August 2016 |
Transition-e-news Volume 4 Issue 121 |
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Transition Insight
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Why Are Keywords so important in My Resume?
by Barbara Adams, CPRW, CEIP, MFRW, MMRW, MFCA-T Next to accomplishments, keywords may be one of the most effective ways to optimize your resume. Why? Because the strategic use of keywords in your resume shows that you care about the results. You've actually read the job announcement and have comprehended the requirements of the position. The job announcement is the first place you should look when assembling your list of keywords and beginning to write. The duties list is there for a reason—it tells you what you'll be doing in the position. After all, you'll want to know what the job requires and match your skills and experience with those duties. The next item to peruse is the qualifications section of the job announcement. This will answer the "Am I really qualified for this job?" question. It will also talk about any technical requirements that you'll want to be aware of that you can use for keywords. For example, the Chief Scientific and Technical Advisor for Aircraft Computer Software at the Federal Aviation Administration on USAJOBS is chock full of technical requirements. Take a look: TECHNICAL REQUIREMENT: Have you created aircraft software certification policies and criteria based on your experience in developing and applying software assurance techniques while participating on an RTCA Special Committee SC-205 or SC-167? If yes, your response must state your activities while serving on an RTCA Special Committee SC-205 or SC-167 creating DO-178B/C and how your experience in any formal methods, programming languages, verification techniques, software development and tools was used in creating certification policies and criteria. This one little section has plenty of keyword potential you can use in your resume. Just be careful about overuse of acronyms, which can make your document confusing to the reader. Now, let's talk about some things to think about as you thread the keywords into your document. Catherine Nolan, Monster Contributing Writer, nails three things you need to think about as you write your resume. Here they are in the order they appear in her article titled The 3 things every job seeker needs to know about keywords. First, be specific. If you worked in the Marketing department in your last gig, don't just use the word "marketing." Talk about your specific role such as Marketing Manager, Marketing Director, or Digital Marketing Guru. This will set you apart from the pack—so be specific. Another approach to specific terms is the use of variations. For instance, using the words "market," or "marketer," or even "marketable" (instead of just "marketing") is a great way to get specific with your terms and have them stand out in the selection process. This is especially important when an organization uses an automated tracking system. Just remember to provide context with these specific terms. Context is crucial to the readability of your resume. When using your keywords, don't just list them arbitrarily on your document and then expect to get results. You need to use the words in the context of your qualifications and experience. Tell your story in a natural flow with the keywords plugged in where they make sense and where it doesn't sound awkward. The automated systems are starting to figure this out. If you do use your keywords in a section of the resume, such as "key skills," that's okay— as long as the words make their appearance elsewhere. This establishes consistency in the relevance of the keyword. Even if you try to use the same keyword out of context in various sections, that can still draw a red flag, even in the automated systems. The bottom line here is to take the time to identify your duties, skills, and responsibilities as you would if you were talking to someone about what you do. You wouldn't simply say the keywords, but rather have a conversation about your job. Always provide context. The last tip on the list should be common sense—don't overdo it. If every other word you write is a keyword, then your tone will take a hit and it won't be understandable. Balance is critical when using keywords. If you have doubts about how it sounds, read it aloud and that will say a lot about readability. In addition to reading it yourself, have a colleague read it and ask for feedback. Even better, have them read it aloud and see how that sounds. This will likely tell you everything you need to know about the balance of your keywords within the context of your experience. There's no doubt the right keywords in the proper context with sincere balance is key to a well-written resume. However, if you need help with preparation of key career documents, don't hesitate to call on a professional. CareerPro Global is the leader in the career services industry; resume writing and career coaching at all levels. Contact a Master Federal Career Advisor today. (Source: The 3 things every job seeker needs to know about keywords) Barbara Adams, President and CEO of CareerPro Global (CPG), the parent company of www.careerproplus.com and www.militaryresumewriters.com, has been a member of the careers community for the past 20 years. Ms. Adams holds four prestigious industry certifications. CareerPro Global is the only ISO 9001-2008 Certified Career Service in the industry, as well as one of the fastest-growing Military, Federal, and Civilian Resume-Writing and Careers-Coaching companies. The team of Certified Professional Federal and Military Resume Writers at CPG assist thousands of clients in applying for and gaining employment each year. We can help you land your military to civilian job. |
