How AMAZING are you really? A tough look at how you present yourself in your resume

One of the words I see out there in social media land is AMAZING.  It seems if we are not complimenting someone on their talents, their cat, or their discovery of the best food pic with the word AMAZING, nothing is ever good enough.  Also, if it falls short of AMAZING, there is something seriously wrong with that point of view.  Well, let me tell you, not all resumes are AMAZING and the unfortunate thing is, your resume can make you look the opposite of that one word you hope will be tagged in your comments.

Resumes are a paper version of you.  In looking at least 100 per week sometimes, I believe that what is presented to me is the best version of the person who is applying for the job and at any time can back up the words they have put down to paper. However, sometimes there is so little or so much in the resume it has actually done them a disservice because the paper version of themselves does not represent how AMAZING they are.

I think back to almost 20 years ago when online dating first started.  I went onto a dating site for the first time only to see these blurry pictures of people with profiles that were vague.  I would pass by them on the site because the pic was not appealing. It could be the pic, or maybe it was what they wrote in their profile.  I didn't want to waste my time wondering if this person may be a good option to connect with, because if they didn't take the time to make a good profile, then I am sure they were not AMAZING.  I made assumptions based on the profile.

The same goes for your resume.  What you present of your experience, accomplishments, skills, and education should be picture of YOU.  I don't want to read for 5 minutes to find out you really like to multi-task or that you kind of know about accounting.  I don't want to have to search for 20 minutes to see if your skills are aligned with the role you applied for. I want to know quickly because I have 80 other resumes sitting past the delete button I am about to push on your resume.

Presenting yourself in the best way possible means you have to show the HR person your AMAZING self in the first 1/3 or less of the resume.  They have to want to read more, and they will not do that unless what they are reading catches their eye.  Here are some tips I have to bring out your AMAZING self in that first glance of your resume.

1. Key Words:  Make sure that your skills and competencies have key words somewhere at the top of the resume.  Most resume templates have a place for that.  You can have some standard key words, or you can change them based on some of the key words in the job description.  Be sure that if you are connecting words from the job posting that you actually have those skills.  You do not want to get into an interview and get slipped up because you really just wanted to get someone to read it.

2. Accomplishments: If you read my previous blog, you know that accomplishments are the one thing everyone forgets. Most candidates believe they can put it in the body of the resume and HR will find it.  If HR is not getting that far, then your intention is moot. Accomplishments connect how you have used your skills and education in practice.  Think of it this way, your accomplishments show that not only do you have the knowledge, but you have practical successful experience.

3. Education comes later:  There are really only two reasons you should put your education and certification at the top of your resume.  The first is if you do not have any experience in the field you are applying for except your education.  The second is if you are applying for a position as an educator.   For many roles, HR will scroll down to the end to check the education if they are already planning on continuing to read the resume in full. 

Go out today to Indeed or Linkedin and check out your resume.  Is it reading AMAZING to you?  If not, then you may want to rethink how you are presenting yourself.  I would also suggest working with a professional resume builder who can help you.  We are worth it, and it takes the headaches off of figuring out how to do it yourself. 

Check out StartHR's website at: www.starthrnow.com to see how I can help show your AMAZING self. 

Then, show them your AMAZING self. 

Accomplishments: the undersold part of your resume

When working with clients on their resume, one of the things I always ask is "What are your accomplishments?"  More times than not, we believe that in a resume we have to show what we can do and not what we have achieved.  Businesses, large or small, corporate or non-profit, want to know about your skills, but they also want to know about how you used those skills to make something better, increase a sales goal, or build something magnificent.  An accomplishment can be as little as being a part of a team that helped to increase a sales goal by 30% in 2016, to being the project manager who lead a team to open 3 new call centers in 3 years.  We must take the time to think about not only what we CAN do but also what we DID do.  

Here is a test. Think about your previous employer. What is one thing that you felt proud of when it was completed?  Did you get a gold star, pat on the back, employee of the month plaque?  Probably not, but that doesn't mean it’s not an accomplishment.  

