Resume and Interviewing Cheatsheet

Did you ever sit down to write your resume and not know where to start? Or - maybe you have an interview coming up but have no idea how to prepare. Let me help. When I use the cheat sheet below, it makes creating a resume or helping someone prepare for an interview a snap. So many of  my clients have benefited from this simple yet effective tool that I thought I'd share it with you. 

 

 

 
To use it for creating your targeted resume, review the responsibilities listed in the open job description and list the accomplishments that you have made that support each of them. Be able to answer, how many, how much, what, why, who and results. Basically jot down what you have done in your past job(s), volunteer or school activities that align with each of the listed job responsibilities and the impact you made. What were your results? 

Maybe you don't have a particular job in mind but want to update or create a new resume. Google your job, look for your position on open job boards or go to the Occupational Outlook Handbook and look at the tasks assigned to your job type. Again, use this form to list your accomplishments in each of the specific areas listed. Using this worksheet makes a lot of sense if you are creating a position-focused resume but it also helps if you are creating your resume from scratch.

If you already have a targeted resume and were called in to for an interview, use the worksheet in the same manner. Review what you wrote before but this time, list the job requirements of the new position and for each, list a STAR (Specific, Task, Actions, Results) example. This worksheet is now a "cheat sheet" to help you prepare for your upcoming interview.

I hope it works for you!

 

 

The Johari Window and Your Job Search

 

I’ve always been interested in human behavior and inserted various tools such as Myers Briggs or DiSC into my training programs. They provided a new way of looking at things and were thought provoking take on something. That’s why I find the Johari Window noteworthy.

The Johari Window was developed in the 1950s by Joseph Ingham and Harry Luft (Johari; interesting take on their names) to increase our understanding of the relationships and behaviors we have with ourselves and with others. The Johari Window looks like this.

 

I Know Open You Know Information about you that both you and others know.	I Don’t Know Blind Spot You Know Information about you that you don’t know but others know.
I know Hidden You Don’t Know Information about you that you know but others don’t know.	I Don’t Know Unknown You Don’t Know Information about you that neither you nor others know.

 

Open- This is the information that both of you know about you. It can be basic, such as your name, job title, location but you can also share feelings, motives and behaviors with others. Some examples may include your kindness, your negotiating skills, your ability to write interesting narrative. Some other examples include characteristics that you know about yourself as does others such as The more you share with others and the more self-aware you are and the more “open” this particular window is.

Blind – This is behavior that you don’t know about yourself that others do know. For example, perhaps you jingle the change in your pocket or constantly clear your throat when you are nervous. If you communicate with others you may find out this information. You want to be aware of these habits and when that happens, you bring them over to the “Open” area.

Hidden- There are certain bits and pieces of our behaviors and personality that we don’t share with people. It may be because we don’t know someone well enough or are uncomfortable sharing. An example of this can be as simple of not telling someone that you are afraid of enclosed spaces or that you were up all night worrying about an interview response. Once you share that information it again moves to the “Open” area.

Unknown – This area represents the unspecified, undetermined behaviors about yourself that neither you nor someone else may know. You may have just met someone and have not yet shared any information or behaviors. This area reminds me of starting an icebreaker exercise at the beginning of a training program and being paired up with a complete stranger. It’s a clean slate; you can share as much or as little as you care to with this person. Once this happens, the information moves to the “Open” area.

Using the Johari Window for Your Job Search

The Johari Window can also be used in the job search. Let’s look at the quadrants in relationship to an interview. Other than a resume or perhaps a referral or connection, you and the interviewer are in the Unknown territory. Obviously you want to share your skills and experience with the interviewer and expand the Open area.

Open - The more you share the more this window expands. Here is where you share your experiences, strengths, weaknesses, goals and career aspirations. This is where you are aware of your personal interviewing strengths and how to use them.

Blind Spot – Before the interview ask for feedback. Get a friend or hire a coach to practice interviewing with you and then get their candid feedback on what you did well and where you need practice. Did you fidget, did you make direct eye contact, was your handshake firm, were your responses direct and did they highlight your accomplishments? Once you get feedback, work on it.

Hidden - There are some things to keep hidden and then there are others that might want to come out. For example, the fact that when you are nervous you ramble doesn’t need to be shared. You could share that you felt exhilarated when a client bought into your product or service. It’s up to you; share this quadrant when you feel it is important to the interview.

Unknown: The more you share during the interview the more this quadrant shrinks and the Open area grows.

The key to the Johari Window is to enlarge the Open quadrant by sharing information about yourself when appropriate.

