Finding or Falling into a Career
By : Deedee Myers
By Deedee Myers
How We Shape Our Own Futures
An Easy Recruit
Rising early this morning to write about recruitment and retention I had a flash back to seeing my eldest son the day he came home to tell me he was "recruited" to join the U.S. Army.Walking down the hall to turn on the coffee pot my memory of him those eight years ago is as vivid as if it was just yesterday. His large brown eyes were alive with excitement; he couldn't even come close to stop smiling in the weeks before departing for boot camp. His body was ready to go, go, go and there was no turning back. Michael knew what he wanted and was ready to show up "big" for his new employer.
Mike was an easy recruit for the armed services. As a young boy he always knew what he wanted and he practiced for that until the day came he could start living it.
Many of us start out in the world with careers that just "find us" or that we "fall into", or we needed a job and years later here we are doing what we do. In some ways, the career defines who we are and how we move in the world at home,work and in the community.
Recruitment and retention is the expression of the same activity: finding and sustaining unique talents to serve others. Organizations identify how they will make a difference through strategic plans, and the most important aspect of fulfilling those commitments is recruiting the right people to get "on the bus". Matching those talents to the organization's commitments creates sustainability; employees who can express their gifts in service want to stay put.
Are We the Same Person at Home?
Some believe in the need to segment work from home in that we have different behaviors, values and emotional responses from one environment to the other. When I hear others speak like this it generates concern in me for who we believe we can be as human beings and how we step into those lives. Fundamentally, what are we teaching our children and the younger work generation? Are we advocating that we need to be two different people in one body? What stress does this create in us and what is the impact on leadership?
Somehow, over the years we shape ourselves to the environment and slowly leave behind bits and pieces of our authenticity. Does our employer hire the real you or just the part they want for a specific role? Where do we put the part of us that we leave behind everyday? In our car in the parking lot? Or, outside the door as we walk in every morning? At home in the driveway to greet us as we return home? Years later, we wonder why we are tired, what happened to the passion, or what died in us.
The culture of the organization shapes the performance of the employees. The culture is defined through the values and behavior of the executive leadership. This is vastly different than the words written in a mission statement or how we articulate in writing our core values. How employees respond to issues, manage breakdowns, vision the future and move strategically directly stems from the observable behavior of the executive team starting with the CEO. The CEOs' commitment to authenticity impacts how employees consciously or unconsciously decide to show up.
What would the world be like if we all showed up at work everyday and believed we could be who we really are, to live in our full potential? How would we better serve our members if we brought forth our full self in values, beliefs and calling within the work place?
Dictionary.com defines "recruitment" as to "strengthen, to engage, to enroll, to renew or restore the health, vitality or intensity of..."
As I write these words my curiosity flashes to our own executive recruitment service for financial institutions and the challenge of ensuring that every placement adds value to both the candidate and organization; that every new hire is a form of renewal for both the employee and employer. This aspect of recruitment is the most difficult and the longest sustaining; if the hire is wrong it generates an outcome where multitudes of people are impacted and it takes, on average, up to two years to recover from a bad hire.
What Wants to Happen?
Recruitment and retention in their ultimate forms are key success factors for organizations that live and embody their strategic plans. Discussions and dialogues, around recruitment and retention, focus on what wants to happen, what needs to happen in the organization in order to best serve members while remaining safe and sound. This strategy is different than hiring a "resume" as it encourages the evaluation and assessment of what the role needs in expertise, values, behavior, personal mastery and emotional intelligence. For example, if the job could talk what would it say?
Here is a structure for dialogue among stakeholders to articulate what the role needs for both recruitment and retention. For the sake of this example, the role is a Vice President of Branch Operations. Here is a starter set of questions:
1. How will this role add value to the organization today? In three years?
2. Who will be served by this role both internal and external to the organization?
Be sure that your stakeholders extend possibilities in their response to this question. Rather than respond with a generic "All employees will be served", be more specific and rigorous.
Segment the internal populations as each employee group has unique requirements. There is a distinction in language and what it produces. Branch Managers, Marketing, Call Centers, Human Resources, Member Services, Employee Development and Training have their individual needs that may or may not be the same as the entire employee population. External population groups served may be facility vendors, maintenance providers, security and the community.
