Tip: Put achievements for each job under you job duties on your #resume. If not enough room dump the duties and keep the achievements.
Profile: These 4 or 5 sentence paragraph or bullets are the first step on the ladder to selling yourself. Make sure you fine tune it to the job description.
“Java developer with 5 years of experience handling multiple projects at the same time working in a Windows environment. Led a Digital Team working in the finance and banking sectors. Education includes a Bachelors of Computer Science and Sun Certified Programmer for the Java 2 Platform certification.”
Education: University Degrees and Certifications are listed in the job description. Put them right under your Profile. Recruiters and Hiring Managers scan quickly for these qualifications. They don’t want to hunt for them so put them right at the beginning. Now they can move onto their next qualifications.
Skills and Technologies: If the job description says you need Java then put down that you have Java or have worked in a Windows environment. This is another qualification they do a quick scan for. If it isn’t there your resume is tossed. If it is there they can move onto the nitty gritty of your resume – the positions and achievements.
Professional Experience: Underline your Company name. CAPITALIZE your position, this will help it to stand out. Next come your achievements. Start them off with action words. Again use the job description to make your achievements pack a punch. Expand on the job description points using examples.
- Strong technical background using C++, Java, JavaScript and C#.
- Designed distributed high-performance trading systems ……expand
- Mentored 3 Junior Developers …….expand
After you shorten your resume to 3 pages maximum, what’s the last thing that you do? Yes – Proofread. Spelling errors show that you didn’t make the extra effort. Yes, they seem like a minor thing, but they are a huge red flag – are you careless, don’t care, don’t know. Will you make the same mistakes in your job. If you are a developer – oops – your program won’t work. Prove you want the job by starting off with a clean concise error free resume.
Good luck job hunting
Lynne Carlson started her career off in administration, moved to Cobol Programming and for the last 14 years worked in all things recruitment. Absolutely loves social media and excited about all the new innovations appearing every day!
It is important to assess or clarify exactly what you are looking for short term and also where you want to be long term. Remember when changing your career it also affects your family life and your social life. So don’t forget to include these categories in your list. Here are 8 categories to help you analyze your next career change:
Some people are made to be in a supervisory position, other people find it very challenging. There is nothing wrong with either side. It is important for you to analyze yourself and decide if you like and want the extra challenges that go with supervising people.
OR
Commuting is a big deal breaker on my list.
Are you comfortable with the technologies you are using or do you want to train with the new technologies on the marketplace?
Times change and so do you. Just graduated, no family ties – then long hours and travelling with your job are great. Add a family into the scenario or have an older parent you need to help with. Your needs change and so do theirs.
Everyone has different needs. As you grow in your career your needs will change. It’s important to analyze each factor for each time in your life. Be honest!! Changing careers and companies is a hard decision and not something you want to regret.
Start with these 8 factors and analyze each one. Let me know which factor, either one of these or one of your own that made the difference in your decision.
Good luck job hunting
Lynne Carlson started her career off in administration, moved to Cobol Programming and for the last 14 years worked in all things recruitment. Absolutely loves social media and excited about all the new innovations appearing every day!
Have you ever been confused about how to put a resume together? Planet4IT Vetern Allen Earle breaks it down for you in this informative guest post.
Overall Impression
Name
Professional Summary
Education
Technical Skills
Professional Experience
These notes refer only to the most recent 2-3 jobs, over the last 3-5 years. Older jobs may be much shorter, describing only the general nature of the role, and any special accomplishments which might be relevant to your search.
How to Write a War Story
Select the best 2 to 3 projects you have done in the last 2 to 3 years – the things of which you have been most proud, or most challenged, or that you feel demonstrate “you in action.” This is a very credible and interesting way to show what you have done. It is a proven way to make your resume stand out from others.
Create paragraphs around those 2 to 3 projects, beginning with the one of which you are most proud, or that was the most important to the company. Those paragraphs should state as much as possible of the following:
Try to quantify the results as much as possible. For example:
As you can see this story follows a typical project life cycle. It is interesting because there is background context, a start, a middle and an end.
Project Manager War Stories
Choose the best 3 projects in the last 4 years
Talk about them under the following headings:
Quality Assurance War Stories
For each major project or assignment you worked on indicate the following:
Application Developer War Stories
For each major project or assignment that you worked on, indicate the following:
Joe Analyst
PROFESSIONAL PROFILE
A Business Analyst/Project Manager with depth of experience in Capital Markets, Basel II, Credit Risk, Market Risk, Banking and Trading Book Products, Derivative Instruments and Credit Derivatives.
