There are a number of very good tests of personality type on the market, and as a career coach I always recommend that people in transition explore the results of such tests and apply those results in their decision-making processes. Being in transition is an opportune time to assess where you are and what you want to pursue in the future. For the purpose of this article, I focus on one of the most popular tests: the Myers-Briggs Type Indicator, or MBTI.
Let’s face it: we are what we do. When casually asked, “So, what do you do?” we typically answer with our title or we identify our industry. We reply, “I’m a vice president at XYZ Bank,” or, “I teach in special ed.” However, neither answer gives a clue about whether the person is good at the job or enjoys doing it. If you probe a bit further with a second question, ”How did you get into that profession?” the answer in most cases proves that it was a coincidence. When deciding on a profession, we took into consideration what we thought we could do, what others such as parents and friends thought we should do, and what our own intuition said regarding what we wanted to do.
A few years ago, I took the opportunity to sit for several personality tests, and while all of them gave me clues and insights beyond what I see every morning in the mirror, I found the MBTI intriguing. Most of us are not clear regarding what it is that satisfies us, but we know well what we don’t like doing. The MBTI personality test can reveal the secret of which career choice might fulfill and satisfy you and enhance the quality of your life.
The traditional approach we take in selecting a career path focuses on our values, interests, and abilities based on skills. None of those assures us that we’ll enjoy what we’ll do and that we’ll have fun with it. Each person has an individual personality type—an issue that usually is neither recognized nor properly addressed in the choosing of a career path. The MBTI deals with personality types. It deals with how we interact with the world, how we focus our energy, the kind of information we instinctively notice, the ways we make decisions, and whether we prefer more structure versus spontaneity.
The MBTI suggests that there are 16 personality types. It differentiates between extroverts and introverts, between people who sense and those who make decisions on intuition, between those who are thinkers and those who are more gut-feeling types, and between those who judge and those who perceive. The completed test needs to be interpreted by a qualified person for a nominal fee. My results were pretty accurate, but the likely profession that the MBTI recommended I would enjoy was a far cry from what I can associate myself with.
Alex Freund is the founder of Landing Expert–Career Coaching. His Web site includes a current and comprehensive list of job search networking groups in New Jersey, Pennsylvania, Connecticut, and the city of New York, and the site is visited by thousands of people every month. Landing Expert is a premier career-coaching service with the objective of preparing job seekers for interviews. Alex’s clients are gaining knowledge, receiving marketing material, and acquiring the know-how to beat the competition.
Alex can be reached at:
609-333-8866
It is a well known fact that using job boards exclusively as you conduct a job search will leave you confounded and frustrated. Sure you might be qualified for the positions for which you are applying – but posting your résumé online is like trying to find a needle in a haystack – a really, really big haystack.
So what exactly is this thing called ‘the hidden job market’? The hidden job market consists of openings that are not directly advertised. More and more companies are relying on their employees and specialized, niche sites to identify qualified candidates. What is the reason for this? With the big job boards, there are a lot of unqualified candidates positing résumés and applying for positions for which they are not qualified. In an effort to cut to the chase, as it were, employers are trying to create a system whereby they can identify a pool of qualified and viable candidates more quickly. It’s very time consuming to sort through hundreds of résumés to find one or two candidates that might be suitable for an opening.
According to recent data from the Labor Department, there are approximately 14 million people unemployed with over five job seekers per available position. The result is people applying for things that they are over qualified for, under qualified for, or not qualified for at all.
Here are some tips to help you tap into the hidden job market:
Networking should be an integral part of any job search. Also consider searching smaller job boards, including those that might be specific to a city or region. Look at sites that are supported by networking groups or associations. As I have mentioned in previous posts, LinkedIn is a great resource that will enable you to identify relevant connections and facilitate your job search. There are also associations on Facebook that you can join that will give you additional access to people and positions.
Writing to the Right Person: I know it can be difficult to obtain the name of a person that is responsible for hiring. You can begin by calling the company and asking for the name of the head of a particular department or the head of human resources. At least when you send your letter, it won’t be to “To whom it may concern.” Once you send your written correspondence, you can then call and ask for the person by name. You will be more likely to reach someone before 9:00am or after 5:00pm when other staff who might answer the phone is gone.
Recruiters: Recruiters can be a great source of information – especially now. Do some research regarding recruiters that specialize in your field. Establish and nurture those relationships. Recruiters have their fingers on the pulse of what is going on within the hiring community. Let them help you uncover the right opportunities.
Volunteer your Time: Volunteering can do a couple of things for you. Aside from making you feel good by giving back to a good cause, volunteering will allow you access to new people. Those people know people too! You can create an entirely new network for yourself. You never know what you might uncover.
It boils down to your continued diligence; contact people, establish relationships, and knock on as many doors as you can to generate interest in your background. You never know where a conversation (online or otherwise) might lead!
