Should You Attach Your Resume to Your LinkedIn Profile?

Have you often wondered if you should attach your resume to your LinkedIn profile? Maybe it would help boost your job search?

Don’t.

Why not?

1) If your home address is on it – which it shouldn’t be; only use city, state and zip or equivalent – you are putting your information at risk for identity theft.

2) You also may find (or never know) that people are borrowing your information and creating a resume that is essentially a copy of yours with another name on it. Because they do not need to post that publicly – unlike a LI profile – they can secretly trade on your goodwill and dilute your brand.

3) If you have one form of resume posted on LinkedIn and bring another (targeted) resume to an interview, you may compromise your credibility (i.e., if the two versions do not to match).

In other words, you will have less control of your personal branding in the interview because your audience will have already seen your resume. They may not even read a new one.

Instead of attaching a resume, put the important information and keywords directly into your profile, so the LinkedIn algorithm can do its work to match you to the right jobs.


Website Anne Marie Segal 2019 Barragan Square Say CheeseFor more LinkedIn tips, click here.

To find or follow me on LinkedIn, click here.

– Anne Marie Segal, Executive Coach


Image of Anne Marie: Copyright 2019 Alejandro Barragan IV. All rights reserved. 

Remaining images: Adobe Images.

What to Write (and Avoid) in Work Emails to Advance Your Career

I was honored to be quoted recently by Daniel Bortz, a contributor to Monster.com, in13 things you should never write in a work email.”

Ah, the many thoughts and human interchanges that should never be reduced to email, and the myriad of ways you can be too casual (or not enough). Bortz captures a good many of them in his article.

Woman typing on laptop at workplace working in home office hand keyboard.

Conducting the interview for Bortz’s article, and reading it in print, brought me back to my former life as an attorney. At one point, I was tasked with reviewing a large set office correspondence. I skimmed through tons of emails. Thousands, in fact.

While the vast majority were innocuous – as boring as a string of indecisive lunch plans – I saw firsthand more than once how damaging certain private exchanges could be if they ever saw the light of day. 

A quick and poorly thought (or worded) email can do a lot of damage, while a strategic one can enhance your credibility and grow your career.

Bortz is not the first, nor will he be the last, to sound the alarm on the damage – indeed, at times, the unending vortex of negative results – that a quick and poorly thought (or worded) email can do. 

On the other hand, the goal with email is not only to avoid the downsides, but also to communicate, inviting others to respond and take action. So after you check out what to avoid in Bortz’s article, you can read what to include in mine: Four Steps to Creating Emails that Prompt Action and Get Results.

Anne Marie Segal 2019 Web Image Square #2 Copyright Barragan
Anne Marie Segal is an executive coach, author and resume writer. She works with executives, senior attorneys and other leaders to clarify and heighten their personal branding, increase their impact and accelerate professional goals such as Board or C-Suite candidacy, other leadership advancement, career pivots and job transitions.

Image above: Adobe Stock.
Image at left: © 2019 Alejandro Barragan IV. All rights reserved.

 

Executive Interview Preparation: The Checklist

If you are a typical executive, it’s a challenge to find time on your calendar to prepare for interviews. When you do carve out that space, here’s a checklist of what you should cover.

Businesswoman working in the office

Due diligence – know as much as you can about the target organization and management beforehand, including what they do, why and who else is in the game

If you are extra short on time and not familiar with the market, management team, products or other other important data points, check if there are videos online that you can watch or hear while going about your other activities. 

Common ground – find out what you have in common with your interviewers and who else you might know (or can get to know) at the company; use LinkedIn® and other resources; reach out to colleagues and their networks where appropriate

Posture / Energy – plan how you can gear up on interview day with a power pose; watch your body language in the room (eat well the night before and that morning!)

Confidence – “I can handle it. Here’s what I’ve done that’s analogous….”

Concise, targeted value proposition – why should they hire you? what do you offer?

For phone interviews, you can have this in front of you, with a page for each of your three to five most important points and examples that support each.

Edge – what’s unique about you that others won’t bring to the role?

Curiosity – ask light, open-ended questions to get better answers

Story / Narrative – who are you as a candidate and a person? why is this organization a fit?

