So how do you attract the attention of the reader?

The obvious solution for positive results is that you have matched to their requirements and that the reader is able to recognize that from your resume very easily.  But there may be simple reasons for an outright rejection -  it gets tossed out without a careful review — read on to see what top-level recruiters state is how candidates blow their chance to get a foot in the door:

Resume Layout

You must organize and arrange your resume in such a way so the reader will see what they are looking for quickly. Make sure there is plenty of white space.  The length of your resume should be no more than two pages.

Overwritten or Too Little Information

Too much information in lengthy paragraphs makes it hard for the reader to find the relevant information.  And not providing all the relevant details of your qualifications, career history and other experiences will leave the reader without anything to determine your suitability for the job.   Tip: check the job requirements for the job, then include relevant and appropriate information from your skill set.

Does Not Demonstrate Results / Achievements

Your resume is your personal marketing tool. If you do not demonstrate past results and achievements to prove to the employer that they should employ, then your resume has failed. You must clearly state that you are suited for the job and then present evidence for that suitability.   Olaf Weckesser, a former recruiter for McKinsey & Co. says “Phrases like ‘Managed a budget of $500,000’ or ‘Led a team of two’ might catch my eye in a bad way,” so its better to write: “Managed company’s largest budget.

Spelling Mistakes, Typos and Poor Grammar

You should always get somebody else to read your resume for grammatical errors; no matter how hard you look and check over your work, there always seems to be something that you have missed.  Spelling mistakes, typos and poor grammar can make you appear unprofessional and as someone who is careless.

Non Formality

Don’t succumb to the informality of email. “If you send a cover letter by email that starts with ‘Hi,’ it and your resume will probably end up in the trash,” says Cynthia Shore, an assistant dean at the University at Buffalo School of Management and former director of its career-resource center. Treat an email as you would a proper letter: Instead of “Hi,” write “Dear Mr. Case.” Instead of “Thanks,” conclude with “Sincerely.”

Overused Keywords

It’s true that recruiters sometimes use scanners to sort through resumes looking for certain keywords. But resumes appear contrived when candidates consciously try to include them.  Since fewer than 25 percent of all recruiters even use scanners, note that a human will be reading your resume.  So adding more keywords is a misguided strategy.

Revealing Personal Data

“If you mention your age, we have to trash your resume,” says Jeremy Eskenazi, vice president of talent acquisition at Idealab!, the California incubator firm. Since it’s illegal for a company to solicit a candidate’s age, race, or marital status during the hiring process, firms have adopted a “don’t tell” policy to avoid potential bias suits. Many won’t risk even having it handed to them.

It Looks Too Fancy

“A recruiter who receives resumes in pretty plastic folders will likely toss them,” says Dave Opton, CEO and founder of ExecuNet, an online executive recruiting service. “I don’t have time to take the damn things apart.” Another faux pas: Folding a resume so that it fits into a standard business envelope. Heavy-stock paper that retains its crease can be a nuisance. Says Opton: “They’re easier to store and photocopy if they’re flat.” Also, don’t try to differentiate your resume with boxes or ornate lettering.

When recruiters see a resume that’s designed differently, they think the person’s trying to hide something. Instead, focus on content. Your resume will rise to the top of the pile.

How to effectively manage your job search…. job seeking  strategies from Randy Hain,  a recruiter from an executive search firm in Atlanta.

As you can imagine in these tough economic times, there is a very large population of good people affected by corporate layoffs.  Randy has observed common threads which link the vast majority of these candidates together.  He notes that you should always feel comfortable experimenting and thinking creatively when developing your own strategy for finding a new career.

Common notions of newly unemployed:

• Their personal networks have been neglected while they pursued their career and are often starting job searches without a sizable or accessible source of friends and business colleagues to ask for help
• They don’t have resumes or what they have is not presentable
• They are inexperienced at interviewing
• They are inexperienced at negotiating a compensation package
• They have not kept up with current hiring trends or growth industries
• Social networking web sites such as LinkedIn and Facebook are unfamiliar
• Networking is awkward and difficult
• Asking for job search assistance is often uncomfortable
• They believe that search firms help candidates find jobs when in fact, most search firms are hired by companies to fill open positions
• There is a strong sense of urgency to find a new job quickly for financial reasons

Although outplacement assistance is available to help some candidates, it is not a perk that all enjoy.  Some times the outplacement assistance received by downsized employees is of questionable value and results in little more than an upgraded resume. Many candidates seek out professional coaches or pay companies to market their resumes in order to find them jobs. There are a few good career coaches around, but they are not always accessible or affordable for many candidates.