3. What competencies are required to serve in this role? Education, expertise, leadership, emotional intelligence, preferred behavior patterns and other attributes of personal mastery such as Conflict Management, Coaching, Flexibility, Problem Solving and others. There are good tools available to assess what competencies are required for the role and which ones are mastered by employees or candidates.
4. How will performance be assessed? What will feedback look like? How will the employee know she/he is successful? Who is accountable for helping the candidate or incumbent succeed?
Generative Feedback
Dynamic and generative feedback is a powerful way to increase retention. As human beings it is meaningful for us to know that we are adding value and showing up in a way that is needed and expected. Annual performance reviews are not the ideal structure or timeframe to communicate observable and measurable behavior. We need to know more than once a year that we are meaningfully adding to the value of the organization, that we can be authentic, and how we can most effectively put our talents in service.
Teams that give and receive assessments, both positive and critical, embody a greater desire to fulfill on commitments. If assessments are primarily and frequently negative our core strengths will be minimized which is counterproductive. As managers we should spend a few minutes each month sharing what we saw that was critical to success and to do a "check-in" with our employee. This check in might sound like this: "Matt, I see that you have been diligently working to complete the system conversion. Let's do a check in. How is it going for you?"Your purpose, at this point is to listen actively.
Leadership or Career Development Plans are a powerful way to engage employees in their own path to success. They are initially written in coordination with strategic planning with emphasis on required competencies for success. Quarterly check-ins, updates and modifications are influencing factors for retention. Ongoing development is accomplished through commitment and purpose; it is not accidental. Leadership starts from within; if we can lead ourselves then we will be successful in leadership of others. This level of leadership will have greater success in an organization with a CEO dedicated to authenticity.
As I complete this writing I am reminded of the tours my son,Michael, had in Bosnia, Korea and Iraq. The smile and passion are still very much a part of his life story,but he is a different person than the one who left for boot camp eight years ago. He has a greater understanding of leadership and how important it is to be self-generative.
Deedee Myers is a co-founder of the Advancing leadership Institute, a division of DDJ Myers, Ltd. She is the mother of nine children and is the daily practice of leadership for the sake of raising leaders of the future. Her work with clients focuses on Leadership Development, Succession Planning and Building Powerful Teams. For information regarding job or role assessments contact Deedee at (800) 574 8877 ext. 101 or visit www.ddjmyers.com.
About the Author
Deedee Myers is a certified executive and leadership coach with 16 years expertise in recruiting and competency development for financial firms. She founded DDJ Myers, Ltd. and the Advancing Leadership Institute to work with boards, executives, managers and supervisors to develop leadership cultures.
http://www.AdSenseThai.Net
วันอังคารที่ 26 มิถุนายน พ.ศ. 2550
Time to Stay or Time to Go
Time to Stay or Time to Go
By : Jim Rives
By Jim Rives
Every role has its frustrations along with its rewards. When is it prudent to consider moving on to a new role or staying with the current one? There lies within the question an opportunity to go below the surface and consider the underlying factors and opportunities. Too often I find executives who are spending their energy and time thinking about moving on. It can become an obsession and the results produces a disconnect and the goals of the current role are not met or maximized.
Courage is a competency that needs to be developed - and one that can generate huge returns. It can take courage to stay or courage to go. So what factors can be considered to discern what time it is for you?
Time to Stay?
The first place I encourage you look is how to tackle the current challenges before moving on. There is great truth that if one does not resolve the issues in the current role, moving on will only produce the same issues in the new role. The greatest chance for personal growth lies within developing masteries to move successfully where you are. It will often take courage and likely a new way of looking at your situation.
However, if you continue to see your current role in the same way that developed a poor view of the role then you cannot find ways to move successfully. I suggest that you reframe your current role to look at the possibilities versus the negative aspects. This is not positive thinking as that is just trying to fit a new view on an old perspective. It is actually reshaping your view of the circumstances. For example, if you viewed your current challenges as signals for areas that you need to develop for future success you can move differently. In my interactions with executives across the country this is the most prevalent situation. Moving on in fact would avoid growth and becoming a greater professional offer.
Seeing your current situation with a new perspective - what I call reframing - opens up a hope and energy from within. You are not the victim of your circumstances but a student developing your masteries. The characters in your environment are the messengers of ways you need to develop to move with mastery in your world - personally and professionally.
