You are going to be tempted to stray from your infomercial when a job comes along that’s partly right for you. Maybe it uses some of your skills but not all of them. Maybe the people in the organization are not exactly the kind you like to work with. But the job sounds good. It pays well. It comes with a nice title.
This is when you’ll be tempted to shelve your infomercial. Don’t. You can’t make it right. It will only be a partial fit. How happy do you think you’ll be?
Most people consider a job or an opportunity for all sorts of reasons, most of them wrong: it’s a promotion, which comes with more money, more prestige, or both. Some might be swayed by simple things. A feeling of “I deserve it,” of “It’s my turn,” of “I’ve been here a long time” or “I’m better than the person who’s currently doing it.” I’ve even known individuals who would rather get picked for the wrong job, just to have the option of turning it down.
Thoughts like these can easily pull people away from their true fit. The job looks good, so they grab it, if only to make sure the person next door doesn’t get it and move ahead. Don’t get me wrong. There’s nothing wrong with pouncing on an opportunity. But it has got to be a true fit. Otherwise, you’re headed for a disaster that will waste your time and undermine your brand in the process.
Why do people find it so hard to resist the urge to compete for the wrong job? I think it’s because they’re afraid to stand up for themselves—for who they really are. I see this in my coaching practice almost every day. They are afraid that if they are themselves, and if they say who they are, they will miss opportunities. And they think that if they miss opportunities, they won’t get any more. No more jobs, no more clients, no more business offers.
That’s the fear I sense lurking under the surface when I ask my clients why they felt the need to take the wrong job or pick the wrong client. Does it make sense? Of course not! These people are successful. But they’re still scared they’ll miss the boat unless they say yes. That’s why they are willing to try to turn themselves into someone else.
Showing posts with label Personal infomercial. Show all posts
Showing posts with label Personal infomercial. Show all posts
Wednesday, March 15, 2017
Wednesday, March 8, 2017
Your Capacity Utilization
Finally, it’s crucial to assess whether a potential employer wants all of your capabilities or just some of them. How do you do this?
Depend on your infomercial to measure how close an opportunity comes to being a true fit. Use it to assess your current employment situation. Use it to identify an opportunity that’s worth pursuing further, a referral that’s right for you, or an industry sector you’ve never considered before. And use it to spot the red flags. Say no if you have to—and feel good about that decision. Capacity utilization tells us whether the job you’re considering accepting is going to utilize all of your capacity or just a little of it.
Consider the five-thousand- yard passing quarterback. He’s an excellent quarterback, but, ideally, he wants to be on a team that throws the ball 100 percent of the time. So what happens when he’s recruited to a team that wants him to execute a playbook that has the team running the ball? It’s a recipe for disaster. The coach isn’t going to be interested in his passing ability because he doesn’t care about that particular skill. In fact, the first time the quarterback throws the ball, the coach says, “Hey, we don’t throw the ball. What are you trying to do?”
It doesn’t matter how good the quarterback is; his ability is not going to be reflected in what he is asked to do by this coach. As long as he remains on the team, he’ll feel inadequate. And, worse, he’ll be regarded as a failure because in the end, what he’s really good at isn’t needed or valued. The quarterback has to ask himself, “How much of my capacity, my strengths, and my abilities are being used by this team?”
Everyone’s level is different, depending on how high a priority they put on their own happiness. For me, it’s about 80 per- cent because I need to spend some of my time running the business instead of coaching. What’s your priority on your happiness?
Like the quarterback, you have tremendous skills to offer. And you may have presented a whole list of what you could do for an employer or a client. But if that company only needs 20 per- cent, in most cases they’ll take what they need and overlook the rest. They’re not looking at your capacity—they are looking at what they think they need right now. In fact, it’s quite possible
Depend on your infomercial to measure how close an opportunity comes to being a true fit. Use it to assess your current employment situation. Use it to identify an opportunity that’s worth pursuing further, a referral that’s right for you, or an industry sector you’ve never considered before. And use it to spot the red flags. Say no if you have to—and feel good about that decision. Capacity utilization tells us whether the job you’re considering accepting is going to utilize all of your capacity or just a little of it.
Consider the five-thousand- yard passing quarterback. He’s an excellent quarterback, but, ideally, he wants to be on a team that throws the ball 100 percent of the time. So what happens when he’s recruited to a team that wants him to execute a playbook that has the team running the ball? It’s a recipe for disaster. The coach isn’t going to be interested in his passing ability because he doesn’t care about that particular skill. In fact, the first time the quarterback throws the ball, the coach says, “Hey, we don’t throw the ball. What are you trying to do?”
