CIA Strategy Makes Your Resume Irresistible

CIA Resume Writing

Years ago TheLadders did a study and found that recruiters spend an average of six seconds reviewing a resume. Keep in mind that recruiters are this laser-focused because they do this regularly.

For other audiences, including HR and decision makers, they may give you a bit more time, let’s say maybe 10 seconds.

That is not a lot of time to grab attention and get your message across.

Why do they spend so little time on this initial glance? Because they know what they are looking for and they don’t want to waste time. From their first glance to a more in-depth review, there are two questions they are constantly asking:

What can you do for me?
Why do I want to talk to you versus anyone else?

Your audience is very stealth in reviewing/reading your resume and in order to get – and keep – their attention while answering their two burning questions, you have to be stealth, too.

Like the CIA.

Direct quote from http://www.cia.gov: “CIA’s primary mission is to collect, analyze, evaluate, and disseminate foreign intelligence to assist White House the President and senior US government policymakers in making decisions relating to national security.”

What is that person doing when reading your resume? They are collecting, analyzing, evaluating and disseminating intelligence – to do what – help the decision maker (or themselves) make a decision relating to hiring.

Once they analyze, evaluate, etc., they then provide reports or briefings. In our situation, they would make a recommendation. How do we provide a roadmap that makes it easy for them to recommend you as the best candidate?

Think CIA. No, not Central Intelligence Agency, our CIA stands for: Critical, Important and Assumed.

Once you have your baseline resume put together, now is the time to get strategic and use the CIA method.

Critical – what is most important to the company, position, and team etc.? These are keepers.
Important – what are your differentials and aspects that are important for the position? These are keepers.
Assumed – what are the elements, tasks, skills, duties, attributes that are going to be expected or are common? These are strike items.

We need to do this on every level within your resume. Let’s take a Bookkeeper for example. Their role, in general, is to create financial transactions and reports. Keyword phrases include issue invoices to customers and suppliers; cash receipts; tag and monitor fixed assets; monitor debt levels; reconcile accounts to ensure their accuracy, etc.

These are all expected and routine – i.e. assumed. We could waste valuable white space by listing them out as bullets (and sound like a job description) as such:

  • Tag and monitor fixed assets.
  • Pay supplier invoices in a timely manner.
  • Conduct periodic reconciliations of all accounts to ensure their accuracy.
  • Monitor debt levels and compliance with debt covenants.
  • Issue invoices to customers.
  • Issue invoices to suppliers.

Boring! Plus, that is a lot to read to just to cover the assumed. However, we do want to include these keywords for the ATS systems.

The solution: ruthless editing, as my mentor Deb Dib would say. Cut, cut, cut. So let’s redo this so it is human and ATS scan friendly:

Bookkeeper, Company Name, Time Period – Time Period
Brief description

Customer/Supplier Invoicing | Account Reconciliation | Fixed Assets | Debt Monitoring | Cash Receipts

• Now create bullets that demonstrate your value: what was the benefit to whom by doing what.

 
We can go even deeper within statements to clarify and condense.

If you had the following sentences:

Blah, blah, blah doing XYZ for A, B, C, and exceeding customer expectations. Delivers exceptional client experiences. Blah, blah, blah….

Let’s take a look at that. We can get rid of the “exceeding customer expectations” at the end of the first sentence because it is assumed that you exceed their expectations if you deliver an exceptional client experience.

See how this works?

It takes a lot more time and strategy to think CIA yet the results are well worth it. You will transform that blah, blah, blah resume into a branding piece with condense, impactful staements with plenty of white space, which makes it easier to scan, read and identify you as the prefered candidate.

✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰✰

A little about me: I do what I love: help professionals break out of a suffocating job existence and into a career, position, and place that renews their brilliance.

As the Founder and Principal of Career Polish, Inc., a national career personal branding firm, I am an Executive Brand Strategist, Resume Writer, and Career Coach. I work with individual clients, companies, leadership, and teams to identify, strengthen and effectively communicate their brand, engagement, commitment and most importantly – their value – by learning and leveraging personal branding as applied to LinkedIn, resumes, networking, communication, relationship management, presence, and influence.

Click here – CareerPolish.com – to find out more about how we can help you.
★ To get all my latest articles, click the “Yes Please!” button on the right ★

Would You Hire You?

Jake and me 2014

My son turns 24 tomorrow. The light of my life, my sweet baby boy. My sweet, very tall, sarcastic, challenging, turned-my-hair-grey-in-my-20s boy.  Obviously, he did not get the height from me (as you can see in the picture – I’m even wearing heels!) but he sure got my sarcasm. In spades. Must be genetic.

The challenging part – well, I take the ‘blame’ for that, it was something I taught him to do.

When he was a little boy and would do something not so good followed by a halfhearted ‘sorry’ I would immediately ask him ‘for what?’ then make him explain. In detail. He hated that.

When he would struggle with a school problem I would ask him rapid fire questions of why or why not repeatedly with little time in between his answer and the next why.  I ignored his “I don’t knows” and instead asked what ifs. He hated that.

There was a method to my madness.

It is never enough to just say sorry, you have to know why you were saying it and at least try to mean it.

When you are struggling with a problem, often you know the answer. You either doubt yourself or do not trust yourself to follow through on your own answer.

After the rapid fire and the light turned on that he did know the answer, I would tell him ‘you got this’ and he would smile with a ‘yeah, I do.’