EDUCATION
2008 Project Management Institute (PMI) – Project Management Professional (PMP)
2006 York University, Toronto, Ontario – Master of Business Administration (MBA)
2000 CFA Institute – Chartered Financial Analyst (CFA)
2001 Global Association of Risk Professionals (GARP) – Financial Risk Manager (FRM)
1997 Canadian Securities Institute (CSI) – Canadian Securities Course (CSC)
1997 York University, Bachelor of Business Administration
TOOLS
Packaged Solutions: Algorithmics
Design Tools: Visio, Excel
Project Tools: MS Project, PowerPoint
PROFESSIONAL EXPERIENCE
August 2000 Financial Software Development, Inc.
to Present Toronto, Ontario
BUSINESS ANALYST/PROJECT MANAGER/PRODUCT MANAGER (August 2007 to Present)
Lead a team of 5 Business Analysts to achieve application development and support project deliverables in Liquidity Risk and Real Time Risk Management Analytics, while providing coaching to staff members in producing business requirement specifications, graphical user interface designs, test plans and test cases for this firm providing analytic solutions to the financial services industry worldwide.
Liquidity Risk
Real Time Risk Management Analytics
Same Company
PROJECT MANAGER/PRINCIPAL BUSINESS ANALYST (April 2004 to August 2007)
Basel II Implementation Projects
PRODUCT MANAGER (May 2002 to April 2004)
Same Company
BUSINESS ANALYST (August 2000 to May 2002)
August 1999 George’s Mutual Funds
to August 2000 Toronto, Ontario
BUSINESS ANALYST
May 1997 Canadian Bank, Risk MIS
to August 1999 Toronto, Ontario
SENIOR RISK ANALYST
November 1997 Manufacto Inc.
to December 1997 Toronto, Ontario
CONSULTANT
Infra Manager
PROFESSIONAL PROFILE
A Senior Infrastructure Manager with a track record of successful data centre builds/moves, ITIL Service Management Implementation and Enterprise Data Warehouse delivery.
EDUCATION
Certifications:
2008 ITIL V2 Foundation Certification
2000 Oracle Database Certification
2000 IBM pSeries (AIX( Certification
Courses:
2001 Concordia University – Management Skills for Technical Professionals
2001 DMR Project Management
TECHNOLOGIES
Platform Tools: BMC Service Assurance, CA Autopsies, CA Entrust, BMC Remedy, Symantec Netback up, Symantec Endpoint Protection, Microsoft SMS/SCCM
Internetworking: TCP/IP DNS / DHCP, firewalls, VPN technology, web server management (Apache and IIS)
Hardware: IBM pSeries, xSeries, Sun Tape Libraries, Dell, IBM Storage, Brocade SAN Switches
Operating Systems: UNIX (AIX, NCR SCO) Red hat Linux, Windows NT/ 2003/2008 Server and VMWare
Software/Databases: Oracle 9, 10g RAC, BEA Web logic, IBM MQ, Microsoft Exchange, SharePoint, SAP Crystal Enterprise, Micro strategy, PeopleSoft (HR and Financial) and a wide variety of diversified applications.
Productivity Tools: Microsoft Project, Word, Power Point, Excel, Visio and CA Clarity
PROFESSIONAL EXPERIENCE
1990 Large Retail Chain Limited
to January 2010 Brampton, Ontario
DIRECTOR, Enterprise Systems Infrastructure Support (2005 to 2010)
Led a team of up to 45 Systems Administrators, DBA’s, Storage Administrators, Change Management and IT Operations staff for 3 data centres supporting 40 distribution centres, configuration for 1200 store locations and PC Mastercard/PC Loyalty Points. Developed, gained approval for, deployed and monitored the spend of projects of up to $8.3 MM.
Championed the concept with the CIO to improve incident management and avoid cost. Prepared the business case. Used Gartner Group to assess and provide market comparisons of the Maturity Model. Evaluated tools, using an RFP and selected BMC Remedy runnin on AIX/Oracle/Wintel. Created the 18 month road map. Selected the first phase to include implementatonof incident, problem and change management (vs release and service request modules) in order to deliver the largest ROI with the largest impact on the end users (distribution, finance and supply chain and advertising and retail). Discussed the SLA with senior management team to identify the key measurements for IT. Recognized the need to educate about the difference between incident and problem management. Created the operational metrics and led the development of reporting. Gained funding and recruited a Change Manager and a team of 3 Change Analysts. Selected the Gas Bars as the pilot project. Led the PM in creating and deploying the project plan for the pilot and the enterprise roll out to the stores and supply chain segments and finally PC Financial. Delivered the process to a steady state. Met and exceeded the SLA for 20 core systems. Earned a personal and team bonus.
Same Company
SENIOR MANAGER, Technical Services (1999 to 2005)
Managed a department of 22 technical professionals to develop, implement and maintain technology solutions to meet Supply Chain, Retail and PC Bank Business requirements. Manage Q/A, Risk and Change Management with a $14M annual budget. Interfaced with clients and managed various internal application development and integration projects with SDLC disciplines.
Same Company
SYSTEMS INTEGRATOR/DATABASE ADMINISTRATOR (1996 to 1999)
Provided 24×7 Database Administration Support to PeopleSoft Human Resources Management Systems, Financials and in-house developed Supply Chain/ Warehouse Management Systems. Established database release management and recovery strategies.