It doesn’t matter how good the quarterback is; his ability is not going to be reflected in what he is asked to do by this coach. As long as he remains on the team, he’ll feel inadequate. And, worse, he’ll be regarded as a failure because in the end, what he’s really good at isn’t needed or valued. The quarterback has to ask himself, “How much of my capacity, my strengths, and my abilities are being used by this team?”
Everyone’s level is different, depending on how high a priority they put on their own happiness. For me, it’s about 80 per- cent because I need to spend some of my time running the business instead of coaching. What’s your priority on your happiness?
Like the quarterback, you have tremendous skills to offer. And you may have presented a whole list of what you could do for an employer or a client. But if that company only needs 20 per- cent, in most cases they’ll take what they need and overlook the rest. They’re not looking at your capacity—they are looking at what they think they need right now. In fact, it’s quite possible
Wednesday, February 22, 2017
Your Target-Rich Environment
Let’s start with your target-rich environment. It’s where you should be looking for a job, given everything—your skills, experience, character, working style, and personality—you have to offer. All our lives, people say give me your CV, tell me where you worked before—because it’s all about “the job.”
But the concept that one’s skills are only applicable to a particular type of job, in a single industry or sector, is ridiculous. Once you’ve written your infomercial, you can find great opportunities in a lot of different places. A computer programmer who likes to sell doesn’t have to resign himself to days at the office looking at a screen. His target-rich environment could include sales, consumer testing, even teaching at a college.
You need to do your homework to figure out your target-rich environment. This takes some research online and talking with others to make sure. Keep asking yourself, “Am I looking in the right places?” Look again at the list you made of who you work best with. Where do people like that work? Is it in a quiet office or a rambunctious, wide- open space—or in a country house? What would work for you? That’s your target-rich environment.
But the concept that one’s skills are only applicable to a particular type of job, in a single industry or sector, is ridiculous. Once you’ve written your infomercial, you can find great opportunities in a lot of different places. A computer programmer who likes to sell doesn’t have to resign himself to days at the office looking at a screen. His target-rich environment could include sales, consumer testing, even teaching at a college.
You need to do your homework to figure out your target-rich environment. This takes some research online and talking with others to make sure. Keep asking yourself, “Am I looking in the right places?” Look again at the list you made of who you work best with. Where do people like that work? Is it in a quiet office or a rambunctious, wide- open space—or in a country house? What would work for you? That’s your target-rich environment.
It took my good friend Rick almost thirty years to realize that his target-rich environment was bigger than he thought. During high school, Rick played drums with a bunch of guys who ended up becoming the well-known rock band The Tragically Hip. Rick put his drums aside, pursued mining engineering, completed a master’s degree, and then worked in international mining companies. Even though he had landed in an industry that appeared to be the right fit for his qualifications, it didn’t feel right. “All those years, it was always about the job,” Rick told me. “It was never about who I am or about finding a place where I’d really fit in.”
Rick left mining and came to me. He was being recruited by Canadian banks, and he didn’t want to make the same mistake as before. Rick was finally ready to figure out where to find a true fit. It wasn’t easy; in fact, you’ll remember that he was the one who told me that the idea of finding the right fit initially scared him. “My God, I thought as I started to answer the four questions,” he recalled. “I should have continued to play drums in a rock and roll band.… It honestly freaked me out a bit.”
After his infomercial was complete, Rick knew that he needed to find a fit where he could more fully use his strengths in dealing with people and developing relationships. He made the choice to accept a job in investment banking. “I used to think I was a miner who happens to do investment banking; now I know I’m an investment banker who likes mining but is much happier at the relationship side of things. I love dealing with the clients and help- ing them out,” said Rick. “I’m telling you, I have never been happier in my life or more at peace with myself.”
Rick’s narrow view of who he was restricted his choices of where to look for job opportunities. It meant that he had ended up working as an engineer in the mining industry because that was his “title.” He admitted that he kept learning in his job to add value so he could get the next mining job. After Rick developed his infomercial, he finally understood his target-rich environment—which for him extended beyond mining. And now, working with people who understand him, Rick is happy and finally feels, after thirty years, that he fits in.
Wednesday, February 15, 2017
Case Study: A Personal Infomercial to Land the Right Job
One of my clients resisted for so long that I told her I would stop coaching her if she didn’t use her infomercial. Her name was Jane. We first met at a hedge funds conference, where I was part of the speakers panel. When I first explained how she needed to present herself with an infomercial, she told me I was crazy. But she was unemployed, so what started as a ten-minute conversation over coffee that day turned into several meetings where we worked together to develop her infomercial.