Randy says to be leery of firms who promise to market your resume for a fee—he has never heard of anyone getting a new job this way.  These firms charge high fees and he is very skeptical of the value provided for such a high cost. He thinks we can agree that being out of work means you have finite financial resources, so spend your money wisely .

So, where does that leave a candidate in need of a job?  Quite simply, you need a game plan.

P H A S E   I :   L O S I N G   Y O U R   J O B   &   S T A R T I N G   Y O U R   S E A R C H

Okay, you recently lost your job (or you know you are going to lose it) and need to get moving on your search. Don’t panic! Also, don’t take two months off to consider your next move. You need to get started right away, the competition is tough and the economy is challenging. In Phase 1 of the search, here are the most effective Best Practices for beginning your job search:

• Remain positive!

• Make sure you collect the contact information of co-workers, clients, friends and anyone else who can help you with your search. Record all this information in a usable spreadsheet for future use.
• Ask for letters of recommendation from key leaders and co-workers in your company as soon as possible after you hear the news. You may get a refusal because of company policy, but we have observed that most of the time you can obtain these with little trouble. These letters can be helpful later during interviews.
• Reach out to your network with a clear, positive e-mail message about your departure. Be sure to nclude your new contact information.
• Inquire about any contract or consulting work you can do for the company. Companies often lay off people, but still need their skills and expertise. Offering to work on special projects in a contractor/ consultant role during your transition is appealing because it saves the company money (no benefits and reduced salary are likely) and it allows you to show continuous employment on your resume. As the question before you leave!
• Consider becoming a consultant on your own if there is legitimate work for you in the marketplace— it bridges the potential gaps in your resume.
• Have you applied for other jobs within the company? There may be roles for which you are well suited. Don’t ignore this option.
• Develop a resume as soon as you hear the news. There are companies charging $200 up to $1,000 for this service and some of them are good, but many are not. You can research resume samples on Google and develop a good resume by yourself. If you are still not pleased with it, seek out a reputable firm. I suggest only working with resume experts who meet you in person and have a quantifiable track record of success.
• Leave on the very best of terms. You will need future references, referrals and other assistance from your former company. Don’t burn a bridge!
• Develop a marketing plan which will target industries and specific companies that fit your background.
• The information you need is readily available through Google, LinkedIn, public libraries, online business magazines, Zoom Info and Dun and Bradstreet (there is a cost to buy certain reports from Zoom Info and D&B). This marketing strategy will be necessary to not waste time as you launch the networking phase of your search.
• Be realistic about the length of your search—it will likely take months, not weeks.
• Have professional business cards made. They’re inexpensive and very important when networking.

P H A S E   I I :    B U I L D I N G   A   N E T W O R K

You have exited your former company on excellent terms and you are ready to join a new company …fast! It is very important to recognize that traditional methods of searching for a new job rarely work any more.

Typically, you will find most jobs you apply for online fail to get a response, most positions you are interested in are rarely made public and I assure you it is highly unusual for someone to call you out of the blue with a great opportunity. There has been a significant paradigm shift in job search that favors skilled networkers and relationship developers. Here are the Best Practices for networking from our experience and the feedback from our candidates:

• Be intentional! You should be networking with people who can give you valuable job search assistance. Don’t waste time.

• Thank everyone and remember every kindness!  Be professional and follow up every meeting with a handwritten note or at least a “thank you” e-mail.
• Find an accountability partner to push you. Ask a friend, your spouse or someone else you trust to hold you accountable in your search. Check in with them frequently and ask them for candid feedback on how you are doing. This process is difficult to do by yourself.
• Remember the importance of metrics. A very effective way to measure the effectiveness of your search is through meetings. I suggest having at least four meetings a week with people who can provide assistance with your job search. This is more effective than email blasts and mailing your resume.
• Contact the Alumni Office of the schools you attended and ask for access to the alumni directory.  This is often found online and can be a fantastic resource.
• Join LinkedIn (www.linkedin.com), build your profile and pay for the upgrade to have full access  to the tools and features on the site.

