Use your resume to “MARKET” yourself to hiring managers.

  • Make your statements ACTIVE
  • Show how you STAND OUT
  • Tell the story of YOUR WORTH

As I have said in the past, resumes are marketing documents. They are not a career retrospective of what you have done or a boring list of your work history, education, and professional information. Your resume is a SALES tool; you are selling you. So, tell the reader what you bring to the role that puts you at the top of the pile. Really good resumes convey power and display confidence.

While a strong resume won’t get you a job, it will position you as a highly qualified and competitive candidate and provide a compelling introduction to get you to the next step – The Interview for your #DreamJob!

Remember what recruiters are looking for:

  • 77% look for relevant experience
  • 48% frequently consider a candidate’s ability to demonstrate specific accomplishments
  • 41% consider whether the resume is customized to the open position and to the Company


You need a resume that gets results, and I can help you! As a Human Resources professional, and Adjunct Professor, I have helped hundreds of people develop winning resumes. Send me your 1st draft; I will provide a FREE review to help improve your One True Marketing Tool, and make your resume the One That Gets Noticed!

For a free review, email


Checklist for Recruiting and Interviewing

Especially if you have an “HR Department of 1” and are perhaps new to HR and Recruiting, I’ve developed this simple checklist to keep you on-track as you start the candidate search process.

Pre-Candidate (Recruiting) Stage

(for Organizations with Internal Recruiters)

  1. Hiring Manager receives approval to fill / backfill position
  2. Hiring Manager and Recruiter partner to ensure Job Description is revised as needed
  3. Recruiter confirms appropriate Salary Range equity (internal and external)
  4. Recruiter posts Job Opening (remember your Employee Referral Program)
    • Perhaps “Post” on Company Bulletin Board?
  5. Recruiter and Hiring Manager both post Job Opening on her/his LinkedIn, Facebook, Twitter, and other posting options (niche sites; University job boards; etc.)
  6. Recruiter posts on various external sites (both Free and Fee-based), per Job- or Industry-specific needs
    • Typically, start with your Company’s site.
    • You can find dozens of free sites available, including each State’s DOL, SimplyHired, Indeed, ResumeBucket, Goggle+, etc.
  7. When Internal and/or Free Recruiting is slow or ineffective, your Recruiter should connect with Job- or Industry-specific Headhunters
    • Also post on “paid” job boards
  8. Recruiting receives and reviews resumes
  9. Recruiting sends “initially-approved” resumes to Hiring Manager for review. S/he gives OK for Initial candidate list
  10. Recruiting starts Initial Phone Screen interviews

Candidate Stage    

  1. Based on results of Phone screen interviews, Recruiting and Hiring Manager develop final slate of Candidates
  2. Recruiting is responsible for setup of on-site Interviews, including ensuring each Interviewer has Interview Guide materials
  3. Hiring Manager, and others interviews in person; if good job fit, candidate continues process
  4. Recapping with all Interviewers, Recruiting leads Discussion and Decision Process
  5. Recruiting to call each Candidate not chosen to move forward in the Interviewing process, thanks them for their interest in Company, and wishes them well (do this within 3 business days)
  6. Note that your Recruiter should be providing Hiring Managers weekly progress reports

The Future Is Now!!

 You may remember the Saturday morning cartoon, The Jetsons.  They had flying cars, wrist watches that doubled as phones, and video-based communications; we do not have the flying cars yet, but we do have wrist watch-based phones, and we have videophones.  And those videophones are set to take over the job hunting interviewing process.


About 25% of companies are taking advantage of Skype and what it has to offer.  The most obvious usefulness is how well prepared and/or serious a candidate will be when doing this interview. Get familiar with the technical aspects of Skype – use it with family or friends a few times so that you will be prepared when (not “if”) you are asked to be a part of a Skype interview.  Ensure you are not constantly looking down toward your monitor, but instead, like a TV reporter is taught to do; look at the camera, and think of it as the “eyes of your interviewer.” 

 A couple more Skype etiquette tips:

  • Even though you will most likely be doing your Skype interview from home, be sure to look your best!  Use the same professional dress code you would follow for an in-person interview. 
  • Avoid distractions:
    • Turn off other computer programs
    • Turn off your cell phone
    • Close doors to avoid children, pets, or other interruptions.
  • Ask for a contact number once you have logged in; in case any technical challenges arise, you’ll be able to call them back. 
  • Ask the interviewer if they can see and hear you well, before the ‘official’ start of the interview, so you can make any needed adjustments. 

Good luck with your job search, and have fun with your Video interview!