Accomplishments – have your accomplishments at the ready; fit their presentation to the role; give examples (without revealing proprietary information)

Behavioral questions – be ready for “what would you do if…?” e.g., if an organization is expanding into new markets or lines of business and they hit a snag; if an employee came to you with a certain problem or opportunity, etc.

About you – be ready for “tell me about a time when…” e.g., work style, challenges, successes, etc.; have a short list of versatile examples prepared for these questions

Reason for leaving current role – have a positive way to tell the story; negativity doesn’t sell; give a concise answer and move to why current role excites you

Organizational vision – if you will be leading a company or team, share your vision

Resume – know your experience cold, be open to discuss anything on your resume

Gaps – if you have any that are key to the job, be ready to address them head on

Weaknesses – prepare for the ubiquitous “strengths and weaknesses” type questions

Follow-up – ask intelligent questions to determine if it’s a fit, tailored by interviewer

If you falter, do it gracefully – have a plan to recover from surprises

Interview them back – it’s a conversation, not an interrogation

Compensation – be ready to “talk comp” if they ask; know how you’ll approach this conversation and deflect tough questions

Red flags – save the toughest questions for when you have the offer letter in hand, but note them so you don’t forget

Re-read the job description (if any): prepare for any point that might come up; research terms you don’t know, so you can sound intelligent on what you might be asked

Concise answers – answer the questions asked; avoid tangents; speak to your value

Close well – find out next steps on their end; know yours; if you want the job, make it known

If you need help formulating a personal value proposition, check out my worksheets here.

Congratulations on your interview! Best of luck!

Anne Marie Segal - Web Image (Credit Alejandro Barragan IV)

Anne Marie Segal is an executive coach, resume writer, Forbes Coaches Council member and author of two well-received books on interviewing and career development. She was a corporate attorney for 15 years before launching her coaching practice.

Image above: Adobe Stock.

April and May 2019: Upcoming Events at Segal Coaching LLC

Teamwork

Thanks to those who joined the webinar I presented to The University of Chicago Alumni Association webinar. Here are the slides and replay, if you missed it or would like to review parts or all of the presentation.

If you are seeking out Board positions, straddling between multiple audiences or currently unemployed, check out the Q&A at the end of the webinar.

Here are some upcoming workshops, webinars and events in April and May 2019. Please click through each link for more information, and you may email any questions to knowyourself@segalcoaching.com.

Workshops

Leveraging LinkedIn®: One-Day Workshop

Friday, April 12, 2019

A unique feature of this collaborative workshop is the opportunity for group feedback on your writing efforts to further develop your ideas.

network abstract

Webinars

From Scratch to Finish: Crafting a Compelling LinkedIn® Profile

Multiple Dates: Tuesdays, April 9, 16 and 23, 2019

Getting More Mileage Out of the LinkedIn® Platform

Multiple Dates: Tuesdays, May 7, 14 and 21, 2019


Anne Marie Segal, executive coach and Nationally Certified Online Profile Expertwill guide the workshop and webinars with content-rich handouts and real-time advice. Her clients are executives, attorneys and board candidates,and she has written and reviewed hundreds of LinkedIn profiles.

Her recent Forbes article, “15 Ways to Boost Your LinkedIn Profile,” is available here.


Photography Event

LinkedIn Headshot Photography Sessions

Thursday, May 2, 2019

Held in collaboration with the photographer, Alejandro Barragan IV.

Images above: Adobe Images.

 

 

Three Types of Resumes that People Don’t Want to Read

Your resume is a communication tool that tells people why they should refer, recommend or hire you. It is not a cruel ritual meant to torment you, and neither should you torment your readers.

In the countless resumes that I have reviewed over the years, and in those I have rewritten for clients, there are a few major flaws that stand out so often they merit their own post. These common resume mistakes aren’t limited to the folks who are unsuccessful in their careers. In fact, they are so ubiquitous among those who “should know better” that it prompts me to ask: why do smart people write dumb resumes?

Keep your city clean!

Beyond poor writing and lazy proofreading, here are three of the most common culprits in bad resume land:

The “Sherman Tank” Resume

Otherwise known as “let me put all of my accomplishments down on a page so I don’t miss anything someone might want.” An alternate description of this type of resume could be ClutterFest. The Sherman Tank or ClutterFest writer thinks he or she is sharing a diverse celebration of achievements, while the reader feels like it’s an exercise in sorting prized antiques in someone else’s dusty attic.