The key is to use LinkedIn to connect directly and efficiently with hiring managers and useful contacts. There is some benefit to MySpace and Facebook depending on your generation (age!), but LinkedIn is specifically designed for business use and is the most widely used by professionals.

• Ask the senior executives of your former company(s) for referrals and active introductions to potential hiring managers in their network.
• Give your network a very clear request when asking for help: “I would be grateful for an active introduction to senior executives in your network.

Would you please introduce me via email and send them my resume?” This is so much more effective than the more common: “Keep me in mind if you hear of anything.” This is the wrong thing to say and will not yield good results.

NEVER begin a conversation with a new networking contact like this: “I am in a job search. Can you help me?”

ALWAYS offer assistance first! Make it about them and their needs, not just what you want. You can say, “I would like to explore ways we can help each other.” Or “I would be glad to make my rolodex available to you and would be grateful for any networking help you can provide me.” Starting with, “I am in a job search…” initiates defensive behaviors and up goes the proverbial wall.

• Become more active in the community. Aside from being the right thing to do, volunteering your time to non-profits and charities will gain you important exposure to other like-minded business people.
• Be sincere and remember the importance of giving back to others. Real stewardship can’t be faked!

• Consider joining networking groups, but be selective. There are useful groups, but unfortunately many are a waste of time. Make sure the ones you select are relevant for you, have interesting speakers and utilize a plan for effectively sharing job leads.
• Get connected to reputable search firms. Remember, search firms work for client companies to find candidates for their open positions. There is a common misconception that search firms find people jobs. It is always good to be referred to key players in a firm, which enhances your profile and credibility. Do your homework on the Internet and ask around … you will quickly see which firms are ethical and relationship focused. Key point: search firms want to help you, but outside of job search coaching they are often limited in the help they can provide by the types of searches they are working on.
• Develop an “elevator pitch” about your background and what you are seeking. You should be able to share in less than 60 seconds your measurable accomplishments and what you are looking for in a new opportunity.
• Attend seminars, workshops or conferences relevant to your industry to stay current and visible.
• Connect through content. Share relevant, informative articles with your network and potential hiring managers to demonstrate an interest in their business. It shows you are staying current. Even better, consider making a gift to a potential hiring manager of a book that has made an impact on you and accompany that with a handwritten note.

P H A S E   I I I :    I N T E R V I E W I N G

You have worked hard, followed the tips above and you are getting invited to interviews. Great job, but don’t put your feet up yet! You made it through the mine fields to have an opportunity to interview, but the competition is fierce and you must stay focused.

Best Practices for interviewing:

• Do your homework. Carefully research the company and the hiring manager(s) on the Internet. LinkedIn and Google are excellent resources for obtaining background information on people. Also, have questions ready for the person interviewing you. Never go to an interview unprepared.
• Be nice to the Receptionist. This person is the company’s emissary to the world and is quick to size people up. Be courteous, professional and friendly … much can be learned from a warm conversation.
• Expect their impressions of you to be conveyed to the hiring manager or HR department.

• Dress professionally, bring copies of your resume on quality paper, don’t wear distracting cologne or perfume, don’t chew gum (you wouldn’t believe how many people do this!), arrive 15 minutes early, give quantifiable answers to questions, do not ramble, follow up with a thank-you note by dropping it off the next day if possible.

• Make a personal connection. You are looking to win an advocate for your candidacy as well as eventually get the job. Every person you meet in the interview process should tell the others involved:  “Great candidate and good culture fit. I really like him/her.”

• Remember that asking questions, commenting on pictures and diplomas in the office and highlighting shared interests changes an interview from hiring authority and candidate into two people having a friendly conversation . This is desirable and will serve you well throughout the process.

• Ask questions about culture in the interview. What are the values and vision of the company?