New VA partnership expands power of peer support among student VeteransReprinted with permission, U.S. Department of Veteran Affairs Today in Ann Arbor, Michigan, representatives from more than 40 colleges and universities have come together to learn ways to support student Veterans that face two significant changes simultaneously: transitioning from the military to civilian life and the transition from the military to academia. Neither of these is easy and both are often complicated by a reluctance to ask for help. This was the rationale behind the development of Peer Advisors for Veteran Education (PAVE), a peer-to-peer program developed at the University of Michigan Health System. PAVE links trained student Veterans at participating schools with incoming student Veterans to create a campus community where support and resources can be easily accessed. The group assembled in Ann Arbor will receive PAVE training that covers a variety of topics, including effective outreach, communications skills, warm handoffs to resources, healthy boundaries and self-care, and strategies for program sustainability. PAVE also shares best practices for engaging student Veterans and collaborating with relevant campus departments. PAVE began as a partnership between University of Michigan Health System and Student Veterans of America. To date, the program has been fully implemented on 12 and will be expanding to 30 additional sites over the next year. Plans are already underway for a full national roll-out. PAVE is proud to recognize VA as one of its new strategic partners. Through this new relationship, VA can work with PAVE to align VA outreach efforts on campuses in order to provide as many avenues of support for student Veterans. This partnership is exciting on a national level because of the opportunity to collaboratively address gaps in services; and on a local and community level, because it increases awareness of and access to VA resources. For a historical context, the 1944 passage of the Montgomery Bill led to a large increase in the number of student Veterans on campuses across the country. In 2009, creation of the Post-9/11 GI Bill resulted in another significant growth period, with more than 1 million people taking advantage of the bill during its first four years. By 2020, an estimated 5 million people will be classified as Post-9/11 Veterans further increasing the potential use of these benefits. We here at the PAVE Program are dedicated to creating communities of support for our student Veterans. Just as returning Veterans from the “Greatest Generation” on the original GI Bill shaped the future of the country and the world, we look forward to similarly impressive contributions from this generation of student Veterans. These Veterans have admirably served us. We need to continue, through programs on our campuses and elsewhere, to serve them. To learn more about PAVE, please visit http://paveoncampus.org/ and view the message below from Matt Collier, VA’s Senior Advisor to the Secretary on Strategic Partnerships. Jane Spinner is project officer for strategic initiatives at the University of Michigan Depression Center and Department of Psychiatry. In this position, she oversees the design, development, and implementation of major projects and initiatives that address the mental health needs of special populations, and helps translate clinical research advances in mental health to those in need in Michigan and nationally. Ms. Spinner has over 30 years of experience in the health care field, with a background as a clinician, health care business executive, and an entrepreneur. She has specific expertise in strategic marketing planning and center of excellence development for health care systems, physician groups, and corporations. She is project director for the M-SPAN programs and services. |
How to Overcome a Gap in Employment© Copyright, 2016, Susan P. Joyce. All rights reserved. Overcoming a gap in employment is essential today, when many people are out of work for months to years. In research at MIT and the Institute for Career Transitions, we have learned that a gap in employment of six months or more makes a job search more challenging. The reason for the difficulty is that employers are, in general, suspicious of someone who hasn’t been employed for a while. Apparently, the nearly-automatic assumption employers make is that the person is unemployed because they aren’t a good employee. Fortunately, being hired with a large employment gap is not “mission impossible.” Specific strategies to address the gap in employment can be very effective and are very helpful. Here’s how: Option 1: Explain Why You Have a GapYou may have been out of work for an extended period, up to several years, for personal reasons, including raising children, caring for elderly parents, recovering from serious illness, or other similar cause. The best approach in these situations is to be open about what has happened. Recent research by Vanderbilt University Law School professor Joni Hersch has shown that when people explain they were taking care of their family or other similar situation, most employers are more inclined to hire them than when the gap is not explained. You can be open on LinkedIn about these gaps. The Professional Headline is accurate, reflecting your profession, but the “current” job on LinkedIn is “Raising my children” or “On temporary sabbatical, raising my children” with a start date (or year) indicated. Don’t add an end date until you have a new job. Don’t supply many details. Simply state the situation, and then move on to focus on your professional qualifications, particularly in a job interview. Option 2: Fill that Gap!If you have been unemployed for more than six months — but not caring for family — the key is to find a good way to fill that employment gap on the resume. The best solution is to find an activity that provides both financial support and relevant experience and activity, if possible. Avoid staying at home all day, sitting in front of your computer submitting job applications. (Completing online job applications is not the way that most people find new jobs, and doing it endlessly without success, as most people do, can be very discouraging and lonely.) Making the Gap Fillers