Golf, Job Loss and the Seven Reactions to Change

I am trying to learn how to golf and tomorrow a few of us are going out to play nine holes. I'm a little nervous because I'm not very good and even after all the lessons in the world I am uncomfortable holding the club and swinging it without cutting up the grass.

To get comfortable with the clubs, I visited a driving range. It was full of people practicing their swings. I was self conscious seeing all those people...would they look at me and laugh?... My stance was uncomfortable and my finger was sore.... Am I the only one who doesn't know what they're doing.....I'm listening to the directions on what to do but it is starting to overwhelm me.... I do want to do this, don't I?... Do I have enough balls, the right clubs to keep going? ... If the pressure to do the right steps lets up, I'll get it all wrong again.  

All this uncertainty reminded me of facing any change. Be it learning something new such as golf or job loss (while dramatically different), the steps to managing change are the same.

Back when I was a corporate learning & development consultant I used a specific change management exercise to introduce a new course or concept. It was based upon the Seven Dynamics of Change developed by Ken Blanchard. The exercise shows that when going through any change, whether in an organization or in our personal lives, we generally go through several steps. They are:

• People will feel awkward, ill-at-ease and self-conscious
• People initially focus on what they have to give up
• People will feel alone even if everyone else is going through the same change
• People can handle only so much change
• People are at different levels of readiness for change
• People will be concerned that they don't have enough resources
• If you take the pressure off, people will revert to their old behavior

I felt these steps when I lost my own job. Whether for cause, at will and even if you’ve been meaning to leave your job, the following Seven Dynamics of Change will most impact your thoughts.

1. People will feel awkward, ill-at-ease and self-conscious. You may have been let go for cause or part of the wave to downsize a department or organization yet the feeling of being in the spotlight and feeling self-conscious remains and you take it personally. You may immediately consider how your friends or family will look at you or even judge you. It’s an uncomfortable stage.
2. People initially focus on what they have to give up. Like any loss, when you lose your job you immediately think of the intrinsic things that are removed. Things like salary, benefits, and 401K or savings programs may come to mind. There is also job security, the work itself, the routine and the friendships that have been cut off.
3. People will feel alone even if everyone else is going through the same change. Everyone handles things differently so even though a group of people may have been let go, each one will have different needs and feelings. It’s only natural to ask, “Why me?” and “No one understands what I am going through.”
4. People can handle only so much change. With a job loss comes a change in lifestyle and the stressors of life becomes harder to bear. Not only have you lost your job but you lost your routine. Put that routine/habit to work as a job search routine.
5. People are at different levels of readiness for change: Some people are up for a new career and some not. Whatever your readiness level, accept it but don’t stay stuck.
6. People will be concerned that they don't have enough resources: It’s natural to worry about finances, payments and the future. Non-essentials are put on the back burner and that might disappoint your family or friends. What about your resume? You may worry about re-creating and having enough accomplishments to support your past position.
7. If you take the pressure off, people will revert to their old behavior: Your old job search methods (emailing resumes or applying to websites) won’t always work. On the surface, these steps may give you a sense of accomplishment but in the long run they are not as effective as networking and face to face interaction. It’s always been about who you know rather than what you know so now it is even more important than ever to network. Also, your old resume format has changed. Make sure you tailor your resume and cover letter to each position. Use key words, focus on your accomplishments and don't fall back on the same-old/same-old. It matters.

Losing a job is difficult and while it is common to grieve and feel many of the emotions listed above, it is also a time for reflection and reconnecting. Job loss is just that; a loss. The feeling you are may be experiencing are natural but if you are having trouble adjusting and moving forward, try reaching out to a friend, family member or professional.

 

Don't Look Back

Back in high school I joined the track team. I'll be honest - I did it because there was a boy I liked in a neighboring high school and I wanted to see him at various track meets. A winter spent running up and down the staircases in school and then running around the muddy perimeter of the school in the Spring was miserable but we had a great coach; Miss Christine Long. She was a WWII and Korean War veteran who went on the teach physical education for 30 years.

Miss Long taught us many things but one of them sticks with me today. She said that in a race, never look back to see if your opponent is catching up. It slows you down and signifies a mental hiccup. The looking behind you rule relates to work and life in general.

1. Don't worry what the other guy is doing, worry about making yourself better. 

2. Don't worry about what the other guy is doing, stay in your own lane.

3. Don't worry what the other guy is doing, doing so only makes him stronger.

4. Don't worry about what they other guy is doing, you'll lose your focus.

5. Don't worry about what the other guy is doing and never compare yourself to him.

Set your goals, prepare, do your best and push past any self doubt. As Miss Long used to say, "Never, ever give up".