• Research will tell you much, but I suggest that hearing the answers directly from an employer will be more revealing. Make sure you share not only your skills and background in the interview, but how you would fit the culture. Many candidates forget to do this.

• Be clear and concise about why you are the right fit for the job. If you have done your homework, you will be able to relate specific parts of your background to the open position, emphasizing why you are the right person. Also, do NOT forget to express your interest in the job! I frequently hear from clients about their concern that a candidate didn’t seem excited enough or interested in the position.

• Excitement is good, but be careful to not appear desperate!

• It is a good idea to offer references in the interview. If you followed the tips in Phase I, you will have gathered letters of recommendation and secured good references. Telling a hiring manager that you strongly suggest they “speak to someone who can describe my leadership of the sales team” will gain you an advantage and make you look more credible.

• Stay calm! Nervousness leads to over-talking which will negatively affect your chances.

P H A S E    I V :   N E G O T I A T I N G   A N   O F F E R   &   L A N D I N G   A   J O B

The interview or interviews have gone well and you have a realistic shot at landing a new job. You are in the last portion of your search journey and in many ways, it is the most crucial. Negotiating the right offer can be difficult, but these Best Practices will help:

• Negotiating an offer can be a tricky thing if you are not prepared. You will always be asked, usually early in the process, what you are earning. Share your past compensation openly and candidly. This will be on the application anyway, so don’t hide it.
• The REALLY difficult question is, “What sort of compensation package are you seeking?” It throws many people off!  Answer this way: “I am very interested in this opportunity and have thoroughly enjoyed our conversation. I would like to move forward in the process and learn more about your organization and the team. I will commit to you that I am open to a fair and compelling offer.”  If pushed further, perhaps say “You know what I was earning before. I am open to the way the total package is
  structured, but certainly would prefer to avoid taking a step backward.”
• It can be uncomfortable for many, but remember this: when you give a firm number, you’re tied to that number. You may be underselling or eliminating yourself from further consideration by sharing firm numbers.
• Always address benefits early. An HR representative or the company web site will likely be the source of this information. Don’t bring this up in your first meeting with a Hiring Manager, but try to determine if the healthcare and vacation coverage are adequate for your needs. Also, remember that benefits can be part of the bargaining process as well.
• Always get an offer in writing. Verbal offers are okay, but it must be followed by a written offer.  There is often a strong desire from some employers to have an immediate answer, but you should always ask for some time to consider the offer … even 24 hours is helpful. Evaluate it very carefully and consider the overall offer, your negotiable points and where you will not be able to budge.
• If you think there is an opportunity to negotiate, explore the subject carefully and professionally with the decision maker. For example, “I am very excited about the offer and look forward to a great career in your company. We are very close on the terms, but was wondering if you could consider increasing the base in order to keep me whole from my last position and also add a week of vacation, again to match what I had before. Your health benefits kick in after 90 days, which means I will be on COBRA during that time. Can you pick up that cost or help me offset it in some way? Everything else looks fantastic and I am hoping we can come to terms soon on these other points as I am eager to start.”
• When you are ready to accept, do it both verbally and in writing. You will most likely sign an offer letter as well.
• Immediately let your network know that you have landed and share your new contact information.
• Absolutely take this opportunity to thank everyone for their kindness and willingness to help you.

Remember, you will need this network again one day, so don’t ignore or neglect what you have carefully built. Stay connected, pay it forward by helping others and continue meeting with key connectors after you start your new job.

Avoid a common mistake: don’t assume your network is unnecessary after you find a new job!

Conculsion:

This is a comprehensive look at a solid and proven job search strategy. My firm gives this advice every day based on our experience and feedback we get from candidates and we are confident it will make you more effective. I view this list as ever evolving and you should always experiment and see what works best for you.  But, if you are stuck in your job search or see a friend struggling with theirs, follow the plan I have outlined here. I wish you the best of luck and hope my firm will be able to work with you in the future.

There is no guarantee that a new job will result from these suggestions, but he has a unique perspective of interviewing thousands of candidates and interacting with hundreds of clients to gain insight into best practices and “what works.”