I suppose I could give an example of my own to help.  I have been a part of designing a human resources department for 2 companies.  Policies, handbooks, job descriptions, trainings and all the other jazz that really helps a company to have structure. Now, both of those companies have something that I started.  I learned a lot and I consider it a major accomplishment. 

Accomplishments can also be in the form of something more personal.  For example, you have co-founded a non-profit organization that helps rescue Rottweilers.  Another example may be that you volunteer for a local organization that helps those in need and led the annual fund drive to raise $4000 in November 2017.  Your accomplishments do not have to be about your job all the time.  The accomplishments you have in your community involvement are just as important. Remember, a new employer is looking for a person who is well-rounded as well as competent.  If you are using your skills in other areas besides work, it just means you are learning and growing inside AND outside of work. This is what the company is hoping for. 

To those job seekers out there thinking about a resume that stands out, don't forget your accomplishments.  Put them towards the top of your resume or make sure they are in a prime placement.  

Lastly, tell people who you are through the things you have achieved.  The right company will see you as an asset they need.

It's time to StartHR

Welcome the StartHR blog. I am Michelle Batt, the founder of StartHR.

In this blog you will read relevant posts about developing human resource functions for your business as well as tips and stories for individuals in need of assistance with their resume or interviewing skills.  There will also be personal stories of triumph because... we all need a lift of life every now and then.

Why StartHR and why now?

I decided to launch StartHR because after all this education and over 12 years of experience, it was time to share what I know with business owners, in the right way.  My passion is to help small businesses put the pieces of HR in place so they start off with the appropriate tools...for their employees.

I started the individual client component of StartHR, because so many individuals don't know the ins and outs of a resume or interviewing, and what better guidance than from someone who has looked at thousands of resumes and conducted just as many interviews.  

I saw a quote the other day that said "How you treat your employees determines the fate of your company."  This is so true. StartHR will give you the building blocks with which to create a positive structure of employee systems that will help your culture to be one that thrives. After all, whether you know it or not, your business IS your employees. 

Human Resources should be the conduit between the company and employees. This is the way I have always felt and the philosophy I will bring to your consulting experience.  Whether it's coaching or benefits, payroll systems or processes, handbooks or job descriptions, the focus is on how the company provides for the employees for a thriving business. After all, turnover is high or low because of how you treat your employees. Trust and loyalty are built with a solid culture and HR foundation.

Please call or email me about your needs, and we can talk about solutions. Let me help you take the next step. Pass my services along to those you know. 

My email is starthrnow@gmail.com. My phone number is: 614-226-7273.

Let's talk.

Stay tuned..more blogs to come AND the StartHR website!!

Next blog...Ethics..what's that got to do with it?!!

Ethics: Not a dirty word

Ethics. These days we hear reports about ethics on a daily basis. Whether it's our government leaders, those who entertain us, or even those in our community. Ethics is something that comes to the core of who we are and frankly, the way we work.

What is ethics? The dictionary says it is "moral principles that cover our behavior or conduct."  These are things we as individuals believe are the center of how we treat people, and ultimately how we are defined.

Our ethics come from what we were taught as children, through high school or college, through our community, spiritual life, and the mentors that helped us to become professionals.

With all the noise around us of ethics and bad behavior, I felt it was time to say a few words about how we can continue to be true to ourselves and maintain our professional demeanor in situations that question those ethics.

 As Managerial professionals we work each day in the parameters of policy, law, procedure, and culture. However, serving the day to day needs of the humans that do the job is our most important responsibility. We advise on the tough decisions, investigate the conflicts, continue to create a culture of harmony, while also being the conduit between people and company.  Ethics is about people after all. It's about the communication we have with one another, the compassion, and even the accountability we expect from our subordinates. Ethics are not hard to find, as they are in our gut. Sometimes people say "My gut feeling is...". Your ethics are the instinct you have to sit down and listen to that person when you have 50 million things to do. Your ethics are speaking out, even when you know the way of things and you have no power to change it. Your ethics look at each person in each situation and all the evidence before assuming guilt or innocence.