Jane was a pretty confident woman, with almost a decade of experience working on the trading floor and excellent skills in developing client relationships. But she’d always found herself in roles where she felt she was forced to adjust who she was in order to fit in. So we started with her perfect day. Almost immediately, she found that it helped her get rid of the clutter in her head.
Jane’s perfect day:
Defining her perfect day helped her to finally focus on what mattered to her, what she wanted to do, and how best to present herself. Then she worked through the rest of the questions, listing what she did best and those she worked best with and defining her conflict-resolution style. Once she had completed all the steps, she felt ready to pitch herself in a very concise manner the next time there was an opportunity.
It wasn’t long before she had an opportunity to interview for a job as the new managing director at a financial institution. She called me up. Although Jane wasn’t sure the position was right for her, she decided that in a tough job market she should at least go through the process.
Jane would typically go into the room, let those around the hiring table spew, then ask a few ques- tions and walk away. She said that she would usu- ally gauge what those doing the hiring wanted her to say, and then give them what they wanted even if it didn’t sound like her. “After all,” she said, “it’s a job.” I told her to forget that crap. “You’ll just end up unemployed in a couple of years and have to start all over again.”
I explained a different approach. I asked her to think about the fact that she was there to interview the employer as well be interviewed by them. Instead of showing up for the meeting and waiting for the others in the room to say something, I told her, take charge of the meeting. First, thank those in the room and note that they already have your CV. But then say, “I thought before we begin it would be helpful if I gave you an idea of who I am and what you should pay me for.” I advised to have her infomercial ready but to not hand it out until she had finished presenting.
Jane agreed, even though she still felt a bit uncomfortable about presenting herself in this way. On the morning of the interview, she went into a public bathroom to practise a few times in front of the mirror. She figured if anyone walked in, they’d think she was a crazy person, but she didn’t care. She went through her notes several times.
The interview began and Jane took control. She suggested to the three people around the table that she first tell them a bit about herself, what she was looking for, and that then both parties could consider if it would be a good fit. After presenting her infomercial, Jane paused. She could tell by the looks on their faces that she was not what they needed or wanted.
“That’s when I knew that there was no chance that they were going to hire me,” she said. Within a couple of days she received an email that read “You’re not the person we’re looking for.” The outcome suited Jane. When I asked, “Did you get the job?” Jane replied, “No! And I’m so happy. I never felt so empowered in my life!” Not long afterwards, she learned from friends that the company was looking for someone they could mould. “That job was definitely not a fit for me,” she said, laughing.
A few months later, Jane applied for another job. “Again, my infomercial gave me a chance to present my true character,” she said. “It gave me that foundational confidence to stick with my story.” This time the experience was completely different. Both sides felt like it was a good fit, and what started out as an interview turned into more of a discussion. But it was during the final phase when Jane knew for sure it was going to work. One of the senior people on the hiring team sat down with her for a final conversation. “If you don’t mind me saying so, it seems to me that you’re a no-bullshit ind of girl, who’s tenacious and hungry for business.” “I felt so validated,” said Jane. “That was exactly how I had presented myself in my infomercial.
Jane was a pretty confident woman, with almost a decade of experience working on the trading floor and excellent skills in developing client relationships. But she’d always found herself in roles where she felt she was forced to adjust who she was in order to fit in. So we started with her perfect day. Almost immediately, she found that it helped her get rid of the clutter in her head.
- Being part of a team but remaining independent enough to focus on growing my own “little business” … my client book
- Spending time reading the news, organizing my day, figuring out client messaging
- Spending time with clients, lunches/ coffees
- Pitching business
- Closing a deal
Defining her perfect day helped her to finally focus on what mattered to her, what she wanted to do, and how best to present herself. Then she worked through the rest of the questions, listing what she did best and those she worked best with and defining her conflict-resolution style. Once she had completed all the steps, she felt ready to pitch herself in a very concise manner the next time there was an opportunity.
It wasn’t long before she had an opportunity to interview for a job as the new managing director at a financial institution. She called me up. Although Jane wasn’t sure the position was right for her, she decided that in a tough job market she should at least go through the process.
Jane would typically go into the room, let those around the hiring table spew, then ask a few ques- tions and walk away. She said that she would usu- ally gauge what those doing the hiring wanted her to say, and then give them what they wanted even if it didn’t sound like her. “After all,” she said, “it’s a job.” I told her to forget that crap. “You’ll just end up unemployed in a couple of years and have to start all over again.”