Time to Move on?
What then would serve as a signal that it is time to move on?
Moving on must never be about more money. Those who choose to move motivated mostly by money are never satisfied and are placing the focus in the wrong area. Money is an important ingredient but it should never be the primary motivator.
I find that when the world of possibilities closes in one area - and the options to grow and develop personally and professionally are reduced or reducing - this is the time to consider moving on. You have reframed the situation but find that you feel stuck and you are not moving toward the goals of your career. While family and personal factors play an important part in this consideration the fact that you feel stuck can begin to pour over into personal life too.
Choose your move carefully. Give strong considerations to what you need to move upward in your career - or to develop in a way to produce upward mobility. Is it the right environment for you? How does it produce the combination for using your skills and experience while offering the chance to grow? Does is have a compelling call by triggering your deepest passion? Do you find the support from senior executives and peers that will allow you to be successful and grow?
There are two realities that will be constant - whether you go or stay?
1. There will always be changes to challenge you.
2. An attitude of learning and growing is essential to continued success.
Seek the counsel of an objective and learned mentor, friend, or career advisor to give you objectivity in your considerations. Do not rush to jump ship - but be open to learning and growing and see where that takes you within your role or to a new one.
About the Author
Jim Rives is a certified leadership coach with over 30 years management experience. His education including a Somatic Certification and a Doctor of Divinity allow him to integrate the spirit behind leadership with practical outcomes. For more information on Jim Rives please visit DDJ Myers, Ltd..
http://www.AdSenseThai.Net
By : Jim Rives
By Jim Rives
Every role has its frustrations along with its rewards. When is it prudent to consider moving on to a new role or staying with the current one? There lies within the question an opportunity to go below the surface and consider the underlying factors and opportunities. Too often I find executives who are spending their energy and time thinking about moving on. It can become an obsession and the results produces a disconnect and the goals of the current role are not met or maximized.
Courage is a competency that needs to be developed - and one that can generate huge returns. It can take courage to stay or courage to go. So what factors can be considered to discern what time it is for you?
Time to Stay?
The first place I encourage you look is how to tackle the current challenges before moving on. There is great truth that if one does not resolve the issues in the current role, moving on will only produce the same issues in the new role. The greatest chance for personal growth lies within developing masteries to move successfully where you are. It will often take courage and likely a new way of looking at your situation.
However, if you continue to see your current role in the same way that developed a poor view of the role then you cannot find ways to move successfully. I suggest that you reframe your current role to look at the possibilities versus the negative aspects. This is not positive thinking as that is just trying to fit a new view on an old perspective. It is actually reshaping your view of the circumstances. For example, if you viewed your current challenges as signals for areas that you need to develop for future success you can move differently. In my interactions with executives across the country this is the most prevalent situation. Moving on in fact would avoid growth and becoming a greater professional offer.
Seeing your current situation with a new perspective - what I call reframing - opens up a hope and energy from within. You are not the victim of your circumstances but a student developing your masteries. The characters in your environment are the messengers of ways you need to develop to move with mastery in your world - personally and professionally.
Time to Move on?
What then would serve as a signal that it is time to move on?
Moving on must never be about more money. Those who choose to move motivated mostly by money are never satisfied and are placing the focus in the wrong area. Money is an important ingredient but it should never be the primary motivator.
I find that when the world of possibilities closes in one area - and the options to grow and develop personally and professionally are reduced or reducing - this is the time to consider moving on. You have reframed the situation but find that you feel stuck and you are not moving toward the goals of your career. While family and personal factors play an important part in this consideration the fact that you feel stuck can begin to pour over into personal life too.
Choose your move carefully. Give strong considerations to what you need to move upward in your career - or to develop in a way to produce upward mobility. Is it the right environment for you? How does it produce the combination for using your skills and experience while offering the chance to grow? Does is have a compelling call by triggering your deepest passion? Do you find the support from senior executives and peers that will allow you to be successful and grow?
There are two realities that will be constant - whether you go or stay?
1. There will always be changes to challenge you.
2. An attitude of learning and growing is essential to continued success.
Seek the counsel of an objective and learned mentor, friend, or career advisor to give you objectivity in your considerations. Do not rush to jump ship - but be open to learning and growing and see where that takes you within your role or to a new one.