The Sherman Tank resume – durable and bulletproof but too bulky to zip around curves – doesn’t put a candidate in the best light. In fact, it doesn’t cast any light in any direction at all, so no depth or differentiation can be seen, only too many words on a page (and often in too tiny a font). 

Put yourself in the shoes of the reader. How much work would you want to put into deciphering if a candidate was a good fit for your open role (especially if it seems that he or she hasn’t bothered to do it either)? How hard would you squint to read past the first few words?

In my most extreme example to date, I turned a client’s five page resume into two pages.

Truth be told, she was an awesome candidate for her target job. She just couldn’t figure out how to edit her own experience or what to emphasize, so a reader couldn’t “get there” to see it. She had never given thought to what an employer might be looking for, focused only on the trees in her own forest. In addition, because of her inability to edit her own experience, she had included some very detracting information alongside the helpful points, which further diluted the effectiveness of her message.

The “Barely There” Resume

The opposite of the Sherman Tank is the Barely There resume. When I have worked with clients who have this type of resume, I spend a lot of time asking the same question: “And what else did you do?” They have great experience, but somehow they can’t seem to get it down on the page. They leave out key details, such as skill sets they possess – and can demonstrate – that are important for their target job.

Like the Sherman Tank writers, who are focused on their own experience, the Barely There writers have not put themselves in the position of an employer and asked what they can offer that would be valuable for the target position. In one recent case with a client, for example, we pulled out four different skill sets that she would need for a job transition and were not on her resume, without stretching beyond her legitimate experience.

In that case, the client hadn’t presented herself as a well-rounded generalist with a specialization, which was required for her target positions, because her current firm had pushed her in a single direction without valuing all she could offer. Although this push and the associated stress were the major reasons the candidate was seeking a change, she had internalized the pigeonholing by her current firm and was unable to see beyond it when it came planning (and drafting) her great escape.

The “Showed Up and Did My Job” Resume

A corollary to the Barely There is the resume that simply lists what a person did at a job, with no thought to prioritization or differentiation from other candidates in similar roles. Unlike the Barely There, which lacks enough detail, the Showed Up and Did My Job resume might be an appropriate length, and even look “right” at first glance, but ultimately the narrative is not compelling enough to prompt the next step: a job interview.

In many cases, my clients who have a Showed Up and Did My Job resume list tasks that were simply “part of the job” but indicate nothing that showcases particular sets of skills. As we talk through their major projects and accomplishments on the job, or how they pushed the envelope in the position, they realize that the resume is missing critical points because they had not put enough thought into the value they actually bring, as opposed to the tasks that a job entails. Often these clients are looking for a new job because the current one feels like they are on autopilot. But having a Showed Up and Did My Job resume is like putting your centerpiece job-search marketing document on autopilot navigation as well, with a few missed stop signs and on-ramps along the way.

If you are reading this post closely, you see a theme emerging:

Smart people write dumb resumes because they too heavily rely on their intelligence and natural instincts in the writing process (which serve them so well in other contexts), hoping that the reader will fill in the gaps when needed.

Then they waste weeks and months wondering why the phone doesn’t ring, putting their energies into thinking about their own situations and insecurities instead of the greater perspective of how to best present themselves to achieve their goals.

Instead, the smart resume writer steps back to reframe his or her experience so that the reader (recruiter, potential interviewer, friend of a friend, etc.) is enticed and excited about the potential fit between the individual as a candidate and the new role.

As I consistently say to clients, your resume is not an obituary, it’s a marketing document. I make this point with the full knowledge that these words may take some time to resonate:

Smart people can write smart resumes by thinking of them in terms of what the resume vehicle is meant to do – transport them from Point A to Point B – rather than getting caught up in their own discomfort with self-marketing or treating the resume as a retrospective or roadmap of their careers to date.

In short, writing is only the final iteration of creating an effective resume. Find your target, take aim, gather your arrows (of experience) and then write.

This post originally appeared on LinkedIn Pulse as “Why Do Smart People Write Dumb Resumes?” Photo credit: Adobe Images.