I explained a different approach. I asked her to think about the fact that she was there to interview the employer as well be interviewed by them. Instead of showing up for the meeting and waiting for the others in the room to say something, I told her, take charge of the meeting. First, thank those in the room and note that they already have your CV. But then say, “I thought before we begin it would be helpful if I gave you an idea of who I am and what you should pay me for.” I advised to have her infomercial ready but to not hand it out until she had finished presenting.
Jane agreed, even though she still felt a bit uncomfortable about presenting herself in this way. On the morning of the interview, she went into a public bathroom to practise a few times in front of the mirror. She figured if anyone walked in, they’d think she was a crazy person, but she didn’t care. She went through her notes several times.
The interview began and Jane took control. She suggested to the three people around the table that she first tell them a bit about herself, what she was looking for, and that then both parties could consider if it would be a good fit. After presenting her infomercial, Jane paused. She could tell by the looks on their faces that she was not what they needed or wanted.
“That’s when I knew that there was no chance that they were going to hire me,” she said. Within a couple of days she received an email that read “You’re not the person we’re looking for.” The outcome suited Jane. When I asked, “Did you get the job?” Jane replied, “No! And I’m so happy. I never felt so empowered in my life!” Not long afterwards, she learned from friends that the company was looking for someone they could mould. “That job was definitely not a fit for me,” she said, laughing.
A few months later, Jane applied for another job. “Again, my infomercial gave me a chance to present my true character,” she said. “It gave me that foundational confidence to stick with my story.” This time the experience was completely different. Both sides felt like it was a good fit, and what started out as an interview turned into more of a discussion. But it was during the final phase when Jane knew for sure it was going to work. One of the senior people on the hiring team sat down with her for a final conversation. “If you don’t mind me saying so, it seems to me that you’re a no-bullshit ind of girl, who’s tenacious and hungry for business.” “I felt so validated,” said Jane. “That was exactly how I had presented myself in my infomercial.
Monday, November 10, 2014
Tell Me About Yourself
"So tell me about yourself" These five simple words
that have the capability of messing up your interview right from the start.
This one question strikes fear, dry mouth, increased heart palpitations and not
to mention unsightly sweat in all the wrong places in even the most capable
applicants.
Where do you start? Do you go back to the early days? Are they really interested in “…it all started in a small town just outside of Waco Texas” or the more boring “I don't think you can read my resume so let me repeat everything that is written on it”. Which is akin to reading every slide in a presentation in case people can’t see or read. The third alternative is to just rattle on and on about how “I am the greatest thing since sliced bread and any company would be lucky to have me” speech.
Well I know there is a much better alternative to the painful suggestions made by most recruiters. You see, when someone asks you tell them about yourself what they are really trying to do is answer a very simple set of questions in their mind:"What's in it for me to hire you?’ ‘What should I pay you for that will make me more money?’ And lastly, ‘Do I need your skills and if I so, do I like you enough to believe that you will be a good fit with everyone else that works here?"
You see I believe that before you can answer any of these questions you need to be comfortable enough to understand exactly what are you good at, and what skills you possess that someone should pay you for. As you prepare for an interview ask yourself what kind of people you work best with and do they exist where you are applying? Secondly, is your conflict resolution style compatible with the firm you are hoping to be hired by? And lastly, if you could describe the perfect day of activities that you will be required to do does it match the job description? Seems simple enough, yes? Write it down, it will provide clarity. I have received countless feedback from those that I mentor despite how simple these questions seem they provide great clarity.
Far too many people fall into the trap of describing themselves in terms of their CV or Resume, which in my opinion is nothing more than a trip itinerary of jobs. Seriously I always ask my clients and those I mentor, "Is that the single best document to describe who you are, what you are good at and why someone should hire you?" I sincerely doubt it and in all my years of asking the question nobody has ever said yes it is! But we still use the conventional resume...well I have a different I idea for you in how to revamp your resume and how to answer the dreaded question.
In my book, "How to hire the perfect Employer", I outline how you can go about building your own infomercial so that when asked the question "Tell me about yourself" you will have rock solid pitch that will ensure that the employer will be able to figure out whether they need your skills and want you as in your personality and character. So, for those that have not read the book, what does an infomercial look like? Let me share my infomercial with you, the one that I use every time I go on a pitch for new business.