How does this at all relate to careers? Doubting oneself is a major roadblock in writing your resume.

There are two primary themes in the advice I give for writing your resume:

  1. Write toward what you want
  2. Write for your audience

Your resume is your branding statement to show the reader that you can solve their problems. If they did not have a problem, they would not be talking to you (or rather readying your resume).

It is important to know what is important to your reader, the position, the company, the industry. What are their problems, where do they need the most help, what is most important to succeed in that role?

You may not know the specifics to a company, but you should know the importance to the position. If you cannot answer those questions then why are you going after it?

Here is my challenging to you: if you cannot answer what is important in the job you want and how you can add value – then what are you doing? Why would anyone want to interview you if you do not even know anything about the position? How can you possibly sell them if you cannot speak to what is important to them?

I am not a car person, I once confused the oil light for the low on gas light. I am not a car person. If I were going to go buy a new car I do not want to get the sales person like me in terms of car knowledge.

Someone who comes up and says, “yeah, I don’t really know anything about cars, but I am a people person so I know I can do this job. Gas mileage on this one? I don’t know, I think it takes unleaded. You should buy it, it has four wheels, lots of shiny things on the dashboard and a great color of blue.”

Here is the thing – you DO know.

If it is a lateral move you really know. If it is a move up in your career, you have a pretty good idea. Stop doubting yourself so much. Besides, you can do research to back it up for crying out loud.

If you are doing a lateral move – think about it from this perspective: who would you hire? What would you want them to do? What skills, strengths, aptitudes and attitudes do they need to do well? How will they be measured? What would be expected of them? Write a job description for that job wanting to attract the best/perfect candidate. Then compare it to your resume. Did you even pass your own job search/interview?

If you are moving up, think about people in that position that you know or knew that did well or what you feel it would take. Research the position, connect with people in that position on LinkedIn and talk to them. Do some research, trust yourself and start putting it together then make sure your resume reflects the attributes that are necessary to perform the duties.

If you are transitioning into an unknown area, start with the research. Dig into the job, industries, markets, trends and reach out on LinkedIn to those in the industry or positions. Ask questions, take notes and put it all together. Then take a step back and identify what strengths and skills are required to perform the duties. Highlight those skills  – they are called transferable skills.

Did you notice a bit of a theme here – talk to people. Leverage LinkedIn, it is an amazing business tool. Find an accountability partner who will ask you those rapid fire questions so you stop thinking so much and spit it out.

Time to get back in the game – you’ve got this!

✰✰✰✰✰✰✰✰✰✰

As the Founder and Principle of Career Polish, Inc., a national career coaching and practice firm, I am an Executive Brand Strategist, Resume Writer and Career Coach. I work with individual clients, companies, leadership and teams to identify, strengthen and effectively communicate their brand, engagement, commitment and most importantly – their value – by learning and leveraging LinkedIn, resumes, networking, communication, relationship management, presence and influence.
I help people get from where they are in their jobs to where they want to be in their careers.

Click here – CareerPolish.com – to find out more about how we can help you.

★ In order to be kept up to date on all my articles Click the “Yes Please!” button on the right side. 

 

It is Your Story, Stop Letting Others Define It

dead end signI am not a fan of titles.  Often times they are misleading, meaningless or misunderstood.

Often they give a false sense of security, importance, expertise and value.

One of my favorite examples is a scene from the West Wing, one of my all-time favorite shows, in which President Bartlet meets a radio talk show host, Dr. Jacobs.  In the beginning of the scene, he asks if she is an MD, she replies she has a PhD.  He asked if it is Theology, Psychology or Social Work; nope, it is in English Literature.

He tells her that he asks because people call in to her show for advice she goes by name Dr. Jacobs and wondered if her listeners were confused by that and assumed she had advanced training in Theology, Psychology or HealthCare.

That scene never gets old.  Of course, Sam taking her crab puff at the end was the cherry on top.

Back to my point and to bring us to today’s topic: standing behind a title alone does not convey your value just as using vague or generic terms does not convey your value.

Examples of titles and general words include Sales Representative, Manager, manage and support.

What you are actually doing when you use these words or title is allowing the reader or listener to assign value to you based on their own experiences and understanding.

I had Managers in the past who were great mentors, they rolled up their sleeves and pitched in and they made sure we all understood our role and the greater mission.  I also had Managers that barely spoke to the team and told us to just get it done, went in their office and shut the door.  If you are a Manager, which one are you?  If you do not tell me then you are allowing me to assign your value based on my experience.  What if I have only experienced terrible Managers?  Then your value is significantly decreased based on my own interpretation.

Using non-descript words in your resume to define your duties follows the same principle.

If you state that you ‘supported a group of clients to receive the tools needed to achieve their goals’, what are you really telling me?  My concept of support may be vastly different from yours.  Do not assume I know what you mean.  It is your story, tell me the important points in the way you want me to interpret and understand them.

What does support mean?  How did you support them?  How active was your role, what were your contributions and what value did you bring to the venture?  As a side note, I would also ask if the clients achieve their goals or just got the tools they needed.

I am not advocating eliminating words such as manage and support.  Instead, use them in describing and demonstrating your value rather than detail your duties.

 

Lisa K McDonald, CPRW

Brand Strategist & Career Coach

Certified Professional Resume Writer

http://www.CareerPolish.com