About the Author
Jim Rives is a certified leadership coach with over 30 years management experience. His education including a Somatic Certification and a Doctor of Divinity allow him to integrate the spirit behind leadership with practical outcomes. For more information on Jim Rives please visit DDJ Myers, Ltd..
http://www.AdSenseThai.Net
Career Building: There is meaning in all of it...right?
Career Building: There is meaning in all of it...right?
By : Chris Makell, MS CPC
Since we spend so much of our lives working, imagine discovering something in your work that creates a deeper sense of learning, growth....fulfillment!
Creating or finding meaning in your career makes it much more interesting and rewarding. Think of adding whipped cream to a banana split or adding granola to plain vanilla yogurt. You just enjoy it more. So how can you create more meaning in your career?
Some examples of creating more meaning... - When the work you do adds to your life in more than a monetary way - When it provides more than a place to go each day - When the skills and talents you're developing can be "reused" outside the workplace - When you see what you do can make a difference for you or others
You can also start by identifying what skills you're developing in different areas of your work life. For example, what administrative skills do you possess? Sending a tightly worded, net email to a superior is a skill that people take classes to learn! Do you know how to get to a meeting and still leave time to do actual work, without working all night? How about the way you navigate office politics - don't think that's a skill? Think again...
In isolation, a career can bring you rewards both monetarily and professionally. Beyond that, without finding meaning, it's no different than working on autopilot. Then at the end of the day, at the end of the year, at the end of your career...you're wondering, what it was all for; what difference did it all make... Wouldn't it be more rewarding to know that what you're doing day in and day out means more to you than a paycheck? How would you "be" each day when you leave for work? What opportunities would you look for or learn from to share?
Create your skills list and then decide how else that knowledge could be used. What else could you learn that would bring you and create for you, increased value? When you share what you know, you deepen your knowledge and get an incredible sense of satisfaction.
Meaning - it's not only what you attach to something, it's also what you can create in your job or career to add more value to a successful life!
About the Author
Chris Makell is a career development coach and consultant who works with mid career professionals and women executives to achieve extraordinary success! Clients achieve quality results with less energy, accomplish goals more effectively and take control of their careers. Learn about the trends and forecasts for jobs and careers for the next ten years by getting your free special report available now at www.aspirecareerservices.com/HotCareersReport.htm.
http://www.AdSenseThai.Net
By : Chris Makell, MS CPC
Since we spend so much of our lives working, imagine discovering something in your work that creates a deeper sense of learning, growth....fulfillment!
Creating or finding meaning in your career makes it much more interesting and rewarding. Think of adding whipped cream to a banana split or adding granola to plain vanilla yogurt. You just enjoy it more. So how can you create more meaning in your career?
Some examples of creating more meaning... - When the work you do adds to your life in more than a monetary way - When it provides more than a place to go each day - When the skills and talents you're developing can be "reused" outside the workplace - When you see what you do can make a difference for you or others
You can also start by identifying what skills you're developing in different areas of your work life. For example, what administrative skills do you possess? Sending a tightly worded, net email to a superior is a skill that people take classes to learn! Do you know how to get to a meeting and still leave time to do actual work, without working all night? How about the way you navigate office politics - don't think that's a skill? Think again...
In isolation, a career can bring you rewards both monetarily and professionally. Beyond that, without finding meaning, it's no different than working on autopilot. Then at the end of the day, at the end of the year, at the end of your career...you're wondering, what it was all for; what difference did it all make... Wouldn't it be more rewarding to know that what you're doing day in and day out means more to you than a paycheck? How would you "be" each day when you leave for work? What opportunities would you look for or learn from to share?
Create your skills list and then decide how else that knowledge could be used. What else could you learn that would bring you and create for you, increased value? When you share what you know, you deepen your knowledge and get an incredible sense of satisfaction.
Meaning - it's not only what you attach to something, it's also what you can create in your job or career to add more value to a successful life!