Source: Randy Hain, Managing Partner of Bell Oaks, executive search firm in Atlanta

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Bonus Link

How To Job Search in 2009
by Career Builder

Job seekers need to make sure that they have powerful cover letters and résumés, are prepared for the interview, and know as much as they can about their potential employer and the people to whom they’ll be talking.

It’s necessary to look beyond textbook examples to see what practical advice is working for candidates right now.

• Start your own blog
• Work with your network
• Make yourself stand out

The Cover Letter is an accompanying letter that introduces you and your résumé to a potential employer – you are advised to send a cover letter with  each résumé you send out.

Your cover letter may make the difference between obtaining a job interview and having your resume ignored, it is essential that you devote the necessary time and effort to writing effective cover letters.

This is your way to introduce yourself to recruiters / prospective employers and to indicate your interest in the opening.   The Cover Letter is  your opportunity to differentiate yourself from other job seekers.

Employers may look for individualized and thoughtfully written cover letters to screen applicants who are not sufficiently interested in their position or who lack the required writing skills.

Key Points:

• You should send a cover letter with every resume you submit.
• A cover letter should not be longer than one page in length and contain 2 to 3 short paragraphs.
• A cover letter demonstrates your writing and professional communication skills;  it shows that you have done research about the field and the employer; it summarizes your skills and training relative to the job and it communicates your enthusiasm for the job and the employer.
• A cover letter is a chance to make the prospective employer want to review your resume and to interview you.

Elements of a cover letter:

• Contact information
• Today’s date
• Inside address ad subject line
• Salutation
• Body
• Close
• Signature

Three types of cover letters:

• application letter which responds to a known job opening
• prospecting letter which inquires about possible positions
• networking letter which requests information and assistance in your job search

Writing a cover letter often seems like a challenge … here is where you can get help; check this site for sample cover letters and other valuable information about cover letters:  http://jobsearch.about.com/od/coverletters/a/aa030401a.htm

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5 Simple Steps to a Successful Cover Letter

Most job seekers concentrate on a carefully worded, customized resume that conveys their talents and

breadth of experience. Remember to include a cover letter with your application:  If your resume  gets you in the door, your cover letter is what prompts employers to answer that door in the first place.   Read an easy-to-follow, five-step formula for cover letter success.

1. Cut to the chase…
Applicants should clearly identify why they’re reaching out to a company. “Start by completing the statement, ‘I am writing to you today because….’” Cover all pertinent facts, such as the position’s title and location. Also, “Where did you see the ad for the position, or who recommended you? Include that information up front.”

2. What I like about you…
Flattery will get you everywhere. “Next, complete the statement ‘I like your company because….’ Compliment the organization on what they have done right and what you admire about them. This will show that you’ve taken the time to get to know the company in detail.

3. What you’ll like about me…
List your most vital qualifications up front. ‘Here are relevant examples of work that I’ve done that match what you’re looking for.’” Briefly discuss the items you want to showcase so a hiring manager can spot them easily. “Bullet points work well in making your accomplishments easy to read.”

4. What else you’ll like about me…
Succinctly, personalize your letter. “Describe who you are and what makes you stand out from other applicants. Discuss your soft skills and strengths and what you’re passionate about professionally,” Research the company’s mission statement to see if your values match up and use similar language. “This is your last chance to say, ‘Here’s why I am a good candidate.’”

5. And in conclusion…
In your closing paragraph, express your enthusiasm for a position and an interview and to include a plan of action. “Make note of your contact information and state what the next steps will be. If you will wait for their reply, tell them that. If you will be following up, tell them when they can expect to hear from you,”  Don’t drop the ball on your first promise to a potential employer. “Whatever you put down, make sure you do what you say you will do.

Source: Deborah Brown­Volkman, Job-search expert
http://www.surpassyourdreams.com/

_________________________________________________________

5 Recruiters from the The Recruiter Roundtable answer the question:  How important are cover letters in your decision to interview a candidate?

