me on LinkedIn here https://www.linkedin.com/in/dirkindallas
My online content is here http://www.slideshare.net/dirkspencer
Recent media mentions include:
https://www.recruiter.com/i/8-ways-to-stay-in-touch-with-rejected-candidates/
http://insights.dice.com/2016/01/11/should-you-apply-for-the-same-job-twice/
http://www.careercloud.com/news/2016/1/23/the-outdated-job-seeker-part-2
https://www.recruiter.com/i/6-unlikely-places-to-find-a-job/
https://www.recruiter.com/i/be-a-better-recruiter-10-simple-tips/
https://www.recruiter.com/i/interview-questions-the-top-10-curveball-questions-and-why-you-should-pose-them-to-candidates/
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