Why Your Resume is Not Going to Get You Hired

Why Your Resume is NotGoing to Get You Hired

With Moderator Carl Chapman

Peggy McKeeCEO of Career Confidential LLC

Make sure you won’t haveany interruptions…

We’re going to cover a lot ofground today and give you a

ton of great information.

ATTENTION: PowerPoint Slides will be sent to you by email

We’re going to talk with you todayabout…

Your Resume is NOT the MostImportant Part of the Job Search

There Are Things You Can Do ToImprove Your Resume (we will talkabout these things)

We are going to focus onwhat’s even more important

for you to get interviews!CHECK YOUR EMAIL: Free resources will be sent to you later

Online applications are a bigissue for almost every job

seeker…

But they are one of the thingsthat makes the job search so

difficult and frustrating.


So today, we’re going to talk about…

The biggest mistake job seekers make - applying online.

Why applying online doesn’t work.

Tell you how to get out of participating in it.

What you can do with your resume and how you presentyourself so that you stand out.

How you can get more interviews that will give you moreopportunities to get a job.

How to be your absolute best in every interview.

CHECK YOUR EMAIL: Free resources will be sent to you later

If you are in the job search right now…

• You probably think that youhave to spend time cruisingthrough Indeed or SimplyHiredlooking for job listings.

• And then follow whateverdirections they have there toapply online for those jobs.

These online applicationsaren’t helping you get hired.


4 Critical reasons why applying onlinedoesn’t work:

1. Your application gets swallowedup in that flood of applicants.

2. Spam filters and applicanttracking systems.

3. Human resources is looking forsomeone who is letter perfect.

4. No one is as motivated as thehiring manager.

Not one of those reasons hasanything to do with you!


3 Areas I need to teach you about…

1 Your resume.

2 How you get interviews.

3 How well you do in those interviews.


The vast majority of job seekersdo NOT have a good resume.


A resume is first and foremost…

• A marketing document for you.

• It’s what the employer sees before theymeet you.

• It’s what they use to decide whether ornot to call you in for an interview.

Your resume has to sellyou for the job.


The key is in how you present thatinformation that makes the difference inwhether it’s an ineffective job history or

an effective marketing document.


3 Biggest Mistakes:

1 Objective Statements

2 Bullet Points

3 Quantification of Accomplishments


Objective Statements

• You have to have an objectivestatement on your resume:– Says what job you want to make sure that it

gets sent to the right person.– A good objective statement speaks to the

hiring manager.– If you use keywords from the job description,

it helps your resume get pulled up by theapplicant tracking system.

– Your objective statement helps to sell you forthe job.


Good example of an effective objectivestatement:

“Marketing expert seeks to use her sciencebackground and record-breaking promotion

strategies to build pharmaceutical brandawareness and revenue.”


Good example of an effective objectivestatement:

“Marketing expert seeks to use her sciencebackground and record-breaking promotion

strategies to build pharmaceutical brandawareness and revenue.”


Bullet Points

• Why are bullet points so importanton a resume? They -– Help with Formatting

– Provide White Space

– Draw Your Eye

– Make Your Resume Easier to Read

– Catch Your Attention

Bullet points communicatebetter than paragraphs.


Where should bullet points go?

• They should go under eachjob that you’ve had.

• You say what the job was, andthen you list bullet pointsunder each job that describewhat you did in that job.

• Always start off bulletpoints with actionwords:– Managed team.– Led campaign.– Organized project.– Improved efficiency.– Reduced turnover.– Won award.

Be specific,achievement-oriented,

and use action words asmuch as you can.


Quantification of Your Accomplishments

• What does quantification mean?

• It means describing youraccomplishments as much as youcan in terms of:– Numbers– Dollars– Percentages

This is the #1 place where peoplefail to make their resume shine.


What can you quantify?

• Everything! You can add numbers to describe almost anything:

– How Many Direct Reports You Had

– Production Numbers

– Project Budgets

– Schedules

– Turnover Rate

– How Many Projects You Handled

– Success Rate of Your Projects

– Cost of Projects

– Accuracy

– Rankings

– Sales

– Revenue

– Customer Numbers

– Procedures ThatImproved Something


Any way you contributed to revenue,growth, or profit for the company canbe described using numbers, dollars,

or percentages.


“Responsible forbringing in new clients.”

“Brought in 20 newclients in 3 months.”

