CREATING A POWERFUL
RESUME & COVER LETTER
MGT 3213 – ORG. COMMUNICATION
Mississippi State University
College of Business
Where do you find jobs?


80% of jobs are never formally advertised.
Major job boards boast a measly 1 to 4% average
response rate. That’s a lot of resumes to send out
just to hear nothing back!
2008
2009
2010
Networking
41%
45%
41%
Internet job board
19%
25%
25%
Search firm
11%
9%
11%
Direct approach
8%
8%
8%
Online network
NA
NA
4%
Print advertisement
7%
7%
2%
Other
10%
12%
14%
Where do you find jobs?






Partially dependent on your industry.
Government/federal/civilian: www.usajobs.gov
Teachers? Usually a state-run website or posted on
individual school district sites:
http://teach.k12.ms.us/index.html?choosedistrict=true
Large company? Company website.
Small company? Local newspaper ad, social media,
sign in window, word of mouth.
Large, urban location? Local newspaper’s online job
board.
Where do you find jobs?

Your industry’s professional organization job board
 http://jobs.shrm.org/home/index.cfm?site_id=1612




Your career center!
State-run employment agencies: WIN Job Centers
http://mdes.ms.gov/win-job-centers/
Other good job websites:
 http://www.forbes.com/pictures/mkl45hifd/1-linkedin-
com/
So how do I network?

What is networking?
 Making

professional friendships.
How do I start?
 Find
your local chapter of the professional organization
for your industry.
 Join the on-campus chapter while here at MSU.
 If possible, attend the state conference for your
professional organization.
 Get involved—volunteer for a position.
 Stay connected with your co-workers and bosses. They
are your network!
How do I find a job through networking?




Let your contacts know you’re looking!
Go to your professional org. meetings, and tell
people you’re looking
Don’t be too proud to let your parents use their
networks to help you too
Put yourself out there—go to
meetings/events/things
Networking Conversation Tips





The secret: ask questions about the other person
and listen!
Find common ground (alma mater, degree program,
where you grew up, hobbies, sports teams, anything)
Go to the event alone.
Check your internal critic at the door.
Pretend people love you.
Networking Conversation Tips


One way to start a conversation at an
event/conference: ask the person “What are you
hoping to get out of today?”
Ask for advice: Hi, I see that you work at Company
X. I’ve always been interested in their work, and
recently saw a position open up that I’m thinking
about applying to. Do you have any advice for me?
What’s it like working there?
Networking Conversation Tips



Get your bearings: Hi, I’ve never been to this event
before. You look like a regular—any tips you could
give me on what to expect? What are the best
sessions here?
Lighten the mood: How many people do you think are
here? Can you believe we have to wear these awful
nametags? Were you here last year when the keynote
speaker was late?
More: https://www.themuse.com/advice/30-brilliant-networkingconversation-starters
Networking Conversation Exits



Steve, it was really a pleasure speaking with you. I’m
going to take a look at some of the other exhibits
here, but if I don’t run into you later, I hope to see
you at another event soon.
Margaret, I have to head out right now, but I really
enjoyed learning more about your work. Could I get
your contact info to schedule a time for us to finish
our conversation?
Laura, it’s been great getting to know you, but I need
to say hello to a few more folks around here. I hope
you have a great evening.
Your resume is the most
financially important
document you will ever
own.
How much time does an employer spend
looking at your resume?
A.
B.
C.
D.
Fifteen minutes
Five minutes
One minute
Thirty seconds
SHRM, 2014
Do you have a shot?



As a rule of thumb, you need to have at least 70%
of the job’s listed requirements to even be seriously
considered for the job.
Don’t have 70%?
How big is the company? Who is doing the hiring?
 The
bigger the company, the more formal the hiring
process, the more rigid they will be regarding listed
requirements.
 Hiring processes run by HR departments or staffing
agencies may be more picky.
Standard Résumé Parts
Identification
Career Objective
Career Summary
Qualifications
References
The Customer is Always Right





Who is the “customer” for your resume?
A list of achievements and accomplishments = what
you think is important.
How do you ensure your resume delivers what the
customer wants?
The job posting/job description.
Tailored resumes always win over generic resumes.
So should I have more than one resume?



