The Resume Store's GET-A-JOB Blog

Do not try to be more than you are; do not try to wear another’s shoes; be proud of those that fit you best, your own!

Editorial by Arnie Sherr, The Resume Store February 19, 2012 - 7:00 a.m.

It seems at least from my interviews with potential customers, they feel they must perform better and more perfectly than all other candidates must in order to get the offer of employment. No wonder they are overtly nervous at interviews. The perception that only a perfect interview wins is a misnomer. Factually, interviewing under that perception most assuredly sets a path for failure.  

The facts are clear; "Nobody is everything to everyone or everything."

The most anyone can ask of themselves is to be the best they can be, not better than other candidates, especially because they do not know the others who seek to win the same offer. Although in many ways interviewing is a lot like a political election campaign, the main difference is that campaign candidates know their competition. Because they know with whom they compete, they have the opportunity to set strategies to be a better and more effective campaigner.

Interviews, because the competition is unknown to the candidate requires candidates to “be the best they can be.” Trying to be more than that which comes naturally is obvious to learned interviewers and is detrimental.

You need only be a strong candidate because "Nobody is everything to everyone or everything." Please, never loose that thought!

Assess and be confident of your value to a potential employer. Be humble, confident and most of all, self-assured. If you are all of those qualities, your chances of getting the offer of employment are as good as or better than most.

What many candidates do not realize is that there are other factors at play, the likes of which they have absolutely no control. One such factor is a chemistry established between the candidate and the interviewer.  Most times, a chemistry of this nature has little to do with resume content or even the interview; it is generally a feeling cemented through magnetic personality connections. Not much different than when meeting someone in social situations; you know there is a definite connection, but cannot put your finger on why.

In the entertainment industry trying to be more than you are, is “over-acting.” In sales, it is over-selling and since interviewing is a selling process, trying to hard is “over-selling.”  You can bet your future, interviewer’s spot over-acting and over-selling in a heartbeat.

To have a great interview, do not think about winning the game; play each point within yourself.

“Do not try to be more than you are; do not try to wear another’s shoes; be proud of those that fit you best, your own!” - Arnie Sherr

 

 

 

Cover Letters that get results address the real reasons with which employers make hiring decisions

ARNIE SHERR, PRESIDENT AND CEO - THE RESUME STORE DECEMBER 25, 2011

From About.com

Effective cover letters explain the reasons for your interest in the specific organization and identify your most relevant skills or experiences (remember, relevance is determined by the employer's self-interest). They should express a high level of interest and knowledge about the position. READ MORE

6. Identify your most relevant skills and experiences. Don't just duplicate your resume. Rather, include the skills that most match the job. READ MORE

From eHow.com/money

Each cover letter must be written for a specific employer. You can recycle some of the text for cover letters within the same industry, but each letter should contain a reference to a specific detail about the employer or company. You should research important business or technological trends within your industry, significant recent transactions, hiring trends and popular terms, phrases and subject matter.

Learn all you can about the history of any company to which you apply. Identify its major clients, review any important recent transactions, and study its hiring trends and employment needs. The more you know about an industry and a particular company, the more effective your cover letter will be. READ MORE

Above are two of many misguided answers to what message cover letters should tell!

The facts are abundantly clear; employers do not make hiring decisions based on resume content. From them they make only interview decisions. Albeit there are rigorous rules and guidelines for writing resumes, rules that although content is important are restricted to formatting and relevance. However important is resume content, the word relevance is paramount.

To be succinct, resumes are brag sheets. Perhaps that is why it is challenging to write one’s own resume. Most people own varying degrees of humility; therefore, telling others how great they are may be an uncomfortable position. Most fear being though of as arrogant or egotistical, two disparaging human characteristics, at best. Since employers have no viable way of discerning how well applicants perform that to which is written to resumes, they look to identify other means of determining those attributes and characteristics that by there very nature, resumes fail in exhibit. Such attributes and characteristics provide insight into personal credibility, integrity, believability, competence, confidence and more. Such characteristics and attributes become apparent from the manners in which candidates participate within the interview process.

An example may be the interview performance of a candidate vying for a sales management position. To understand the following, it is important to know that of the best salespersons, in order to make sales, the single most important attribute is the ability to control the sales process. That said; the best way to reinforce this single most important resume declaration is to take control of the interview process. If such candidates successfully demonstrate this important selling attribute through their actions at interviews, it makes sense that interviewers tend to believe that all or most other resume declarations are credible and accurate. Such demonstrations solidify other such resume ‘bragging’ points in addition to ‘control’ and succeeds remarkably in increasing job offer probabilities which, brings me back to the original purpose of this writing, “the real reasons with which employers make hiring decisions and how that relates to cover letters.”

The two excerpts about cover letters from About.com and eHow.com/money above, exemplify that which most, if not all, job seekers send along with their resumes to demonstrate interest in respective job postings. It is akin to every applicant showing up for interviews following identical cover letters and resumes as well as wearing the exact same outfits, color and all. Essentially, there is nothing to raise one above the other. How challenging a hiring decision is this to make? WOW, which of these five identical candidates’ best meets our needs? Perhaps we may toss a coin!

In advertising, a media in which the objective is to promote one thing over another, there are two objectives proved most effective as memory inducers, unique and obnoxious. Certainly, it is agreed that obnoxious in the job search is counterproductive; however, unique works as well in the job search as it has historically in advertising. Who among us does not recall, “Where the Beef” or “This Bud’s for You?” Considering the aforementioned, what within your cover letter depicts you as unique and clever, a step or so above the competition, so to suggest? Certainly expounding upon resume content, no matter how relevant to the posting, places you not ahead of the pack, but well within its mediocrity.

What has proved successful for The Resume Store’s customers are cover letters that allude to those attributes and characteristics that interviewers dig deep to ascertain. The kinds of information with which they may consider as demonstrated evidence that particular candidates are, with a high degree of certainty, more qualified than others interviewed; that indeed, their ‘brag’ sheets are true to a fault.

Just as in the advertising arena, cover letters, which are synonymous to print, radio, TV, or internet ads, must create a call to action. Just as, it is hoped, that print, radio, TV, or internet ads induce calls of inquiry or better yet, visits to the advertiser’s place of business to properly investigate the subject of the ad, cover letters must also create a call to action. For cover letters, such calls to action begin with directing them to accompanying resumes after which they engage respective applicants in phone interviews, or invite them to attend mutually convenient in-person interviews. I am beleaguered to understand how repeating or expounding upon "resume content" does anything more than accentuate boasting or bragging. Furthermore, it is redundant.

The following are excerpts of actual cover letters that have proved effective in successfully genererating interviews :

Please note: Passion, a vigorous kind of enthusiasm felt deep within, is not easy to explain or define. For me it is an indefinable phenomenon; one that propels in directions that seem motivated by forces beyond my control. Many support my assertion that passion drives faster and farther than simply knowledge and experience. Merge all three and success is inevitable.

Coming from an entrepreneurial background, I offer remarkably unique attributes, the kind of attributes that grow and reinforce self-ruling passion driven achievement beyond personal expectations.    

_______________________________

Please note: Florence Nightingale said, “I stand at the altar of the murdered men, and, while I live, I fight their cause.”

Few career choices offer employment potential and security as does nursing. With the onset of the baby boomers, the demand for qualified nurses is certain to limit nursing resources needed to serve the US Military at home and abroad. As a career-nursing professional, I am enthusiastic at the prospect of providing exemplary healthcare to DOD (Department of Defense) beneficiaries at Aviano Air Base, Italy. