Writing a Cover Letter

I gave a class last night to a wonderful group of very eager job seekers.  The class was about returning to work after an absence.  One of the questions was about the wording to use in cover letters.  Here is a former post on cover letters and inside the post is some language that you can use in your own cover letters:

A recent survey asked HR managers about their thoughts on cover letters.  Ninety seven percent said that while they may not always read them, they better be included. Why include a cover letter?  A cover letter sets you apart from other candidates and allows you to showcase your brand. Since it’s the first impression a recruiter or hiring manager has of you, it’s vital in these days of job insecurity that you identify what makes you a specialist, expert or a leader in your field. 

There are a couple of different formats to writing a cover letter but the important part is that it is unique to you and to the open position.  Don’t use the same cover letter for every position.  Don’t lift something from your resume and plop it down in your cover letter either. Rather, explain how your background and experience can fill the open needs identified by the company

You can use a standard bulleted list or the newer “T” format. The bulleted summary statement emphasizes your particular strengths and achievements. .  If the job responsibilities call for experience in scheduling, communication and event planning then you need to succinctly highlight your experience in these areas. In the “T” you can create a column or “T” that matches the job skills needed by the employer with your skills and experience.”

Here is an example of a “T” cover letter.  You can substitute the middle paragraph with a standard bulleted list if you’d rather stick with the tried and true.

Proper Salutation/Address Information Date
Dear Mr. /Ms. Last Name;
The open position for a Human Resources Assistant, listed on the (company) website calls for many of the abilities I have developed in my 10 years of Human Resources experience. My background indicates experience and successful implementation of a number of innovative recruiting processes with (company) including:

In the body of the cover letter, set up a "T" column. On the left side of the "T", write out several of the job requirements. On the right side of the "T", state your accomplishments as they relate to each of the listed job requirements.


There are other areas of my background including my educational background, solid social networking and employee referral abilities, on-boarding program design and organization skills that may also be of interest to you. I look forward to the opportunity of meeting with you personally to discuss how I might fit into your organization. 

Sincerely,

Name
Phone number




 

Lessons From Rosie

Today we had to put our sweet dog, Rosie to sleep.  She was 17 years old; ancient for any dog but especially so for a bigger dog such as Rose, a pit bull/lab mix.  Her legs gave out and her heart was tired; she was partially blind and mostly deaf. Keeping her alive would have only made our family feel better; not her. She was never meant to simply, “stay alive” as she lived her life joyfully; always using all of her senses.

As I look through old pictures and gaze at her bed and the bowls that I cannot yet put away, I am reminded of the sweetness and purity of her life.   She taught me so much and to say that I will miss her forever is an understatement. I think that we can all learn something from our pets.  Here are Rosie’s lessons in no particular order:

1. Stay curious

2. Don't hurt other creatures

3. Enjoy your food, especially the ice cream

4. Take naps

5. Be kind (wag your tail) to others.

6. Play

7. Display patience

8. Don't stand in the rain

9. Be excited about tomorrow

10. Age is just a number

Resume Gaps Due to Family

When I wrote Job Search for Moms, one thing stuck in my mind, how can a mom, who wants to return to the workplace, explain her absence while she stayed at home raising her family. It’s a tough quandary and many experts discourage putting it on the resume.  Instead they suggest talking up the volunteeriing, entrepreneurships or schooling that took place during that time.

As a former HR professional and also mom, I can understand the frustration.  Why do mothers (and the small percentage of stay at home fathers) have to hide or camouflage the time that they spent at developing and nurturing their children? On top of that, what new parent has the time, inclination or even energy to start a business, attend meetings or go to school?  Later perhaps, but not right way.

Many experts suggest creating a functional resume that highlight skills rather than the chronological history of companies and positions.  I understand that and have even written resumes in this manner. I’ve also written chronological resumes that state, for example, “Full Time Parent, 2011 – Present”.  (The same holds true for a Full Time Caregiver.) Both formats have worked and the applicants have been called in for an interview.

The news outlets can’t give us enough articles or segments on a woman’s rights in regard to health care and other areas.  While these are critical, there is never any mention about a woman’s right to return to a full or part time career that welcomes her past experience as well as her time spent as a stay at home mom. There is no uproar about her struggle to find a position that allows her to utilize her skills and competencies without stopping and wondering about that “gap” in her resume. Full time moms, dads or other caregivers have the ability to prioritize, multitask, problem solve, communicate and lead (to name just a few skills).  These are the skills needed in today’s organizations and frankly, it’s not fair that they can’t even get in the door without being pinpointed, discriminated against or ostracized.  