Do you need more than one resume?
Probably.
What job titles/positions are you applying for?
 Applying
for only one position = you only really need
one resume.
 BUT you still need to TAILOR it to the company’s job
posting.
 More
than one job/position? You’ll need separate
resumes that better highlight the different skill sets
required for each.
Choosing a Format



Chronological
Functional
Chrono-functional (combination)
Use Chronological Format



Key identifier: lists all jobs held in REVERSE
chronological order (most recent job first,
oldest job last)
You have a strong, stable work history
Your job titles match the skills required for the
desired job
Use Functional Format







Key identifier: organized into skills sections
You have held many jobs
You have minor gaps in employment
Re-entering the job market after a prolonged
absence
Past work history and job titles aren’t related
to desired job
Weak job titles
Too little job experience
Creating a Resume

Step #1
 List
all the experiences you’ve had
 Think BEYOND JOBS!
 Internships?
 Volunteering?
 On-campus
clubs/organizations? (did you plan an
event?)

Step #2
 List
all skills and duties for each position you’ve
held (what did you do??)
Creating a Resume


Step #3
Develop bulleted statements that describe:
 Job
duties (tell the employer what you did)
 Accomplishments (show how well you did them)
 Anything else that saved your boss time, money, results
Use Action Verbs
Managing Editor, The Reflector





Supervised a staff of 35 people, maintaining the lowest
turnover rate in five years.
Coordinated editorial and art production schedules,
oversee budget, recommend cost- cutting procedures to
campus advisor.
Developed a training program for new employees
resulting in increased productivity.
Wrote an orientation handbook.
Initiated an on-campus recruitment program which
generated 40% more applicants.
Twelve Questions to Ask Next

Question #1: Whom did you work for or with? Will
mentioning them strengthen your image?

BEFORE
Retail Sales Clerk
Traveled throughout 12 stores, cashiering,
dealing with customers, and solving problems.
AFTER
Customer Service/Regional Support
 Worked directly with Regional Manager,
traveling to up to 12 stores to audit store
procedures.
 Dealt with up to 200 customers, accounting
for up to $20,000 daily.
Twelve Questions to Ask Next

Question #2: Will describing the size of the
department strengthen your image?

BEFORE
Accounting Assistant
Assisted with all accounting duties from general
ledger to financial statements.
AFTER
A/R and A/P Management
Maintained over 2,000 A/R and A/P accounts
including preparation of financial statements
for firm with annual revenues in excess of $140
million.
Twelve Questions to Ask Next

Question #3: Will using numbers to describe your
responsibilities strengthen your image?
BEFORE
Outside Sales Representative
Market to established accounts and cold call
prospective accounts to sell exterior building
products.
AFTER
Territory/Key Account Management
Manage a five-state territory composed of
125 key accounts generating revenues of
$2.5 million annually.
Twelve Questions to Ask Next

Question #4: Did you create, reorganize, conceive,
or establish any procedures or systems?
BEFORE
Floor Supervisor
Oversaw retailing space, displays, and use of
schematics. Supervised, scheduled and
trained staff.
AFTER
Operations Design/
Departmental Management
 Managed operations for 100,000-squarefoot facility with sales of $24 million annually.
 Increased annual sales by 15% by
designing schematic systems that were
implemented in 15 departments.
Twelve Questions to Ask Next

Question #5: Have you increased productivity,
saved money, or reduced labor?





BEFORE:
Developed new bulk-mail processing forms
that reduced number of forms to be
completed by public.
AFTER:
Developed new bulk-mail permit forms that
reduced number of required forms from 3 to
1.
System was implemented in 1,500 offices
with estimated paper and labor savings of
$250,000 annually.
Twelve Questions to Ask Next


Question #6: Did you have responsibility for special
projects? If so, how large were they?
Purchased and managed implementation of a
$200,000 computer system installed in 10 divisions.
Twelve Questions to Ask Next


Question #7: Have you been complimented for
special talents?
Recognized by management for increasing
profitability by 9% within a one-year period of
being hired.
Twelve Questions to Ask Next

Question #8: Do you have technical or special skills
relevant to the desired job?






Human Resources Assistant
March 2003 – August 2003
People For People
Yakima, Washington
Acted as the sole human resource representative while
HR manager was out on FMLA leave, providing benefits
administration for 200+ employees. Coordinated a
random drug- and alcohol-testing program in
compliance with FTA DOT mandates.
Developed policies and programs in compliance with
federal and state laws.
Maintained personnel files in an HRIS (Microsoft’s
Solomon).
Twelve Questions to Ask Next


Question #9: Do you have experience training or
supervising staff? If so, how many?
Trained and supervised over 200 sales and
customer service staff working three shifts in two
locations.
Twelve Questions to Ask Next


Question #10: Have you received promotions that
demonstrate achievement?
Within six months of hire was given full
responsibility for customer and vendor account
processing.
Twelve Questions to Ask Next


