I had the opportunity to watch one of my favorite movies over the holidays. It is hard to believe this is the 20th anniversary! Armageddonis a 1998 American science fiction disaster film directed by Michael Bay, produced by Jerry Bruckheimer, and released by Touchstone Pictures.
The movie has an interesting plot and cast of characters with several funny, intense and emotional scenes. Armageddon also presents a compelling story of hiring, teamwork and leadership. If you haven’t seen the movie, watch it first and consider the following clips/quotes!
Although I’m not a language or communications major, I have read thousands of resumes over my career and thought I’d offer up a short list of thoughts and resources as a guide.
Most of us think our resume is well written which is why, when we are finished with v 1.0 of our “masterpiece”, we should ask the following types of people to review it.
I’ve been in the executive search industry for over 18 years and placed up to the CEO level but also placed a number of seasoned people in the biotech industry. While Ryan’s article makes several salient points, it misses the mark in a number of ways, including the formation of a partnership with a recruiter, the use of ATS systems, and relevancy of salary history.
In my profession, people routinely ask me about job and career search strategy. The best job search strategy I’ve ever reviewed was created by a friend and client. He was very purposeful and methodical in his interests and approach which resulted in him landing his ideal job.
In my profession, people routinely ask me about job and career search strategy. The best job search strategy I’ve ever reviewed was created by a friend and client. He was very purposeful and methodical in his interests and approach, which resulted in him landing his ideal job.
His Background? My friend is a sales and commercial leader with a background in scientific instrumentation and software. His strategic competitive advantage is his ability to penetrate early stage adopter markets and markets that “cross the chasm” from one industry to another. In other words, if you are going after new markets, this is the type of fellow you’d want to consider hiring.
With his endorsement and support, I’d like to share his methodology with you, which can be summarized as a 7-Part Marketing Strategy. In other words, think of this as your career GPS. I encourage you to download the Marketing Strategy (below) and consider the following as you complete it.
There are some good informational assets on LinkedIn about writing resumes that catch attention. The best one I’ve read is HERE and a there is also a rather good one by Liz Ryan on the idea of a “Pain Letter”. However, I still regularly field calls from candidates concerned that they aren’t getting traction with resume submissions to companies, a.k.a. the Resume Black Hole.
There are some good informational assets on LinkedIn about writing resumes that catch attention. The best one I’ve read is HERE and a there is also a rather good one by Liz Ryan on the idea of a “Pain Letter”. However, I still regularly field calls from candidates concerned that they aren’t getting traction with resume submissions to companies, a.k.a. the Resume Black Hole.
I must admit, I am a Will Ferrell fan and viewing this YouTube clip made me realize just how important a “Pitch Man” is for most all professions involving sales, including Executive Search. Employing or using poor and/or inexperienced talent acquisition specialists (a.k.a. “HeadHunters” or “Recruiters”) is one of the worst decisions a company can make when seeking seasoned executives and professionals.
I must admit, I am a Will Ferrell fan and viewing this YouTube clip made me realize just how important a “Pitch Man” is for most all professions involving sales, including executive search. Employing or using poor and/or inexperienced talent acquisition specialists (a.k.a. “HeadHunters” or “Recruiters”) is one of the worst decisions a company can make when seeking seasoned executives and professionals.
Professional and executive search is both science and art. Part of the art of recruiting often involves relocation of gainfully employed people to their competitors. Anyone can post an ad and “get lucky”, but there is no substitute for trained professionals combing your competition with an appropriate “pitch” that draws attention! As we say in our company, “busy people have little time to read help wanted ads.”
US Presidents have come from varied backgrounds. Our intent is to summarize and present actual work history experience as it pertains to public views on what experiences are the most important to our survey respondents. This survey is only concerned with work history experience. Therefore, the subsequent summary findings and post will not consider political party affiliation or ideology. This survey will also not include specific traits such as being a strong public debater.
As the 2016 US Presidential election cycle gears up, contemplating how people actually select a President can be intriguing.
I find the election cycle both entertaining and thought provoking on many levels. In the last two decades, with increasing media (including social media) coverage, the election cycle seems to parallel aspects of some reality TV shows.
The US President a.k.a. POTUS and “Leader of the Free World” is, without doubt, the most important job in the US and one of the most important (if not the most important) on the planet. While reality TV shows can be entertaining, it is in our best interest to “interview” candidates and be educated about the candidate for whom we vote.
As a former Financial Consultant and one whose decision making is driven through analytics, I like to contemplate similarities and differences between my former “Wall Street” life and present “Executive Search” life. When pondering the human capital industry, search and staffing firms might be thought of as Market Maker’s.
As a former Financial Consultant and one whose decision making is driven through analytics, I like to contemplate similarities and differences between my former “Wall Street” life and present “Executive Search” life. When pondering the human capital industry, search and staffing firms might be thought of as Market Maker’s.
Question: What is one of the biggest search criteria on the minds of employees and job seekers?
Answer: Stability.
Question: What is one of the biggest search criteria on the minds of employees and job seekers?
Answer: Stability.
In recent decades, stability was thought to be found in an employer. Employer dimensions including size, market share, revenues, technology and company longevity, in a given market, were all metrics that gave employees and job seekers that “warm and fuzzy” delusion of continuous paychecks and funded pensions.
My name is Bishop Saunders and I have cystic fibrosis. I’ve hit so many milestones in my life growing up, and have so many to go. And cystic fibrosis has been, and always will be, there for all of them. Cystic fibrosis is a genetic disease presented when you inherit a recessive gene from both parents. In people with CF, it makes mucus really thick and sticky, causing many problems throughout the body. Mucus sticks to the lungs, causing infection and a decline in lung function. Mucus clogs sinus cavities, again causing infection and also painful headaches. The thick mucus also blocks digestion, making it hard to get the nutrients I need to fight infections and grow.
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