PublicThe goal with all of this activity, in addition to generating income, is to fill a gap on the resume and your LinkedIn Profile. In addition, when the profile is found by a recruiter searching for qualified candidates, the gap between “permanent” jobs will be less visible. Particularly in a job interview, when asked simply state that the old job ended without trashing the former employer or anyone working there. State the fact, sharing a true reason framed positively. For example, say that your former employer downsized (if true), your boss left and the job changed, you want more responsibility, or something positive and true (and brief) related to moving forward with your career. Then, move the conversation on to another topic — ask a question, share one of your qualifications for the job, or say something else relevant to the new job and employer. For more options, read Job Interview Question: Why Did You Leave Your Last Job. 3 Good Options for Filling the Employment GapStay involved in work related activities. Being busy has many benefits like helping you stay up-to-date, or even sharpening your skills to be more competitive. Plus, it is often great for networking and demonstrating your market value. 1. Contract assignments.Hiring contract workers is a popular way for many companies to get important work done without adding permanent staff, similar to the temporary agency approach. Usually contracts are longer term, ranging from a few weeks to several months. Sometimes, the contract is a test to see if adding an employee is appropriate, so contract employment can lead to a permanent job. These opportunities can be found through an agency. Or you connect with these opportunities through sites like Flexjobs.com or the usual job boards and the Craigslist “gigs” listings. The most effective sources depend on your field, target market, and location. This is a combination foot-in-the-door plus a paycheck as an added benefit. This may also demonstrate that the job seeker was able to set up and market their services as a business, something that can be very impressive and appropriate for some corporate cultures, enhancing the job seeker’s market value. This can develop into a career as a freelancer/entrepreneur. Don’t call your consulting work Mary Smith Consulting (if that is your name). Call it something else, like Marketing Advisors Consulting, or whatever is appropriate. That kind of name looks more genuine. 2. Temporary employment.Many employers hire temporary help to fill a necessary function while someone is on vacation or out of the office for a few days to a couple of weeks. Sometimes, the temporary work becomes permanent (often called temp-to-perm). Temporary work is usually sourced through an agency, preferably one with clients who are related to the job seeker’s field and/or target employers. Many job seekers work with more than one agency. As with contract work, temporary work is a foot-in-the-door move plus a paycheck while filling in a gap. Excellent combination! The beauty of this is that you can build a reputation with the temporary agency, have an opportunity to try-before-you-buy with new employers (and vice versa), and expand your networks. On your resume or LinkedIn Profile, designate the agency as your employer. They are the ones who pay you. 3. Volunteer at a nonprofit.Nonprofit organizations almost always need help. So do political campaigns and organizations that support important local issues (from food banks to cancer research). Sometimes even local governments can accept free assistance. Or, perhaps the school that the your child attends needs some parental assistance. Sometimes the work is paid. Often it is unpaid. The work should be relevant and related to your field or adds skills that are missing from your resume. If your goal is a position in marketing in “the real world,” volunteer to help a nonprofit with their marketing, perhaps in an area where the job seeker’s experience is limited or in need of more experience. For example, perhaps you could help the nonprofit with social media marketing or fund raising. During election season (which seems to be permanent these days), volunteering with a candidate or for a cause close to the job seeker’s heart can be beneficial in many ways, from the satisfaction (if the election is won) to the network. The downside could be that the candidate or cause might be viewed negatively by potential employers. Bottom LineThe gap issue can be overcome with planning and preparation. Fill that gap on your LinkedIn Profile and resumes, and be ready to address it in interviews and networking opportunities. Stay positive and prepared. More Explaining Employment GapsJob Interview Question: Why Did You Leave Your Last Job Answering Why You Left Your Last Job When You Were Laid Off Answering Why You Left Your Last Job When You Quit The Interviewer Asked Me Why I Left and I Said too Much
About the Author… Online job search expert Susan P. Joyce Online job search expert Susan P. Joyce has been observing the online job search world and teaching online job search skills since 1995. Susan is a two-time layoff “graduate” who has worked in human resources at Harvard University and in a compensation consulting firm. In 2011, NETability purchased WorkCoachCafe.com, and Susan has been editor and publisher of WorkCoach since then. Susan also edits and publishes Job-Hunt.org, is a Visiting Scholar at the MIT Sloan School of Management, and a columnist on HuffingtonPost. Follow Susan on Twitter at @jobhuntorg and on Google+ |
Progress on Reserve, Guard vet status, vet preference initiatives
By: Tom Philpott -Reprinted with permission ©