Question #11: Have you received any awards or
certificates that relate to your desired job?
Completed AT&T’s Management Program; selected
as 1 of 3 candidates from three divisions of 400
staff.
Twelve Questions to Ask Next



Question #12: Have you identified the top five skill
requirements for the position you want?
MOST IMPORTANT QUESTION TO ASK YOURSELF!!
Make sure your resume reflects evidence of these
skills!
Top Twenty Non-Technical Competencies Employers Look for in
Job Candidates
1) Communication Skills (verbal and 11) Leadership Skills
written)
2) Honesty/Integrity
12) Organizational Skills
3) Interpersonal Skills (relates well
to others)
13) Self-Confidence
4) Motivation/Initiative
14) Friendly/Outgoing Personality
5) Strong Work Ethic
15) Tactfulness
6) Teamwork Skills (works well with
others)
16) Well Mannered/Polite
7) Analytical Skills
17) Creativity
8) Flexibility/Adaptability
18) GPA (3.0 or better)
9) Computer Skills
19) Entrepreneurial Skills
10) Detail Oriented
20) Sense of Humor
How long should your resume be?
A.
B.
C.
No longer than one page
Up to two pages
As long as you need to cover your work
history
How much work history should you list?
A.
B.
All the jobs I’ve ever worked
Only the jobs that are in the same field as
the job I’m applying for
Writing a Powerful Objective



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
Remember your audience!
Biggest turnoff? A selfish objective.
Don’t describe what you want—describe what you
can offer the company
Avoid general statements
Avoid:
 “To
gain experience in accounts payable.”
 “A position in marketing with promotion opportunities.”



Seek a challenging position with opportunity
for advancement. (selfish!)
Seek a position using my people skills.
(better)
Seek a position utilizing over five years of
customer service experience managing 300
customer accounts with proven ability to
interface with a diverse customer base and
resolve problems. (best!)
Other Considerations






Listing colleges attended
GPA—if 3.0 or higher
Dates
Is your e-mail address professional?
References
Gaps in employment?
Other Considerations




What about keywords?
Do not include in a big list or “keywords” section
Include them in the descriptions of your
accomplishments in your work experience section
Where do you find them? How do you know which
key words to use?
 The
job posting!
Other Considerations

Layout and design
 Ensure
that section headings clearly stand out (use bold,
larger font size, underline)
 Ensure that font size isn’t too small to read easily
 There should be plenty of white space
 You should evenly fill the page (don’t leave a large
gap at the bottom of the page)
 Pick a layout that is easily “scanned” (no paragraphs)
Things to Leave off Your Resume
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Your picture (unless they request one)
Interests and hobbies
Personal attributes (height, weight, race, religion)
Negativity
Flair
Spelling mistakes and grammar errors
https://www.youtube.com/watch?v=FClWySJ6Sxs
http://blogs.hbr.org/cs/2012/07/i_wont_hire_peo
ple_who_use_poo.html
Lying on a Resume



ResumeDoctor.com fact-checked 1,000
resumes
42% contained “significant errors”
Common lies?
 Reporting
staying at jobs longer than they really
did.
 Inflating job titles
 Saying they earned degrees when they were a
couple of semesters short.
Famous Examples

Scott Thompson, CEO of Yahoo
 Claimed
to have two degrees from Stone Hill
College (accounting and computer science)
 Too bad Stone Hill didn’t offer computer science
degrees until two years AFTER he graduated

RadioShack CEO David Edmondson resigned
 Claimed
to have degrees in theology and
psychology from Pacific Coast Baptist college in
San Diego
 No evidence he graduated at all.
Famous Examples

Ronald Zarella, CEO of Bausch & Lomb
 Claimed

to have MBA from NYU (only started program)
Marilee Jones, dean of admissions at MIT
 Hired
in 1979
 When she was promoted to the deanship in 1997, she
"did not have the courage to correct my résumé," she
wrote.
Famous Examples

George O’Leary, resigned five days after being
hired as Notre Dame football coach (2001)
 Claimed
to have master’s degree from NYU-Stony
Brook (which doesn’t exist) and to have earned three
letters playing football for University of New
Hampshire (never played a game)

Jeff Papows, CEO of Lotus
 Claimed
to have PhD from Pepperdine and
exaggerated his military credentials (lieutenant, not
captain as claimed)
Can You Get Away With It?