Comments and feedback are requested and desired; and you are welcome and encouraged to submit questions to thecareerdoctor.
Debra Wheatman, CPRW, CPCC is the founder and Chief Career Strategist of CareersDoneWrite, a premier career services provider focused on developing highly personalized career roadmaps for senior leaders and executives across all verticals and industries.
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I LOVE THE BELOW ARTICLE! Anyone else talk to themself besides me? I also talk to my computer screen. During the 22 years I was a recruiter, and the 2.5 years I’ve been a career coach, I’ve also talked to resumes (or rather, the person to whom the resume belonged) because I’ve seen easily over half a million of them. It’s easily the primary place where most job searches go off track.
I love this article because I’ve been saying this stuff for years. Well – except for the comment on the glitter. I kinda think that ought to go without saying.
I’ve cut and pasted it with attribution so I can add some comments.
10 Resume Red Flags
by Erin Joyce
Tuesday, February 16, 2010
Searching for a job is not always easy, no matter what state the economy is in. And when you’re on the hunt, your best weapon is your resume. This document must emphasize the best of your experience, education and skills and sell you to your future employer. It’s a lot to ask, but it is possible to get your CV into fighting shape. Don’t let your effort go to waste by having these glaring red flags on your resume.
1. It’s Covered in Glitter — Literally.
Yes, it has been done. In an effort to make your resume stand out, you may find that it gets thrown out. Less extreme attempts such as including image files or using non-traditional symbols or fonts should also be avoided. While it may be a nice break for a recruiter reading through hundreds of Times New Roman documents, you run the risk of the fonts or images not loading properly. And you can bet that busy recruiter isn’t going to contact you for a simplified copy.
MY NOTE: No company logos, no different colors, and actually use arial because it’s a standard font and translates well. In addition it’s sans serif and is easier to read.
2. There Are References.
Listing your references on the resume is a definite no-no. References should always appear on a separate page, and should only be produced when asked for. Also, be sure to delete the “References: Available Upon Request” line. It’s understood that you will, so save some space and your potential employer’s time
MY NOTE: They shouldn’t be listed because references are sacred. They can make or break whether you receive and offer. If there are two candidates, references can be a deciding factor. Listing them on your resume invites anyone with your resume at any stage of the game to contact your references. In fact, when it’s time to contact them, the company should let you know, so that you can contact your references and make them aware of who will be calling and why.
3. It’s Written in Full Sentences.
The headhunter has likely received dozens if not hundreds of applications — help them out! Your resume should be short and sweet and bulleted. You aren’t writing a novel, you are trying to catch a skimming employer’s eye and prove you are worth a second look — and an interview.
MY NOTE: No paragraphs. Someone told me last week the new thing was “narrative resues.” I don’t know what they are but they don’t sound good. Many experts – usually with little experience from which to speak – are trying to come up with the next best thing. Narrative resumes aren’t it. Resumes are made to be read easily. CONSUMABLE. That’s why you do bullets.
And along with that, no full sentences – literally. Full sentences force the brain to read, rather than skim. Use fragments.
4. There Are No Numbers.
One of the worst things you can do on a resume is be vague. Don’t just list your accomplishments in a general way — have the quantitative data to back it up. If you exceeded a goal, by how much did you exceed it? If you created and distributed company performance reports, how many did you do? Adding numbers concretizes your accomplishments and paints a better picture of what you actually did.
MY NOTE: Some people don’t have numbers becasue what they do doesn’t involve numbers. So not everyone can improve or reduce things by a percentage. But in the spirit of that, resume bullets are about you, specifically – why you’re better and how you’re different from everyone else that holds the same title. It needs to be about how you benefited the organization, the difference you made while you were there, the impact you had.
So you whatever you increased, reduced, created, implemented, revised, grew, took iniative to do, etc is something you want to look closer at. Anything you managed, were responsible for, or oversaw needs to by your title – where your job description goes.
Also, make sure you are answering the “how” question. If you completed five projects this year instead of the expected four, how did you do it?
5. It Includes the Words “Duties” or “Responsibilities.”
When you are writing your current or former job description, focus on your accomplishments, not what you had to do. As an alternative to “duties” or “responsibilities,” flip your tasks into achievements. For example, instead of being “responsible for the sales team,” consider “directed the sales team to beat their repeat client objective by 10%” — remember that number thing!
MY NOTE: See above.
6. It Lists an Objective.
For the most part, objectives sound insincere and, worse, can limit your options. Let your cover letter do the talking when it comes to why you want that particular job. And remember, each cover letter and resume should be individually tailored to a specific job posting — not just a specific field. Taking an interest in the specifics of the job makes you look professional and focused and not like you are mass-emailing anyone who might hire you. Desperation is no more attractive to an employer than it is to a date.
MY NOTE: The similarities between dating and finding a job are numerous. I was making those when I was a recruiter and they’re very appropriate. Further more, desperation doesn’t breed objectivity either, so you’re likely to end up in a job you don’t like.