When asked the dreaded questions, I start by saying; "I am trusted advisor to CEOs, Department heads and managers of financial services organizations. I work with them in helping execute their plans by doing recruiting, consulting and coaching"I then continue to tell them that throughout my career I have hired over 900 people while I was at CIBC and BMO. I was responsible for numerous strategic initiatives both in their creation and execution. Lastly, I have mentored and coached numerous people that have gone on to great heights. I am collaborative in my conflict resolution style and the perfect day for me is doing all three of the above mentioned in my infomercial, working on finding good people, advising clients on how to improve their businesses and lastly but most importantly coaching people into finding the perfect fit in employment for them.
The perfect employer for me is someone who is first and foremost seeking a trusted advisor with my background and experience. IF they are just looking for a Head Hunter to show them CV's then I direct them to the many other firms that do that for a living the way the client wants it done.With this clear understanding of my strengths and what I offer to each client I work with, I approach the dreaded ‘Tell me about yourself’ question with ease….
‘Let me tell you about myself, I am a trusted advisor to CEOs….”
Where do you start? Do you go back to the early days? Are they really interested in “…it all started in a small town just outside of Waco Texas” or the more boring “I don't think you can read my resume so let me repeat everything that is written on it”. Which is akin to reading every slide in a presentation in case people can’t see or read. The third alternative is to just rattle on and on about how “I am the greatest thing since sliced bread and any company would be lucky to have me” speech.
Well I know there is a much better alternative to the painful suggestions made by most recruiters. You see, when someone asks you tell them about yourself what they are really trying to do is answer a very simple set of questions in their mind:"What's in it for me to hire you?’ ‘What should I pay you for that will make me more money?’ And lastly, ‘Do I need your skills and if I so, do I like you enough to believe that you will be a good fit with everyone else that works here?"
You see I believe that before you can answer any of these questions you need to be comfortable enough to understand exactly what are you good at, and what skills you possess that someone should pay you for. As you prepare for an interview ask yourself what kind of people you work best with and do they exist where you are applying? Secondly, is your conflict resolution style compatible with the firm you are hoping to be hired by? And lastly, if you could describe the perfect day of activities that you will be required to do does it match the job description? Seems simple enough, yes? Write it down, it will provide clarity. I have received countless feedback from those that I mentor despite how simple these questions seem they provide great clarity.
Far too many people fall into the trap of describing themselves in terms of their CV or Resume, which in my opinion is nothing more than a trip itinerary of jobs. Seriously I always ask my clients and those I mentor, "Is that the single best document to describe who you are, what you are good at and why someone should hire you?" I sincerely doubt it and in all my years of asking the question nobody has ever said yes it is! But we still use the conventional resume...well I have a different I idea for you in how to revamp your resume and how to answer the dreaded question.
In my book, "How to hire the perfect Employer", I outline how you can go about building your own infomercial so that when asked the question "Tell me about yourself" you will have rock solid pitch that will ensure that the employer will be able to figure out whether they need your skills and want you as in your personality and character. So, for those that have not read the book, what does an infomercial look like? Let me share my infomercial with you, the one that I use every time I go on a pitch for new business.
When asked the dreaded questions, I start by saying; "I am trusted advisor to CEOs, Department heads and managers of financial services organizations. I work with them in helping execute their plans by doing recruiting, consulting and coaching"I then continue to tell them that throughout my career I have hired over 900 people while I was at CIBC and BMO. I was responsible for numerous strategic initiatives both in their creation and execution. Lastly, I have mentored and coached numerous people that have gone on to great heights. I am collaborative in my conflict resolution style and the perfect day for me is doing all three of the above mentioned in my infomercial, working on finding good people, advising clients on how to improve their businesses and lastly but most importantly coaching people into finding the perfect fit in employment for them.
The perfect employer for me is someone who is first and foremost seeking a trusted advisor with my background and experience. IF they are just looking for a Head Hunter to show them CV's then I direct them to the many other firms that do that for a living the way the client wants it done.With this clear understanding of my strengths and what I offer to each client I work with, I approach the dreaded ‘Tell me about yourself’ question with ease….
‘Let me tell you about myself, I am a trusted advisor to CEOs….”
Tuesday, February 15, 2011
What’s the worst thing you can do in a job interview? Rely on Your Résumé
He asked a great question: "what is the worst thing these applicants could do in the job interview?"
My answer? Simple. The worst thing they can do is to rely on their résumés.
I can’t begin to express how strongly I feel about this -- it’s so important to be able to stand out from the crowd, and you’re just not going to achieve that by sliding your résumé across the table.