About the Author
Chris Makell is a career development coach and consultant who works with mid career professionals and women executives to achieve extraordinary success! Clients achieve quality results with less energy, accomplish goals more effectively and take control of their careers. Learn about the trends and forecasts for jobs and careers for the next ten years by getting your free special report available now at www.aspirecareerservices.com/HotCareersReport.htm.
http://www.AdSenseThai.Net
Avoid the Top 5 Career-Killing Mistakes People STILL Make & Get the Paycheck You Deserve
Avoid the Top 5 Career-Killing Mistakes People STILL Make & Get the Paycheck You Deserve
By : Linda M. Lopeke
Unless you are very wealthy or extremely good at winning lotteries, you can expect to be working for 40 years of your life or more. And while not everyone has what it takes to become a top executive, you do have complete control over how far you go and how much you earn in your career.
You can crack the corporate success code! But only if you stop making career-killing mistakes...
Here are the Top 5 Career-Killing Mistakes People Still Make & Then Wonder Why They're Not Advancing Their Careers:
Career Killing-Mistake #1: Not knowing the real purpose of your resume.
Of all the things critical to landing a great job, having a great resume isn't on the list because that's not its real purpose! And you cannot create a killer resume if you don't know what that purpose actually is.
The purpose of your resume is not to get the job. It's to be selected for the short-list of people that the employer wants to interview. This decision is made in less than 10 seconds and NOT by the hiring manager. It's usually an administrative assistant who looks at the submissions and it takes him/her at least 3 seconds to look at your name! Not understanding this means most resumes are thrown in the trash immediately
Career-Killing Mistake #2: Not getting the answer to the most important question of all before you start answering your interviewer's questions.
The hiring decision is made in the first four minutes of a job interview. Everything that happens after this only serves to reinforce your interviewer's decision. You HAVE to get the answer to this question before time is up: Are they looking to hire MORE people like those they already have on the team/in the department or are they looking for people who are DIFFERENT from those already on staff to inject new blood/fresh thinking into their organization? The answer to this question will determine how you respond to their questions. Otherwise, you'll just be wasting their time and yours.
Career-Killing Mistake #3: Believing the key to success is working hard and putting in long hours then making sure your boss knows about it.
Most people believe ensuring people know how hard you are working is the #1 key to getting ahead. No -- A thousand times no! This is actually one of the fastest ways to hold yourself back in your career! In fact only 3% of people working hard ever experience success. And this career-killing mistake is not good for your health either.
Career-Killing Mistake #4: Not doing the one thing that renders all on-the-job competition irrelevant.
The one thing is taking ACTION. Taking action requires no special tools or intelligence. And 98% of your co-workers will NOT be doing it.
In any organization there are always a bazillion things that need to be done. However, 10% of the employee population will make professional commitments to getting thing one with enthusiasm. And only 2% ever actually take action.
Management has to constantly CHASE and FOLLOW UP with the other 98% if they want to make sure things are getting done. So what this means is if you work in a department of 100 people, only 10 people will have high potential and only 2 people will be in direct competition for raises and promotions
So, if you're not taking action you are automatically keeping yourself from getting ahead and won't be taking home the paycheck you deserve.
Career-Killing Mistake #5: Not setting up an employment file at home and not checking what the employer has in your personnel file once a year.
No one will ever care more about your career than you do. Create your own employment file and keep it at home.
Also, once a year, make an appointment with Human Resources to review your personnel file. Mistakes happen. Only you can make sure all the good things that should be in your file are actually there. Opinions (strong ones) of your worth to the employer are formed on the basis of what is found in that file. Don't let the wrong ones be made about you.
The Best Way to Avoid These Career-Killing Mistakes
These career-killing mistakes and many others people still make at work have one thing in common. They are all easily preventable. The best way to do that is to get a good mentor. Someone more experienced, who can guide your way and keep you from making these mistakes in the first place!
About the Author
Career Advancement Expert Linda M. Lopeke can help you turn your college degree or new job into a corporate career worth hundreds of thousands of dollars over the course of your professional lifetime with her SmartStart Success virtual mentoring programs. Linda dares you to take the $1,000 cash-for-college challenge and test your office smarts at http://www.smartstartcoach.com
http://www.AdSenseThai.Net
By : Linda M. Lopeke
Unless you are very wealthy or extremely good at winning lotteries, you can expect to be working for 40 years of your life or more. And while not everyone has what it takes to become a top executive, you do have complete control over how far you go and how much you earn in your career.
You can crack the corporate success code! But only if you stop making career-killing mistakes...