But in keeping with “no objective,” an objective is “me” focused, and this is about the company. Further more it gives no indicaton of your personality traits that contribute to your success or your skills. Better a profile or summary with a few bulleted strengths and skills indicative of your function.
7. It Contains Spelling or Grammatical Errors.
We all know to avoid this one. It makes you look sloppy and negates the part of your resume that proudly describes you as “detail-oriented.” The best thing you can do for a resume is send it to a professional resume service or a professional editor. If you are a student, your career center likely offers free resume counseling or at least free information to help you fine tune your CV before sending it out. At the very least, have a friend look it over and check for basic language errors — spell check just doesn’t cut it.
MY NOTE: Look at each word as a unit rather than reading it. Your eyes see what your brain wants to see. The only thing even more amusing? egregious? is when there are typos or grammatical mistakes along with “attention to detail.”
8. It Lists an Unprofessional Email Address.
In a world where email is free, and most of us have multiple addresses, make the effort to have a professional email address. Keep it simple — using your name is best. Just make sure you leave the sparklebaby@hellokitty.com for personal use. One more tip? Don’t use your current work email unless you are self-employed.
9. It Includes a Picture.
The ONLY time this is appropriate is if you are applying to be a model or an actor, and in both cases, a separate portfolio is preferable. Including a self-portrait could exclude you for not being serious and may make you appear unprofessional. Let your skills and experience speak for you.
10. It Is Too Personal.
Resumes should demonstrate how professional you are — that means the anecdote about the time you met Britney Spears is not appropriate. That being said, let your personality come through in your resume by including volunteer experience or a (very) short section about your interests.
MY NOTE: Don’t put a Personal Interests category on the bottom either. Some people say it’s a good conversation starter. But the resume is a business document. Besides, you’re taking your cue from the interviewer and if he wants to know about who you are as a person, he’ll ask.
The Bottom Line
When times are tough, getting a job is a stressful undertaking. Don’t sell yourself short. Instead, make sure your resume is the best example of you as a potential employee and before you know it, you’ll be employed once again.
MY NOTE: Well, at least it will help you get in the door!
Are you ready for your closeup? Do you understand STAR power?
Yes, I’m talking about behavior-based interviews, my all-time personal bane as a job seeker and maybe yours, too. These interviews tend to start off innocently enough:
- Tell me about a situation when circumstances required you to…
- Give me an example of a time when you…
- Describe for me the most important…
And then the level of difficulty increases. The recruiter’s questions start growing legs, even tentacles, and before long you’re choking. For example:
Tell me about the last directive from senior management that failed to achieve its desired goal. Why do you think it failed? What role did you play in the process or failure?
Another turn of the noose:
Give me an example of a time when you had to present material or implement a process you didn’t fully support. Did you voice your concern? How? Who did you voice your concern to?
You’re becoming apoplectic:
Describe a situation in which your leadership skills were rejected. Why were they rejected? How did you manage the situation?
OMG! Your mind is racing, your heart pounding, you’re breaking out in a sweat, you feel floored — “um, um…I, uh (gulp), well….” You try to deflect, to buy yourself some time. You ask the recruiter to clarify. If only you had come better prepared. Too late now.
So you scramble for an answer, feverishly sifting through the slot machine of long-buried images in your head, memories of past conversations, the failures to communicate, rejecting the scenarios that only make you look bad. You’re desperate to depict yourself and your past actions in a positive, make that a glowing, light. Ha! Fat chance! Then, having exhausted all your stratagems and the recruiter’s patience, the rambling ensues.
The verdict is a foregone conclusion: You just talked yourself out of a job. Don’t let the door hit you on the way out.
The STAR approach
Behavior-based questions require you to provide specific — not general or hypothetical — examples of how YOU handled work-related challenges in the past. Recruiters are sticklers about this. The person posing these questions will be assigning marks to each of your answers based on pre-established technical and performance-related criteria, such as competency, strategic and problem-solving ability, command skills, integrity and trust. Three strikes, maybe less, and you’re out. You can squirm, object, get angry, beg for more time, even walk out, or — best tactic of all — you can come prepared.
Situation —> Task —> Action —> Result, a.k.a. STAR and sometimes just plain old SAR, is a framework you must learn to master, or at least adopt, to succeed in answering behavior-based interview questions. You might even add a “Q,” for quantifiable, to this formula. Trust me, I’m still working on it, given how vivid are the memories of my own failed attempts at winging it.
You will have 90 seconds, up to a maximum of three minutes, to articulate your answers, ensuring your description of your actions and accomplishments adheres rigorously to this deceptively simple STAR(Q) outline. No deviations.
My best advice, based on painful experience: get a hold of some sample behavioral questions, carefully formulate and write out your answers, then commit them to memory. What’s more, consider how you might adapt your three or four strongest accomplishments to variations on these question types.
— Judy Margolis