Use It Strategically
My belief is that as long as a candidate meets the obvious basic criteria for a specific position, a well-articulated
cover letter will only enhance their chances. A cover letter can also be useful to tackle an obvious weakness relative
to an advertised role, usually a credential that is “required” (e.g., CPA or MBA) by pointing to equivalent training or
experience. Overall I am a supporter.
– Anu Datta, executive recruiter, Korn/Ferry, San Francisco

Channel the Effort Elsewhere
Unless the job seeker is making a significant career change (i.e. different field) or is a fresh college graduate, I rarely
look at a cover letter. It may be necessary to explain your position and bridge your experience to the position of
which you are applying. Resumes are typically scanned and cover letters skipped over completely in evaluating
potential candidates for first-round interviews, so it is advisable to either say what you must in the body of the email
with a resume attached, or customize your resume toward each and every position you seek.
– Lindsay Olson, partner, Paradigm Staffing

Say Something New
If  like someone’s resume for a specific position, then I read the cover letter. Mistakes or typos in a cover letter have
an impact on my impression of the candidate; I recommend getting a second set of eyes to review any cover letter.
Cover letters tend to be fairly similar, so take up the challenge of making yours stand out. Tell me something about
your professional history that I would never know from your resume — HOW you lead a team to success on a
project, for example.
– Ross Pasquale, owner, Monday Ventures

It’s All About the Resume
About 75 percent of the job seekers that have applied online for positions I manage do not attach a cover letter.
What does that mean for me? I make most of my decisions to schedule an interview based strictly on resumes. When
a job seeker includes a cover letter, I reward their effort by contacting them to thank them for their interest whether
or not it leads to an interview. Who knows where that interaction might lead?
– Cheryl Blackman,  Wells Fargo recruiter

Yes, They Make a Difference
A good cover letter — one that captures my attention because it is targeted to the position and highlights specific
areas of expertise that the hiring manager is looking for — can make the difference between whether or not I call
someone for an interview or leave them in the “maybe” file. A great cover letter will persuade me to call you for an
interview even if you may be lacking in some ofthe qualifications needed for the position. A poorly written cover
letter tells me everything I need to know about you; you won’t be called for an interview.
– Cheryl Ferguson, recruiter, The Recruiter’s Studio
_________________________________________________________

A Cover Letter Is Not Expendable

Cover letters are still necessary, and in a competitive market they can give you a serious edge if they are written and presented effectively.

Cover letters are a graceful way to introduce yourself, to convey your personality and to impress a hiring manager with your experience and your writing skills, said Katy Piotrowski, an author of career books and a career counselor based in Fort Collins, Colo. You can also tailor them to a specific company in ways that you cannot with a résumé.

Q. How should your cover letter be organized, how long should it be, and what should it say?

A. First, do your best to find the decision maker’s name, and use it in the salutation. If you are applying to a blind ad, say “Dear Sir or Madam” or “To the Hiring Manager.” Ms. Piotrowski said she received cover letters that had no salutation at all or began with “Hey there” — not a strong start. If you want to be on the safe side, use a colon after the salutation, although some people now feel it is permissible to use a comma in an e-mail message.

Your cover letter should be short — generally no longer than three or four paragraphs, said Debra Wheatman, a career expert at Vault, a jobs Web site.

In your first paragraph, explain why you are writing — it may be that you are answering an ad, that you were referred to the company through networking, or that you learned that the company is expanding, said Wendy S. Enelow, author of “Cover Letter Magic” and a professional résumé writer in Virginia.

In the middle paragraphs, explain why you are a good candidate, and show that you are knowledgeable about the company. Then convey a clear story about your career, and highlight specific past achievements. This can either be done as a narrative or in bullet points, Ms. Enelow said.

You can also highlight qualities you possess that may not fit the confines of a résumé, Ms. Wheatman said.
She once worked in human resources at Martha Stewart Living, and recalls reviewing applications for a chef in a test kitchen. One woman had a career in manufacturing, but her cover letter described how she had grown up in a family that was passionate about cooking and where she had frequently made meals from scratch. The woman got the job despite her peripheral work experience.

Finish your letter by indicating that you will follow up in the near future (and make good on that promise). Sign off with a “Sincerely,” “Cordially,” “Thank you for your consideration” or similar closer, followed by your name and, if you like, your e-mail address.