“Responsible formaintaining accuracy in

company database.”

“Achieved 100% accuracyin 50,000 item database

over 2 years.”

Look at the difference between these twothings:

“Responsible for keepingunits occupied.”

“Maintained 95%occupancy rate over

three years.”


Get your resume into the hands of theright person.

• Who is the right person? The hiring manager.

– Director of Accounting

– Accounting Manager

– CFO

– Regional Sales Manager

– National Sales Manager

– District Sales Manager

– VP of Sales and Marketing

– VP of Marketing

– Director of Marketing

– Senior Product Manager

– Customer Service Supervisor

– VP of Sales and Marketing

– Director of Engineering

– VP of R and D

– Division Manager

– Principal Investigator

– Director of IT

– VP of Technology


Getting your resume into the hands ofthose people is…

• How you fight the –– Spam Filter

– Applicant Tracking System

• Online applications put yourresume into the hands of HRpeople.

Send your resume directly to the person who hasthat strong motivation - the hiring manager.


Human Resources looks for the perfectresume.

• Is yours perfect?

• Do you have exactly whatthey’re looking for?

• The exact words?

• The exact experience?

Online applications are not going to help you getpast HR - they just get you bogged down.


Why does that work?

• The hiring manager is the one who –– Understands the position best and how your

skills will transfer into it.

– Is more motivated than anyone to fill thatspot.

– Can say “yes.”

HR can’t say “yes.”They can only say “no.”


How are you supposed to find these hiringmanagers?

• The answer is: research.

• Google them.

• Look for them on LinkedInand Facebook.

• Look on corporate websites.

• Ask your network.


The key is to find those hiringmanagers who might be apotential boss for you, and

then contact them whether ornot they have a job posted.


You choose hiringmanagers who could be

your boss at places you’dlike to work and say,

“Hey, here I am, this iswhat I do, this is what I

could do for you. Are youinterested?”


That might seem pretty bold and scary.

• The reality is that most jobs at anygiven time aren’t listed.

• And that’s another reason onlineapplications are not your best jobsearch move.

• If you only apply online, you aremissing out on a slew of potential jobs.

You just never knowuntil you ask.


If you contact enough hiringmanagers, you start winning

the job search numbers game.


How does that work?

Contact 20 HiringManagers

You might hear back from 1 or 2.

Contact 200 HiringManagers

You’ll hear back from 10 or 20.

If you keep contacting them over time, you increaseyour odds even further of finding an opportunity.


This is the strategy that will get youway more interviews than hours and

hours of filling out onlineapplications. This is what’s going to

get you the results you want.


And that brings us to the third piece…crushing your interviews.

• What does ‘crushing the interview’mean? It means –

• To Nail It

• To Go Above and Beyond

• Impress Them So Much That TheyOffer You the Job


How do you do that?

• Crushing the interview requiresthat you:1. Answer the 4 critical questions that

every hiring manager has.

2. Clarify that you have communicatedwhat you think you did and ask for thenext step .

Good interviews come down to communication,and these are both communication issues.


The 4 critical questions that every hiringmanager has:

1. Do you understand the job?

2. Can you do the job?

3. Will you do the job?

4. Will you pose a risk to his owncontinued employment?

These are all risk-assessmentquestions.


The way you communicate the criticalthings…

• In the interview is to bring a toolwith you.

• That tool is a 30-60-90-day plan.

• A 30-60-90-day plan is a writtenoutline of your tasks and goals forthe first 3 months on the job.


First 30 DaysFirst 30 Days Next 30 DaysNext 30 Days Last 30 DaysLast 30 Days

Focuses onTraining or

Learning theSystems or the

Culture

Concentrates onGetting More

Involved in DoingThings on Your

Own

Shows How YouPlan to Start

Making SignificantContributions tothe Company on

Your Own

The more specific you can be to that job andthat company, the better off you are.


Every single second of that work is worthit because…

• It helps you answer those 4 questions.

• It shows that you –Understand the job even if you’ve never done anything like it before.

Can do the job because you’ve just listed out the specific tasks and howyou’re going to handle those.

Will do the job because you’ve just spent a few hours putting togetherthis in-depth document.

By putting together this plan, you have just eliminated every risk factorin that hiring manager’s mind.


This plan also helps you communicatebetter with the hiring manager.