DiSC™ and the Job Search

I'm so sorry that I haven't been posting.  I've been writing articles over on LinkedIn and neglecting my blog page.  On top of all that, my daughter was recently married and I spent  the days and weeks leading up to the wedding away from anything related to the job search.  

I read an article today that said the the Myers Briggs Type is a based upon a theory and not really valid.  All these years (beginning in 1920 and off and running after WWII) our corporations and colleges have been using the assessment to identify our personalities and "fit".  I don't know - I'm not a scientist or a sociologist but I think the definitions of the various types seems pretty accurate.
Still, Myers Briggs was always too complicated for me with its' 16 types; and I've preferred the DiSC ™ four styles.  Here is why I like it for the job search.



There are limitless articles written about perfecting your resume or interviewing tips, what to wear on the interview or what questions to ask. (I’ve written them myself!) What I haven’t seen is how your personality comes across in the networking, telephone or in-person interviews. I think that understanding style, both your own and the interviewer may help during the interviewing process. While there are many types of personality profiles, I’d like to concentrate on the DiSC™ definition of style.

Quick History
The DiSC™ behavioral assessment is based upon the research of William Moulton Marston (1928) on how people respond to various effects in their environment. Studied and modified over the years, the DiSC™ is a tool used to not only assess your behavior and “personality”, but to also help you understand other people’s styles. It is used in businesses to enhance teamwork, to improve communication and customer service, to reduce conflict and value the differences in others.

DiSC™ Styles
While people are a combination of styles, the DiSC™ Classic states that in certain situations such as work, people usually behave in a consistent manner and fall into certain quadrants. These styles are described as Dominance, Influence, Steadiness and Conscientious. Their accompanying behaviors are described below.
D: Dominance
Ø Getting immediate results
Ø Causing action
Ø Accepting challenges
Ø Solving Problems
Ø Questioning status Quo
Ø Taking Authority


i: Influence
Ø Contacting people
Ø Being articulate/optimistic
Ø Generating enthusiasm
Ø Creating motivational environment
Ø Participating in a group

S: Steadiness
Ø Performing in a consistent manner
Ø Developing specialized skills
Ø Be a good listener
Ø Demonstrating patience, accommodating and considerate
Ø Creating a harmonious work environment

C: Conscientious
Ø Attention to key directives, details and standards
Ø Thinking analytically and using a systematic approach to situations and activities
Ø Being diplomatic with people
Ø Using a systematic approach

DiSC™ Style and the Interview Process
Many times we are called to our line of work based upon our personal likes and also our behavioral styles. For example, a scientist may be high in Conscientious, while a sales and marketing representative may be high in Influence. A manager may have high Dominance tendencies and a writer may be higher in the Steadiness arena. Various job descriptions also highlight the competencies the employee would need to satisfactorily complete the job. These competencies obviously vary by job but as you read them in the job description or posting, pay attention to the wording. Descriptions such as “detail oriented,”, “team player”, “focused”, or outstanding customer service skills” give you an idea of the type of behavior needed for the job.
In an interview, either networking, telephone or face-to-face, your personal DiSC™ style and that of your interviewer should be taken into account. While it is critical to be prepared with behavioral examples of your past accomplishments, it is also important to consider how you come across to the interviewer.

1. Reflect on your own style. What are your strengths? What are your weaknesses? For example, if you are an “I”, you may find yourself presenting too much information when asked a question. Make sure you are prepared with succinct, clear examples of your accomplishments.
2. Follow the lead of the interviewer. The chart below describes some of the behaviors demonstrated by the DiSC ™styles.
Dominance
Direct
Forceful
Decisive
Quick
Influence
Gregarious
Persuasive
Pleasant
Influential
Steadiness
Passive
Patient
Team Oriented
Active Listener
Conscientious
Accurate
Factual
Diplomatic
Systematic


If you are interviewing with a ‘D”, make sure your responses are direct and succinct. While you may feel pressured to respond quickly, make sure you take time to think through your responses.
If you are interviewing with an “i”, and this is not your personal style, make sure that you are cordial and pleasant.
The ‘S” interviewer may seem relaxed and amiable, but they are deliberate in evaluating your responses.
While courteous and diplomatic, the “C” interviewer is interested in your responses to problem solving and decision making situations. Make sure you give this interviewer all the detail they ask for.

The Last Word
If you are overwhelmed by the thought of interviewing and understanding personal style, just concentrate on yourself. Understand your own style and recognize that you may respond to certain questions or situations based upon that style. Whatever you decide; plan and prepare for your interview with a complete understanding of your own accomplishments, your expectations and an understanding of the company you are visiting.