69% of companies do criminal background checks
Degrees and certifications are easily verified
Cover Letters


This is your chance to persuade the company to hire
you.
Don’t assume that you should save your best
achievements for the interview—leaving them out
may cost you the interview.
Cover Letter Techniques

Opening Paragraph: Why you are writing.
 State
why you are writing. Name the position or
type of position for which you are applying.
 Mention how you learned of the position.
 Mention the name of any referring person.
 Briefly describe why you are interested in this
particular position.
Cover Letter Techniques

Be straightforward, don’t use flashy gimmicks:
 If
you’re looking for a top salesman who can
double your sales, I’m the one to call.
 People often tell me that I’m the best manager
they’ve ever hired.
 Need a secretary who can handle pressure,
solve problems, and manage details? If so, put
my 10+ years experience to work in your office.
Cover Letter Techniques

Body of the Letter: Sell yourself.
 Briefly
describe the skills and/or experiences
you possess that fit the requirements of the
position.
 If you have related experiences, mention your
qualifications and achievements.
 Provide more detail than your resume will allow.
 Mention personal qualities or special
experiences and motivators.
Transitional Phrases




As a ________, I have established a proven
history of ….
My background demonstrates an ability to
….
As a _________, I was responsible for ….
During my employment with _______, I …..
Cover Letter Techniques

Closing Paragraph: Request an interview.
 Confidently,
but politely, indicate your desire to
further discuss your qualifications in an interview.
 Make it easy for the reader to contact you by
providing your phone number(s), email, and the
best time to reach you.
 Thank the contact person for his or her time and
consideration.
Example

I am very interested in this position and look
forward to scheduling an interview. If you have any
questions, please contact me at (555) 555-5555.
Thank you for your time and consideration.
Cover Letter Techniques





Use the job description as a CHEAT sheet!
Provide specific evidence of your skills
Always address the letter to a person
AVOID “to whom it may concern”
Make sure the cover letter expresses your
enthusiasm for the position and employer!
What Not to Write
in Your Cover Letter
I demand a salary commiserate with my extensive
experience.
 It’s best for employers that I not work with people.
 Let’s meet, so you can “ooh” and “aah” over my
experience.
 I procrastinate, especially when the task is unpleasant.
 Reason for leaving last job: They insisted all employees
get to work by 8:45 a.m. every morning. I couldn’t work
under those conditions.
 The company made me a scapegoat, just like my three
previous employers.

Example

Dear Ms. Roberts:
Your advertisement for software engineers in the January issue of the
IEEE Spectrum caught my attention. I was drawn to the ad by my
strong interest in both software design and Database.
I have worked with a CALMA system in developing VLSI circuits, and I
also have substantial experience in the design of interactive CAD
software. Because of this experience, I can make a direct and
immediate contribution to your department.


I would like very much to meet with you to discuss your open positions
for software engineers. If you wish to arrange an interview, please
contact me at the above address or by telephone at (518) 2719999.
Thank you for your time and consideration.
Supplementing a Résumé
A professional portfolio . . .



Illustrates past activities, projects, and
accomplishments
Can be easier to organize and transport if
presented digitally
Must show clear understanding of audience’s
needs and your qualifications
Examples




http://douggarciadesign.com/
http://jaciemoriyama.com/index.html
http://www.brsarchitects.com/portfolio.php
http://myweb.wit.edu/petrovicd/networking.htm
Your Online Image


What results come up when you Google your name?
Would you want an employer to see your Facebook
page?
 45%
of employers reported using social networking
sites for screening job candidates (June 2009)
 Up from only 22% in 2008
Reasons for Rejecting Potential Candidates







Candidate posted provocative or inappropriate photos or
info (53%)
Candidate posted content about drinking or using drugs
(44%)
Candidate bad-mouthed previous employer, co-workers,
or clients (35%)
Candidate showed poor communication skills (29%)
Candidate made discriminatory comments (26%)
Candidate lied about qualifications (24%)
Candidate shared confidential information from previous
employer (20%)
Reasons for Hiring Potential Candidates






Profile confirmed that candidate’s personality a
good fit with org. (39%)
Profile confirmed candidate’s professional
qualifications (39%)
Candidate was creative (38%)
Candidate showed solid communication skills (35%)
Candidate was well-rounded (33%)
Other people posted good references about the
candidate (19%)
What not to do …



Connor Riley, 22 yr old Master’s student tweeted
"Cisco just offered me a job! Now I have to weigh
the utility of a fatty paycheck against the daily
commute to San Jose and hating my work."
But someone from Cisco was paying attention and
wrote back, "who is the hiring manager. I'm sure
they would love to know that you will hate the work.
We here at Cisco are well versed in the Web."
Some Tips
1.
2.
3.
4.
Clean up your digital dirt before you begin your
job search.
Keep gripes offline.
Be selective about who you accept as friends.
If you’re still employed, don’t mention your job
search online.