Here are the Top 5 Career-Killing Mistakes People Still Make & Then Wonder Why They're Not Advancing Their Careers:
Career Killing-Mistake #1: Not knowing the real purpose of your resume.
Of all the things critical to landing a great job, having a great resume isn't on the list because that's not its real purpose! And you cannot create a killer resume if you don't know what that purpose actually is.
The purpose of your resume is not to get the job. It's to be selected for the short-list of people that the employer wants to interview. This decision is made in less than 10 seconds and NOT by the hiring manager. It's usually an administrative assistant who looks at the submissions and it takes him/her at least 3 seconds to look at your name! Not understanding this means most resumes are thrown in the trash immediately
Career-Killing Mistake #2: Not getting the answer to the most important question of all before you start answering your interviewer's questions.
The hiring decision is made in the first four minutes of a job interview. Everything that happens after this only serves to reinforce your interviewer's decision. You HAVE to get the answer to this question before time is up: Are they looking to hire MORE people like those they already have on the team/in the department or are they looking for people who are DIFFERENT from those already on staff to inject new blood/fresh thinking into their organization? The answer to this question will determine how you respond to their questions. Otherwise, you'll just be wasting their time and yours.
Career-Killing Mistake #3: Believing the key to success is working hard and putting in long hours then making sure your boss knows about it.
Most people believe ensuring people know how hard you are working is the #1 key to getting ahead. No -- A thousand times no! This is actually one of the fastest ways to hold yourself back in your career! In fact only 3% of people working hard ever experience success. And this career-killing mistake is not good for your health either.
Career-Killing Mistake #4: Not doing the one thing that renders all on-the-job competition irrelevant.
The one thing is taking ACTION. Taking action requires no special tools or intelligence. And 98% of your co-workers will NOT be doing it.
In any organization there are always a bazillion things that need to be done. However, 10% of the employee population will make professional commitments to getting thing one with enthusiasm. And only 2% ever actually take action.
Management has to constantly CHASE and FOLLOW UP with the other 98% if they want to make sure things are getting done. So what this means is if you work in a department of 100 people, only 10 people will have high potential and only 2 people will be in direct competition for raises and promotions
So, if you're not taking action you are automatically keeping yourself from getting ahead and won't be taking home the paycheck you deserve.
Career-Killing Mistake #5: Not setting up an employment file at home and not checking what the employer has in your personnel file once a year.
No one will ever care more about your career than you do. Create your own employment file and keep it at home.
Also, once a year, make an appointment with Human Resources to review your personnel file. Mistakes happen. Only you can make sure all the good things that should be in your file are actually there. Opinions (strong ones) of your worth to the employer are formed on the basis of what is found in that file. Don't let the wrong ones be made about you.
The Best Way to Avoid These Career-Killing Mistakes
These career-killing mistakes and many others people still make at work have one thing in common. They are all easily preventable. The best way to do that is to get a good mentor. Someone more experienced, who can guide your way and keep you from making these mistakes in the first place!
About the Author
Career Advancement Expert Linda M. Lopeke can help you turn your college degree or new job into a corporate career worth hundreds of thousands of dollars over the course of your professional lifetime with her SmartStart Success virtual mentoring programs. Linda dares you to take the $1,000 cash-for-college challenge and test your office smarts at http://www.smartstartcoach.com
http://www.AdSenseThai.Net
The Pitfalls Of Using Free Resume Cover Letters
The Pitfalls Of Using Free Resume Cover Letters
By : Mario Churchill
You've seen them before - free resume cover letters that promise to make your job a lot easier and faster. They're readily available, they offer you what you need and they don't cost a dime, so what's the harm?
The trouble with free resume cover letters Well, for starters, free resume cover letters do not maintain the same quality as other resume cover letters. If you're a job hunter who's been in the job market for too long, you know the kind of pressure you face everyday. Not only are the number of potential employers shrinking, the number of potential rivals for a job position also increases. As more and more people discover the very same job you're applying for, your chances of getting the job you want gets smaller and smaller.
That only makes using a resume cover letter extremely important. When you're too stressed out and worried about the competition, there is a possibility that you'll slip and produce a less than perfect resume cover letter, prime feed for the trash can or the paper shredding machine. That is not the kind of scenario you want. So why can't you not use free resume cover letters?