Q. Where should your cover letter appear, in an e-mail or in an attachment?

A. You can include your letter in the actual text of your e-mail message or place it above your résumé in an attachment. If you put it in a separate attachment from your résumé, you run the risk that a harried hiring manager will not click on it at all. If you place it in the text of your e-mail message, it should generally be shorter than if you use an attachment, Ms. Enelow said.

Then, if you really want to make an impression, make a hard copy of your cover letter and résumé and send it to the hiring manager by regular mail. Attach a handwritten note that says, “Second submission; I’m very interested,” Ms. Piotrowski said. “I’ve had clients double their rate of interviews simply from doing that,” she said.

Ms. Enelow calls this “double-hitting,” and says she has seen it work remarkably well. She said a senior-level client of hers got an interview and was hired because the hard copy of his cover letter and résumé reached the company president, whereas his electronic application was rejected by someone in human resources because it did not meet certain rigid criteria.

Q. What are some common mistakes in cover letters?

A. A cover letter with typos, misspellings and poor sentence structure may take you out of the running for a job. If you cannot afford to pay someone to review your cover letter and résumé, enlist a friend or a family member with good language skills to do it instead.

Another misguided thing people do is to make the cover letter all about them: “I did this, I’m looking for, I want to … I, I, I.” Structure your letter so that it stresses the company and what you can do to help it reach its goals, Ms. Piotrowski and others said.

Another danger is including too much information — for example, very specific salary or geographic requirements, Ms. Enelow said. It is also unwise to point out that you do not meet all the criteria in the job description, she said. You can deal with that later, if you get an interview.

Hiring managers are looking for ways to exclude you as they narrow down their applications, she said. Do not give them that ammunition.

The Kiplinger publication had a relevant article about resumes – http://www.kiplinger.com/features/archives/2005/01/resume.html – although somewhat dated, it contains pertinent information.

An overview:  Its time to give your résumé a major makeover – necessary to be prepared if you’re suddenly laid off, a headhunter contacts you or you see an ad for the job of your dreams. And if you have just completed a performance review and your accomplishments are fresh in your mind, the timing couldn’t be better.

Summary of the article:

• Create an e-mail résumé
• Include critical words
• Skip the objective
• Let your past promote you
• Weed out old jobs.
• Create a new résumé for each job
• Get personal

Other Thoughts about the Resume

The resumé is the first impression you will make with your future employer; so make it as professional as possible.  You resumé, either formatted as chronological, functional, targeted or executive summary, is important and here is why:

•  A professional resumé, one that will get you past the first cut, will look simple, neat and straightforward. Caveat: It just takes a lot of work to get there.
•  Put yourself in the position of the hiring manager, the recruiter… look at your resumé and ask, “Would I hire this person?“  Be painfully honest with yourself.
•  At the top of the first page your name, address and contact information are important. Make sure your telephone number is on all correspondence. Graphics and your picture are not.
•  Use the job title as shown on the job advertisement – as well as the classification or reference number. This ensures, but never guarantees, that your resumé will put in the correct “In” box.
•  Use the same language in your resumé as the company used in their announcement. Whether scanned by a real person or by computer, these key words will open the door and get you past the first cut.
•  Use bright white paper; 103+ brightness in a 20- or 24-lb stock is perfect. Do not use grays, tans, pastels or anything else. Never use pink. Stay away from “fancy” and “cute.”
•  Use the font of Times New Roman or Arial with a point of 10- or 12-point, and be consistent throughout your resumé and correspondence.
•  Do not put falsehoods on the resume – it will be checked, so do not do it.
•  Follow the KISS axiom – Keep It Short and Simple.  Resumés should be no more than one page. Use one-inch margins
•  Your career objective must be company orientated. As a potential employer, would you rather read “I am looking for a position that…” or “I bring to your organization proven professional experience…”? Employers only care if you can do the job.
•  Go back only 10 or 15 years in listing your experience; anything older is outdated. Your college education, professional designations and awards are all important. (without dates)
•  Include hard facts and action verbs, not fluff. Do not elaborate on what was expected of you but, rather, include your successes and achievements. Be positive and assertive.
•  Proofread! to find misspellings and poor grammar (and a negative tone). If you can, have someone else proof your work.