• It’s a communication tool for youbecause you won’t just behanding them your list – you’ll:– Go Through it with Them– Ask Questions– Get Input– Discuss

That conversation helps him tovisualize you working for him.


Visualization is a Powerful Technique

• Sales people use it all the time.

• And you’re doing the same thing.– “I thought I would get this training. Is

that the right one?”

– “I thought that if I tackled this first, itwould make it easier to do X. Do youagree?”


That hiring manager gets an up-closelook at your critical thinking skills,your knowledge, your drive, your

energy, your enthusiasm for the job…

All those things that don’t fit on yourresume but still have a major impact on

what he thinks of you as a candidate.


The second thing you need to do to crushthe interview…

• Clarify that you are communicatingwhat you need to communicate.– Does he agree with you or not?

– Is something not clear, or do you need toexplain it further?

– If he’s interested in X, you don’t want totalk about Y, you want to talk about X.


The final question that you can ask whenyou bring a 30-60-90-day plan:

“If I were to do all the things I have on this plan, do youagree that I would be wildly successful in this job?”

And then you wait for him to answer.

Asking this questionboosts your chances of

getting the job by 30% - 40%


It’s a sales technique called ‘closing.’

• Sales people use this kind ofquestion all the time.

• This is the “are you in or out”question.

• If you get a “yes, I think you’d bevery successful in this position…”

Then you know without a doubtthat you’ve crushed your interview.


What if he says, “No,” or “I’m not sure”?

• You know that you haven’t yetcrushed the interview and you haveanother chance.

• Your follow up question is:– “Why?”– “What have I not answered for you?”– “What do you think is holding me back?”

If you hadn’t asked… you’d leave the interviewand you’d never know why you didn’t get the job.


• A lot of times, it’s something that isjust a misunderstanding.

• It could be that there really is a realobjection and you’re not going toget past it.

• If you don’t ask, you’ll never know.

• Most people come out of theinterview absolutely clueless abouthow they did…

This closing questiontakes care of that.

?


And the 30-60-90-day plan itself…

• It’s gotten people job offers whenthey wouldn’t have had a chancebefore.

• These plans are that impressive.They elevate –– Your Game– Your Interview Conversation– They Elevate You as a Candidate

I would never, ever interviewfor a job without one.


You won’t ever get to this point…

• If you keep doing what you’vealways done: relying on onlineapplications to find a job.

• It’s not enough to rely on onlineapplications.

• They’re killing your chances.

• You have no way of standing out.

If you’re not absolutely perfect,you won’t get a response.


You’ve got to turn your resume into a marketingdocument instead of just a job history.

There is a different set of people you should becontacting than the ones you have been contactingwith those online applications.

Communicate better in the interview by bringinga 30-60-90-day plan.

Learned to answer those 4 critical questions of allhiring managers.


All of this is about how to sell yourself forthe job…

• Because the job search is a sales process:

You Are the Product The Cost of YourProduct is Your Salary

Your Customer isthe Hiring Manager

Online applications keep youaway from your customer.


Contacting the hiring manager directly isgoing straight to your customer.

• They’re the one with a problem to be solved and a need thatyou can fill –– How can you sell yourself to that customer as a solution for their

problem by filling out online applications with a basic job history?

– What’s in it for them?

– Why do they need you?

Those are the questions you answer when youturn your resume into a marketing document and

bring a 30-60-90-day plan to your interview.


Additional Training

Job Search Essentials Kit



• Extreme Resume Makeover Kit– One Hour of Additional Training on Your Resume

• Video Coaching & Examples– Steps You Through the Process of Writing a

Winning Resume Start to Finish– Fill -in-the-Blanks Template– Four Sample Resumes

• 4 Different Career Fields

#1

Personal resume review by Peggy McKeefor everyone who uses the Extreme

Makeover Resume Kit!