People are always affected by decisions. Put yourself in the shoes of someone who may be affected, how does that measure up to your ethics? Are you making decisions and going along with ideas that protect you or serve others? Is your advice or your behavior as a person truly a representation of who you are as YOU? Are you a true conduit between the company and the people?

There are many more questions to ask yourself. The bottom line is this, if it feels wrong.. say something. Do something. Talk to someone you trust, put together statistics as to why you feel the way you do.  Let us not forget, in any organization or relationship there are people involved. Without people, there is just stuff with no action.

Remember, ethics is not a dirty word.  Ethics is about what you stand for, and at the end of the day how people see you as a servant leader. Stand by your ethics because if you do, you will not have any regrets.

Choose courage over comfort!

Reduction in Force PTSD your New Employees

As an HR Manager, you are probably hiring new employees every day.  Some of these new employees come from another position within their field or from a place of job transition.  Those new employees who came from job transition are moving from one career to a new career, and others are transitioning from a reduction in force (or layoff) or were terminated for a documented cause.  For today, let’s talk about employees in the midst of a job transition do to a reduction in force.

You may not know it, but those who have lost their job in a reduction of force may suffer from a kind PTSD (Post Traumatic Stress Disorder) once they have entered for your workplace and start their role. You may never see it in the interview or even in the first month or ever, but the PTSD exists and usually manifests itself in silence.  How does PTSD manifest itself for this employee?  Why would they have such a stress if they are now employed and back to work?

The PTSD in new employees coming from transition is routed in their experience. These employees have experienced in their past the trauma of losing their job, some of them without warning.  This loss of their job has taken away financial stability from their family, at times discontinued health insurance for themselves and their loved ones, but most of all, this loss has touched their pride in their work.  A hit to your pride makes you question your abilities to do your job and sometimes can permeate into your confidence in being able to get another job.  The employee has lived through the "rejection" of an employer and now they are afraid that the same will happen again.  This Post Traumatic Stress is there because they are always waiting for the other shoe to drop and they don't want what happened before to happen again.  Being unemployed can have a resounding effect on the employee emotions, self-worth and confidence.  How do we help those employees to cope with their PTSD? How do we guide managers to do the same? How do we help employees feel confidence in what they are doing and also the stability of the company and their position?

In looking at an article by Dr. Oz entitled "How to Recognize Post Traumatic Stress Disorder", I found that many of the symptoms you relate to those with PTSD in war situations are the same as those who are in the workforce now after involuntary job loss of the past.  Here are the symptoms I believe are the most prevalent to look for in this situation as in Dr. Oz's list on his website (see link below):

Hyper vigilance (overly sensitive to making sure everything is "perfect" every time.)

Intense guilt or worry (second guessing and worrying about every email, meeting, phone call etc.)

Feelings of helplessness or worthlessness (lost confidence in their abilities to do the job to the new company expectations)

Employees with PTSD find fear in speaking up on ideas or points of view for fear of not being in line with their boss. They are in fear of messing something up in their day to day job duties, and also missing deadlines and creating the wrong persona of themselves.  The fear of losing their job can be so strong, that employee can over compensate and sabotage themselves without even knowing it

What do we do?

Leadership needs to guide the way to recovery. In these cases, I believe that if managers are really getting to know their employees' work, they are monitoring progress, teaching and coaching and also building the confidence of the employee through praise and engagement this will be the first step to PTSD recovery.  Employees who are suffering from PTSD need to know they are doing a good job and that what they do every day has value to the manager and the company.  Additionally, it would be good for the company to continue to be transparent about how they are growing. Publishing the results of each quarters earnings and explaining to employees how the company is moving forward based on performance and market are key to helping the PTSD employee know the company is stable.  We need to remember that the employee lost their previous position due to downsizing or reorganization. The employee knows the signs of potential for this happening again and they are afraid.

Bottom line: With all employees, continually make sure they know where they stand with managers and company on performance. Be sure you communicating where the company is going and their place in getting there.

PTSD can be very prevalent in your workplace. Many of the employee suffering in silence are products of the 2008 downturn.  Continue to improve your communication, transparency and performance management and soon many will start the road to confidence and PTSD recovery, even if you never know it.