What Do You Want Out of Life? (and, by extension, your career?)

When I was growing up, I never understood the fascination with celebrities. My mother would take me to the grocery store, and I would see print magazines spilling off the racks, full of minute details about their lives. This was back before the Internet, of course. Now we visit websites, download videos and podcasts and follow Instagram, Snapchat and Twitter feeds of our favorite larger-than-life personalities.

What is it about the people “the world” admires that is different from the average Jane or Joe? What gets at the heart of making someone into a success? These were questions that interested me at a young age. As I grew up, I learned that fame and success were often unrelated. There is a whole other class of people who are highly successful and receive more private accolades and other forms of praise (compensation being only one).

As I was working on my second book, Know Yourself, Grow Your Career, I approached this question from another angle. Rather than asking what are the hallmarks of success, I asked how someone can create success from the inside.

The conundrum is always this – how can we do what we want to do and also find a way to make that into a career? If you have young children, you will see that they naturally find things they like to do. Sports, music, art, performance, cooking and other talents emerge. As parents, we can encourage these tendencies, and we often judge whether a child is “actually talented enough” to make a career of something. I hear parents say all the time things like, “Yes, Tim is really good at soccer, but I don’t think he’s good enough to make a career out of it.”

Most of us appreciate, in the context of children, that these judgment calls are important on one level but can be very limiting on another. They can help children develop an appropriate level of risk aversion, and most parents mean them in this vein. But sometimes these comments can take away the very things that give a child joy because they are focused on a bright-line test: the yes-no answer of whether one can make money and success out of one’s passions.

If we could fast-forward twenty years in Tim’s life, we would get to see what happened with the soccer. Did he continue to play? Does he still love the game? Is he athletic in other ways as an adult? What carried through from his early interests into his adult life?

Beautiful girl enjoying nature

We often view those who achieve success and fame with a lens of sentimentality and a sense that living with purpose, in touch with our interests and values, is out of reach. But it doesn’t have to be that way.

If I return to my initial question – what do we admire about celebrities? – it is essentially this: they are doing what they love. (Or, at least, they appear so from the outside.) The average Joes, Janes and Tims, on the other hand, have foregone what they love in the service of what they can tolerate and get paid to do.

Now let’s avoid the pejoratives here. Soccer isn’t necessarily a higher calling than lawyering, for example. A kid who loves soccer can grow up, become a lawyer and love his career and life. This means his interests have changed. On the other hand, a kid can love soccer, be told it’s child’s play and he needs to “get serious.” He then looks around, latches on lawyering because of one influence or another (without thinking it through) and end up with a career and life that he abhors.

I’m talking to that second Tim. As a career coach, I get calls all the time from people just like him. They chose careers so removed from their interests, talents and strengths that they are floundering, just treading water or completely overwhelmed in their jobs. It’s hard to talk about concepts like thought leadership or career advancement when they can’t even see a future for themselves beyond the current week.

If you are in that place, here’s a glimmer of where to start. Think of what you loved as a child. Drill down into that. If it was soccer, was it the feeling of being part of a team? Was it the adrenaline rush of a goal? If it was guitar, did you feel “one” with the music, loving the vibrations rushing through your body? Did you achieve a sense of peace that you find difficult to replicate in other areas of your life?

These are just ideas. Rekindle and regain a connection with your deepest desires – or find new ones – and ask yourself what speaks to you when you connect with them. Then, from that place of feeling centered and whole, ask yourself how you can build out your life and career from there. 

Anne Marie Segal is an executive coach, author, resume strategist, member of Forbes Coaches Council, mother of two middle schoolers and former practicing attorney. She is the author of Master the Interview: A Guide for Working Professionals and Know Yourself, Grow Your Career: The Personal Value Proposition Workbook (available online through Amazon, Barnes & Noble and local booksellers).

Image credit above: Adobe Stock.

 

Two Book Giveaways on Goodreads

If you are on Goodreads, here’s a chance for U.S. readers to enter the giveaway for a signed copy of one of my books:

Know Yourself, Grow Your Career: The Value Proposition Workbook

Master the Interview: A Guide for Working Professionals

To learn more about my books, you can visit my Amazon Author Page at amazon.com/author/annemariesegal.

Two Books