So looking at this particular case study, how would someone stand out in a crowd of 1400 applicants? One word. Infomercial.
My concept of a personal infomercial™ allows you to cut through the crap and show yourself for who you really are, so that it’s crystal clear to an employer whether or not you’re a good fit. And you’ve equipped the interviewer with a short, effective speech for her to tell her boss why they should hire you.
I’ve helped many clients craft successful infomercials for high-level corporate positions, but the great thing is my approach is effective no matter where you’re applying for a job.
Let’s say one of the 1400 applicants for this sports store job is Sarah Jones. Sarah has done her homework. She has read the company site and annual report thoroughly; she is familiar with its core values; she has found and read as much press coverage as possible; she’s called her network to find employees, customers, suppliers – anyone who’s had contact with the company to see what they can tell her about it.
Sarah knows she is good at dealing with the general public, and that she is energized by contact with people. She has a great customer service personality. She has a strong knowledge of sports and sports equipment built up over a number of years playing a number of sports at various levels. She loves to work in a sports-oriented environment with other people who are obsessed by sports.
Sarah knows that she has found her fit, a target rich environment™. This is half the battle. But knowing that herself is not enough. The next step is for her to gather that information into a well-crafted personal infomercial that communicates exactly who she is and why she is perfect for this particular sports company.
If Sarah goes in and communicates her infomercial to the interviewer effectively, she’s going to have a huge advantage over most of the other applicants. She shouldn’t wait for the interviewer to ask her questions to draw these things out -- it’s her job to show her why she is what the company needs and wants.
So whether you’re applying for a top executive position or a job in a sports store, don’t leave it to chance. Have your infomercial ready and present it quickly and early … And let me know how you got on!
Thursday, February 3, 2011
What’s the Best Way to Find the Right Job?
The tried and true method of finding a job has always been to send you resume to as many places as humanly possible while contacting as many people as possible, either directly, or through other contacts.
I like to call this approach the “let's throw as much bleep at the wall as possible and see if it sticks” approach. Tried and true? I’m not so sure about the true part.
In effect many people say “I’ll just let everyone else figure out what I am good at, how I might fit, and what I can do for an employer just by glancing at my résumé.” Then, if that’s not enough, they move on to plan B, which is “I’ll get my past employers or references to weigh in with their own descriptions of me and why they think I should be hired.”
I don't know about you but if I’m the employer doing the hiring, this approach doesn’t say to me that you’re taking responsibility for you own job search, or that you’re making sure that you’re being properly represented as a person, and an employee.
What that says to me is that you’re on a wing and a prayer. There must be a better way.
In fact, there is a better way, and the first step is to decide that you are going to be responsible for how the world sees you, how the world understands you, and where you’re going to look for a job.
You’re probably asking, “OK wise guy, how do I change how I do things?”
Well, first of all stop thinking about “looking for a job” and start thinking about finding the right match for you. Stop thinking about winning the job that happens to be in front of you, or figuring out how to answer the interview questions correctly.
Instead of relying on sending out résumés I recommend that you create your own “infomercial" -- an infomercial that really is about helping you find the right fit for you.
You see a résumé is really nothing more than a trip itinerary showing where you have been. It does a bad job of distinguishing you as a person and an employee.
As if that’s not enough of a problem, there’s the fact that there is no standardization with résumés. Each one looks and sounds unlike the next one, leaving the reader to try and interpret exactly what it tells them about the applicant -- other than where they have worked in the past.
Lastly, I have never known anyone to “under-fluff” their resume. Interviewers know this and they will usually take what's in there with a very large grain of salt.
Apart from all of these drawbacks the résumé is a pretty useful document!
So, back to the infomercial.
Your personal infomercial™ addresses the need to create a crystal-clear understanding of who you are. It summarises what you are good at, what types of people you work best with, and it makes it completely clear what you want to be doing everyday of your working life.
It’s so simple and so unambiguous that the interviewer is able to say whether or not you have the skills they need, and whether or not you are the type of person they want. There’s just no need to wade through all the other crap.
Clear and succinct. Easy to understand.
You’re thinking “OK, Jim, so how do I create my infomercial?”
Well, probably the best way (shameless plug here) is to pick up a copy of my book "How to Hire the Perfect Employer." Alternatively you can subscribe on the right hand side of the page to take advantage of the many free tips I’ll be giving you right here on my blog in the coming months.
Just promise me one thing -- that you’ll stop throwing stuff at the wall hoping for some of it to stick, and that you’ll start to think long and hard about the process of actually finding the right fit for you.
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