Same Company
TECHNICAL ANALYST/SYSTEMS ADMINISTRATOR UNIX/LAN (1994 to 1996)
Same Company
COMMUNICATIONS ANALYST/SENIOR MICRO TECHNICAL SPECIALIST (1990 to 1994)
Prior to 1990 Worked as a LAN Administration for a systems integrator
Recruiting Companies started making strides into the marketplace in the 70’s. They were probably one of the first outsourcing practices large companies moved to. Also known as headhunters, they were known as just a step above a used car salesman. This all changed when large companies like IBM, Ontario Hydro and the Banks realized they were being inundated with resumes for every job they posted.
Remember every resume back then was paper, yes I said “paper”. Delivered in the mail, gasp gasp. The mail room, to the HR secretary to the actual HR Managers were being drowned in paper. Not only did they have to manually screen (no ATS systems) each resume, they also had to reply – yes, gasp gasp, again by paper and stamp. HR Departments were being clogged. Great candidates were being missed. Hence the rise of the “employment/recruitment agencies”.
These agencies also had to change the way they did business. Companies didn’t want them sending over a 100 resumes, they wanted 3 to 5 for each position. The agencies now had to screen all these resumes and find the best candidate. Just like buying a house, the companies attitude was “find me the right candidate or I’ll go to another supplier”. Keep in mind the agency was only paid if the client hired a candidate. Recruiters had to become experts in their field (technology, finance, administration to name just a few). They also had become experts in the interview process.
Over decades, the recruitment process has changed. Which leads us to the question “What to expect when working with a Recruiter?.
Industry/Company Knowledge:
Recruiters tend to specialize so if you pick the right one they should be a wealth of knowledge about their field. If you have hooked up with the wrong one the first thing they should do is direct you to an expert recruiter in the field you are looking for. Take advantage of the Recruiter’s expertise in the company. Ask him detailed questions about the company and industry. Start with a few simple questions:
Expertise in their field:
Do you only get in touch with a Recruiter if there is a specific job you are interested in? Definitely NOT. Recruiters can help you with career changes, re-education advice, getting back into the work force, etc. They are a job hunting resource, use them and form an honest and fulfilling relationship with them.
Good luck job hunting
Lynne Carlson started her career off in administration, moved to Cobol Programming and for the last 14 years worked in all things recruitment. Absolutely loves social media and excited about all the new innovations appearing every day!
Sometimes it’s the simple things in life that can make a difference. You can practice the answers to your interview questions until you can say them without a pause. You can research the company so that you know everything there is to know about them. And life throws you a curve ball. As you get ready to sit down you notice your fly is open. You go to shake hands and you drop your purse on the interviewer’s foot. All that great preparation flies out the door as your try to calm yourself down and relax.
These are my 10 simple tips to get you through the door and sitting down feeling comfortable, relaxed and as confident as the person in your resume says you are:
Keep your dress professional – seems pretty basic but you would be amazed how many people show up for interviews realizing they had forgot to pick up their shirts at the cleaners. Look your outfit out the night before and make sure it is:
No Perfume or Cologne – have a shower, put on some deodorant, nothing else is necessary, why?:
How do you get to the Interview
Never be late for the Interview
Be Polite to everyone
Verify how to pronounce the Interviewer’s name
Keep your right hand free
Just before you get to the Interview
Chemistry is a very important part of the interview
Tell me about yourself
Check out my slideshare for some more pointers on these tips.
Don’t let a little thing muck up your interview. Be prepared for every aspect of the interview process. Remember they liked your resume – you look good on paper – now is the time to shine in person.
Good luck job hunting
Lynne Carlson started her career off in administration, moved to Cobol Programming and for the last 14 years worked in all things recruitment. Absolutely loves social media and excited about all the new innovations appearing every day!
Every interview is different. Each Interviewer uses different tactics. Most interviews start with trying to put you at ease by asking a little about yourself. There are the technical questions – you better be able to answer these questions – you stated on your resume that you had the technical skills to be able to do the job. Then come the off the wall questions – “what superhero would you be?”.
“What strength would you bring to the position?” This is a standard question that you will be asked in most interviews. The best way to be prepared for this question is to sit down and write down your strengths from a previous position or if you are a new graduate then experiences from school. Below are a few examples of strengths that can be expanded upon with your experience as they fit the job description:
This is where it is very important to know the job description. Hopefully, you have also had the chance to ask specific questions about the position before this question comes up. Now you take your strength and the information you know about the position and put the two of them together.
If you are having a hard time coming up with a strength, then ask your family, friends and co-workers. You will be surprised at what they come up with. Just don’t get too bloated from all the accolades. It is important to be a little humble with this question. You don’t want to come across as having an “I’m GREAT, I’m a STAR” attitude.
Don’t stress about this question, you have applied for the job because you know you can do it. Now tell them why and how. Be a “star”.
Good luck job hunting
Lynne Carlson started her career off in administration, moved to Cobol Programming and for the last 14 years worked in all things recruitment. Absolutely loves social media and excited about all the new innovations appearing every day!
Our Digital newsletter went out yesterday! I’m sharing it with all of you here so you can take a look.
P4Digital Newsletter Candidates Issue 10