Get the most out of your first impression by avoiding these top resume killers:
Job Specialization: Taking on job titles and responsibilities that are industry specific and not transferable to other companies.
Staying With A Company Too Long: Remaining with an employer for an extended period of time may suggest that you fear change and prefer a familiar environment. The exception is receiving numerous promotions during that tenure.
Lack Of Career Progression: Remaining at a specific career level for a protracted period is a definite career killer. It suggests a failure to perform and earn a promotion.
Job Hopping: Job hopping is probably the number 1 career killer. As a general rule, you should average 3 to 5 years at each position. If you are a victim of layoffs after a short tenure, a prospective employer will look at your entire work history and usually ignore a single exception.
Jack Of All Trades, Master of None: A work history that includes experience in multiple disciplines (sales, purchasing, logistics, IT, marketing and customer service) can indicate a person without career direction and depth of expertise.
Staying In One Industry Too Long: This can be problematic, especially if your industry is facing a rapid decline and your skills are not transferable.
A Partner in a Connecticut based law firm contacted B&B regarding a challenge in a privately-held business. The CEO of the niche manufacturer was experiencing rising revenues but decreasing profitability due to quality and productivity issues that were increasing expenses and impacting on time delivery.
B&B met with the President to learn about the history and evolution of the business, current organization structure, and the order management and production flow process. B&B asked a lot of questions that provided insight on procurement of commodity based materials, product development, quality issues, run rates, manufacturing capacity, open orders on the floor, bottlenecks, grading of leadership, systems integrity, metrics management, impact on margins, expectations of key customers, supply chain, culture, demand planning, S&OP, and so forth.
The business model had changed but current leadership for manufacturing and supply chain had not adjusted to those changes. Quality issues were directly associated with production and demand planning inefficiencies. Revenues were growing but business valuation was suffering and profits were declining. B&B recommended a change in leadership for a new Director of Operations and was engaged. B&B partnered with the CEO to define criteria, short term goals of the role and the evaluation process. B&B researched, evaluated, and presented four candidates that met all the criteria and partnered with the CEO on the selection process. Total search process took 28 business days. New Manufacturing Director was able to streamline productivity, eliminate nagging quality issues, and improve on-time deliveries to 97% within a six month period.
Overhauling Culture: Positive cultures drive profit and employees who fit that culture outperform those who don't. Modifying or changing a culture becomes an art form that can be disruptive but necessary. Key factors are (1) the resiliency of employees to bounce back from negative emotional encounters as change evolves; (2) leadership with strong change and project management skills that can influence and persuade on the need for change; (3) ability to unlearn and accept new ideas and processes; (4) the willingness to challenge the status quo and accept innovation; and (5) manage uncertainty until change is accepted.
At the beginning of the 20th century, the average person worked 60 hours a week and made less than 1% of today’s income. Forty percent of the labor force were farmers. 56% of families lived in poverty versus 14.5% today. Life expectancy was less than 50 years for men and women. Now the average age of retirement is 63 and the retiree will spend fifteen years enjoying leisure. Cable TV, iPads, cell phones, air conditioning, Internet and microwave ovens did not exist. Today, there are as many cell phones as there are people. The poor live better than the middle class did 100 years ago. We have more leisure time and conveniences. Travel enables exploration of the globe. Uber is just a software tool, does not own any cars, and is the biggest taxi company in the world. The average person spends more than 10 hours daily using iPads, cell phones, personal computers, video games, DVDs, and TVs. About 160 million Americans are either obese or overweight. The economy has strengthened and the pendulum has swung in favor of the employee. By 2020 another 20 million baby boomers will retire and that will add to the gap in talent and skills. There are 5.7 million job openings including 200,000 in construction; 500,000 Job opportunities software engineering and IT roles; 600,000 of highend manufacturing jobs, and over 700,000 nursing and healthcare positions. Job seekers want higher pay, more time off, and better benefits. Career driven talent wants growth opportunities, empowerment, and flex time. Continual education and training is and will be a key differential for both employee and employer. Over next 20 years, 70+% of existing jobs will disappear due to technology and business evolution. There will be a lot of new jobs. Artificial intelligence will increase and by 2030 computers will become more intelligent than humans. We will have selfdriving cars and you will be able to call and have a car available for transportation needs. Today’s infants may never get a driver's license and own a car. More solar energy was installed worldwide last year than fossil; electricity will become cheaper and cleaner. IoT (Internet of Things), robotics, 3D printing and other technology advancements will change the world. And if all this sounds strange, then ask IBM’s Watson for advice on anything from legal and technology to cancer research and energy management.
Congratulations to Victoria M. Pallotto, CPC for celebrating 24 years with Bohan & Bradstreet this week! Vicki has seen it all in recruiting and continues to set the standard in exceptional consultancy services. She goes well beyond the resume with her candidates, getting to know them personally and enjoying being by their side during their career paths. Her clients have a unbreakable trust with Vicki developed over decades. We are so fortunate to have such a leader in her field on our team!
We are pleased to announce that for the second year, our firm has been recognized as one of the best in the country by Forbes!
Over 25,000 recruiters and 5,000 job candidates and human resources managers were surveyed to determine the Top 250 firms within each of the Executive and Professional categories. More than 17,000 nominations were collected and firms with the most recommendations ranked highest. Bohan & Bradstreet moved up from the top 100 in both categories to the top 75 for Professional Recruiting and to the top 50 for Executive Recruiting.
We are grateful for the partnerships with our clients and the professional relationships with our candidates. Since, 1987 our team has strived to bring people together for long term success and it is appreciated to be recognized!
Full list of America’s Best Executive Recruiting Firms, click here.
Full list of America’s Best Professional Recruiting Firms, click here.