 (http://www.doctoroz.com/article/how-recognize-post-traumatic-stress-disorder?page=1)

Long Distance Partner, Long Distance Advocate

Remember the term "long distance"? Before cell phones and advanced technology, this term was used  when you connected over the phone  by dialing a 1 before the number. On the radio we had  the  "Long Distance Dedication" on Casey Kasem's American Top 40 every week.  Today, I want to bring back the "long distance" term to talk about our employees that are not in our office. These employees live in another state,  work from home,  or both. If you are lucky, you see them possibly once a year at a company event.  There is no difference between your employees down the hall and your employees across the U.S., however, how can you be an advocate for them if you don't see them everyday? How can you be a partner to managers and other leaders if they are not at your meeting table in your office?

Being a long distance partner and advocate is more than sending an email to your remote employees.  It is more than letting employees know your door it is open for their emails or phone calls. It is even  more than potentially visiting them at a location closest to their home (if that is even possible).  The best way, the only way, is to be inclusive. This means that every time you need to hear what the employees think, you reach out to them. Many times we are waiting for employees to contact us and we don't think of including those in other facilities in our discussions. Invite them to Skype in on a company accomplishment lunch or a brainstorming session on new wellness program options. This long distance relationship is about the RELATIONSHIP, not transactions.

Secondly, be the HR partner that is open and available.  Answering emails and returning phone calls as if the person were at your door. It is customary to follow up within 24 hours. Even if you are busy, email or call them to  acknowledge you received their message and you will be communicating with them very soon. They will know that you took the time to put this item on your To Do List. This matters and doesn't take any time at all.

Get your remote employees involved. If there is a employee engagement or "fun" committee that you organize, be sure that employees from outside the building are members of that team.  They have insights on those who are working from home or in another location. These folks will help you to help others and get everyone included.

Third, CALL your employees.  Sometimes in our digital age we figure that email or IM or text is good enough. Calling or Skyping creates a touch point that email does not. Calling the employee develops a conversation with intonation in voices and the sounds of laughter or concern.  We need the emotion in a phone call to know how the employee feels so that we know how to help.

Finally, I challenge you today to make your culture one where the employees outside your walls, feel like they are always at your door and you are ready to have them sit and chat a while. 



"Keep your feet on the ground and keep reaching for the stars"-Casey Kasem

The Connector, an HR Superhero.

It’s a bird, it’s a plane, it’s The Connector!!

Who is “The Connector “and how can this superhero help your business? The answer is it’s your HR Business Partner!!

The HR professionals within your company are the people that connect managers and employees together through communication and coaching. HR has conversations with managers about strategic growth and planning, as well as conversations with employees about their needs within the job. Human Resources also knows why the manager and employee are frustrated, why they both will talk to HR, but not to each other. “The Connector” can coach managers and employees how best to navigate different communication styles or how best create a conversation about a sensitive topic.

Often managers and employees are living on different planes that exist within the same building. Employees are apprehensive about talking to managers in fear for their jobs and managers are frustrated because they feel employees are not listening. “The Connector” can be a good coach for both sides to try out different things to bridge this gap and make communication better.  The first step is to help both parties understand their own communication style and how that style correlates with the other person. If the manager likes to be a direct communicator and the employee a supportive communicator, the director could learn to add some supportive dialogue into the conversation.  This will show the employee the manager is supporting their efforts. The supporter’s style (employee) is to be more direct with their words. The employee is fearful of asking questions, but in truth, would move further with the manager if they were direct in their inquiries rather than beating around the bush or not doing anything at all.

“The Connector” also provides the outside perspective. In a conflict, HR can help to coach employees and managers to see things from a different viewpoint that does not include the emotions of the situation. Many times, this perspective will help the other person to understand behaviors better and work towards a common solution BEFORE it becomes too volatile.

HR professionals can be the superheroes in your business that can coach communication, understanding, and perspective that leads to better relationships, better retention, and better performance.

 “The Connector” strives to help employees and managers obtain the superpower of learning how to have the ultimate positive and productive dialogue.