They're not all that bad, these free resume cover letters. Problem is, they're also not that good. They will do, but only for jobs that you're really not interested in or for those who have no other applicant other than you. Free cover letter samples are often not as excellently written and not as good as professionally prepared cover letter samples. In a job market where you'll need all the help you could get, free resume cover letters are simply not good news at all.
Using free resume cover letters Resume cover letters will say a great deal about you - they will inform your potential employer about your professional capabilities and give them a glimpse of what your personality is like.
Now let's take a look at how you'll use a free resume cover letter and see why it has 'cheap' written all over it. When you find a free resume cover letter, you'll usually find one that is written with a general feel of what a resume cover letter should read like. You get the usual greetings, introductions, body of the letter and your closing statements.
Since this cover letter was published to help everyone from a nanny to a chief financial officer, you'll have to change several elements in order to come up with a resume cover letter that seems tailored for your own particular qualifications. Now all you have to do is to mail it and hope for the best.
Problem is, once the hiring manager reads this so-called cover letter of yours, what will he see? A cover letter that looks so familiar he probably has read it before. In fact, he must have, considering that it must have been written using a free resume cover letter that has been available on the internet for the past five years.
Worse, it's probably been seen and used by thousands of other job hunters before you, some of which may have sent their applications using the very same free resume cover letter that you yourself used! Imagine how badly that will reflect on you.
Avoid this type of pitfall that is so common among job hunters that it should have been outlawed by now. It's hard enough to compete in a cutthroat job market. Actually ruining your chances with a badly written free resume cover letter is not just a mistake, it's a crime.
About the Author
Mario Churchill is a freelance author and has written over 200 articles on various subjects. For more information on free resume cover letter checkout his recommended websites.
http://www.AdSenseThai.Net
By : Mario Churchill
You've seen them before - free resume cover letters that promise to make your job a lot easier and faster. They're readily available, they offer you what you need and they don't cost a dime, so what's the harm?
The trouble with free resume cover letters Well, for starters, free resume cover letters do not maintain the same quality as other resume cover letters. If you're a job hunter who's been in the job market for too long, you know the kind of pressure you face everyday. Not only are the number of potential employers shrinking, the number of potential rivals for a job position also increases. As more and more people discover the very same job you're applying for, your chances of getting the job you want gets smaller and smaller.
That only makes using a resume cover letter extremely important. When you're too stressed out and worried about the competition, there is a possibility that you'll slip and produce a less than perfect resume cover letter, prime feed for the trash can or the paper shredding machine. That is not the kind of scenario you want. So why can't you not use free resume cover letters?
They're not all that bad, these free resume cover letters. Problem is, they're also not that good. They will do, but only for jobs that you're really not interested in or for those who have no other applicant other than you. Free cover letter samples are often not as excellently written and not as good as professionally prepared cover letter samples. In a job market where you'll need all the help you could get, free resume cover letters are simply not good news at all.
Using free resume cover letters Resume cover letters will say a great deal about you - they will inform your potential employer about your professional capabilities and give them a glimpse of what your personality is like.
Now let's take a look at how you'll use a free resume cover letter and see why it has 'cheap' written all over it. When you find a free resume cover letter, you'll usually find one that is written with a general feel of what a resume cover letter should read like. You get the usual greetings, introductions, body of the letter and your closing statements.
Since this cover letter was published to help everyone from a nanny to a chief financial officer, you'll have to change several elements in order to come up with a resume cover letter that seems tailored for your own particular qualifications. Now all you have to do is to mail it and hope for the best.
Problem is, once the hiring manager reads this so-called cover letter of yours, what will he see? A cover letter that looks so familiar he probably has read it before. In fact, he must have, considering that it must have been written using a free resume cover letter that has been available on the internet for the past five years.
Worse, it's probably been seen and used by thousands of other job hunters before you, some of which may have sent their applications using the very same free resume cover letter that you yourself used! Imagine how badly that will reflect on you.
Avoid this type of pitfall that is so common among job hunters that it should have been outlawed by now. It's hard enough to compete in a cutthroat job market. Actually ruining your chances with a badly written free resume cover letter is not just a mistake, it's a crime.
About the Author
Mario Churchill is a freelance author and has written over 200 articles on various subjects. For more information on free resume cover letter checkout his recommended websites.
http://www.AdSenseThai.Net
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