• Hidden Jobs Finder

– Complete, Step-by-Step System• For Finding Hiring Managers• For Contacting Hiring Mangers

– Complicated and Overwhelming BecomesEasy• Just Follow the Steps (I even explain why)

– Tells You What to Say to Them• It Has Pages and Pages of Sample Messages• Messages Proven to Get Good Responses• Just Copy and Paste• Put Your Personal Information Into the

Messages

#2

LinkedIn:IT Sales Managers

3,441 results

LinkedIn:IT Sales Managers

3,441 results

LinkedIn:Directors of Operations

1059 results

LinkedIn:Directors of Operations

1059 results

LinkedIn:Finance Managers

822 results

LinkedIn:Finance Managers

822 results

YouTube:Finance Jobs

52 results

YouTube:Finance Jobs

52 results

ATTENTION: PPT Slide Deck WillBe Emailed To You

Google: Search StringsSearch:

Accounting Manager –Washington DC Metro

1410 results

Google: Search StringsSearch:

Accounting Manager –Washington DC Metro

1410 results

Google Search String:Facebook -

DallasAccounting Managers

Google Search String:Facebook -

DallasAccounting Managers

In the training, I show you how to findthousands of hiring managers.

• You’ll See How to do This On:– LinkedIn– Facebook– Google– & Other Social Media Platforms

Once you have their information, I show youhow to start the conversation with your hiringmanagers in a very positive way through email.

It’s easy!

Hidden Job Finder:Messaging

Appendix Table ofContents

Custom MessagesFor EverySituation!

Hidden Job Finder:Messaging

Appendix Table ofContents

Custom MessagesFor EverySituation!

You need to CRUSH those interviews.

• You need to do such a spectacular job in each one ofthose interviews that you get a job offer from it!

• It’s All About Communication– Can you answer those 4 questions the hiring manager has? Do you understand the job? Can you do the job? Will you do the job? Will you pose a risk to his or her employment?

That’s why we talked about putting together a30-60-90 Day Plan for your interview.


• 30/60/90 Day Action Plan– It is a Miracle Tool

• Fastest & Easiest Way to Your Miracle– I Show You the Step-by-Step Information

You Need• How To Write Your Plan• How to Talk About it in the Interview

#3

I show you what’s importantand were to find it!


• 30/60/90 Day Action Plan

– You don’t have to agonize over whatshould go where—

• What goes in the 30-day section?• What goes in the 60-day section?• What goes in the 90-Day section?

#3

I show you, so you will get itexactly right.


• 30/60/90 Day Action Plan– You don’t have to worry about how you’re going to

bring it up in the interview.• I tell you the right time to talk about it.• I give you the words and phrases to use.• You will feel very confident using this tool in your

interview.– The whole thing saves you hours and hours of

time.• I have used these thing with hundreds of candidates.• I’ve got it down to a science.

#3

You get a plan that has beenPROVEN to impress hiringmanagers in interviews.


• 30/60/90 Day Action Plan– What do you get?

• A Fill-in-the-Blank Template• Sample Plans to Look at and Learn From• PowerPoint Templates to Use

#3

You can have me look over your planand give you feedback on it before

you interview.

We’ve Bundled Those 3 Trainings Togetherfor a Very Special Price

The Total Value of Everything in the JobSearch Essentials Kit =

$247

http://careerconfidential.com/job-search-essentials-deal/

Today Only, for the Next 24 Hours

LinkedIn ProfileTutorial

Free with the Job SearchEssentials Kit!

Purchase Link:http://careerconfidential.com/job-search-essentials-deal/

I’m going to take some more money offthe price.

If you would be willing to leave arecorded testimonial about how

much you enjoyed and how muchyou got out of the training today…

We will knock another$50 off this bundled

training for you. $197Purchase Link:

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Remember that we said thateveryone still here at the end of

the webinar would

Get a chance to bechosen to win a spot in

a 10-person, 1- hourgroup coaching call with

Peggy?

We will send an email tothe winners within a fewhours, notifying you that

you’ve won and giving youall the details.


If you don’t win and you are disappointedbecause you really need Peggy’s advice:

• I’d like to encourage you to investigate either purchasing anhour of Peggy’s time on your own:– http://www.phcconsulting.com/WordPress/career-coaching/

• Or joining our Total Access Club, which is the group coachingclub that meets twice a month:– http://careerconfidential.com/total-access-club-product-reviews/


Q & A with Peggy McKee(LIVE)


For the next 24 hours, webinar attendeesonly can have:

ORExtreme MakeoverResume Kit, Hidden

Jobs Finder, 30-60-90-Day Plan

If you would like to calland leave a recordedtestimonial we will

knock off another $50so you

The Job SearchEssentials Kit

The Job SearchEssentials Kit

For only $247 Pay only $197


Thank you for attending!


Best of Luck!


Documents

Why Your Resume is Not Going to Get You Hired