2016 Stars and Stripes Two no-cost initiatives to honor the service of Reserve and National Guard members are edging forward in Congress, though final passage this year is still far from certain. The more familiar of the two bills would bestow honorary “veteran” status on up to 200,000 Reserve and National Guard retirees who can’t now be called military veterans as defined under federal law. A newer initiative, being pushed by Reserve Officers Association, would make many more former Reserve and Guard members who were called to active duty under support orders eligible for veterans preference in competing for federal civilian jobs. Here’s a status report on both: Honor America's Guard-Reserve Retirees Act (HR 1384, S 743) Every year more reserve component retirees learn to their surprise that they cannot claim to be veterans, despite part-time careers in service to the nation. These are retirees who were never ordered to active duty other than for initial training and brief periods of annual training. In recent years the lack of veteran status for these retirees stung a bit more with every failed attempt by proponents in Congress to win for them honorary veterans status. Inevitably, it seemed, either the Senate or the House or both fumbled the initiative during a final frantic year-end rush to complete neglected work on behalf of veterans. Particularly frustrating for backers of the Honor America's Guard-Reserve Retirees Act, which has been introduced in the last four Congresses, is that the bills have no cost. The most recent versions specifically state that the reserve component retirees being honored with veteran status “shall not be entitled to any benefit by reason of this honor.” The House last November passed HR 1384 by a vote of 407-to-0. Referred immediately to the Senate, it languished there until May when the veterans affairs committee finally made it part of a massive legislative package called the Veterans First Act (S 2921). The showpiece of that bill is a $3.1 billion plan to phase in for older generations of severely injured veterans the caregiver benefits enacted in 2010 for Post-9/11 veterans. That provision also might be the bill’s fatal flaw if the House rejects the idea. House Veterans Affairs Committee Chairman Jeff Miller (R-Fla.) last May signaled through a committee spokesman that he doesn’t favor expansion of the caregiver program until a rash of problems with the current program, documented by congressional auditors, have been addressed. On Tuesday a House committee spokesman also noted pointedly that 30 separate House-passed veterans bills still await Senate consideration. The tone suggests the two chambers are far apart on how to tackle veteran reform initiatives issues, particularly with a long summer recess and elections this fall shrinking the number of days Congress will be in session. Senate leaders allowed all of June to pass without a floor vote on the Veterans First Act and then adjourn until September. That leaves a lot less time for House and Senate conferees to reconcile very different approaches taken this year on more critical veteran issues. Time will tell if the honorary veteran status language survives to be included in a final veterans omnibus bill or if it gets ignore again during tough negotiations on a lot of other matters, including this year the caregiver expansion favored by the Senate and tougher accountability rules for VA executives sought by the House. Reserve and Guard Veterans Preference Rep. Brad Wenstrup (R-Ohio) has introduced a bill, HR 5526, to improve VA hiring procedures that includes language to extend veterans preference for federal jobs to more Reserve and National Guard members who have been called to active duty. The vet preference initiative was conceived by Reserve Officers Association to better recognize the wartime contributions of today’s “operational” reserve components in contrast to the largely standby role for reserve forces during the Cold War era. The bill, introduced last month, would confer veteran status for the purpose of federal hiring on any reserve component member who has 180 “cumulative” days on active duty under call-up orders. That would relax a current requirement of 180 “consecutive” days for Reserve and Guard to gain veterans preference. Many of the 900,000 Reserve and Guard members activated for the Iraq and Afghanistan wars, and of the 250,000 reservists activated for the first Gulf War of 1990-91 were called up for periods well short of 180 days. In urging leaders on the veterans affairs committees to support the measure, Jeffrey Phillips, executive director of ROA, noted in a letter that Congress has extended veterans’ preference for federal jobs to parents of veterans who died or became severely disabled while serving their country. Commending that development, Phillips argued that the change now sought would recognize the recent pattern of operational support provided by Reserve and Guard, with many serving multiple tours of less than six months, too short to qualify for veterans preference under current law. “They should not be penalized for the nature of their service,” he said. “By being available for shorter durations, Guard and Reserve members demonstrate the flexibility the nation needs, in a cost-effective manner.” He noted that these same members could serve 20 years or more and not accrue the 180 consecutive days of active service needed under current law to qualify for veterans’ preference. Phillips described the initiative as a “virtually cost-free” to “correct this situation and to facilitate employment among our reserve components even as they support the nation.” In a phone interview Phillips and Susan Lukas, director of legislative policy for ROA, said no lawmaker has so far objected to the initiative, a promising sign for inclusion in any omnibus veterans package passed by year’s end. Passage as a standalone bill would be more difficult because HR 5526 has 14 other provisions, some of which do have costs. Indeed a House committee spokesman said “the future of HR 5526 is uncertain because Democrats oppose any offset that would pay for the bill, and have put forth no viable alternatives for offsetting the bill’s cost.”
Send comments to Military Update, P.O. Box 231111, Centreville, VA, 20120, email milupdate@aol.com or twitter: Tom Philpott @Military_Update. |
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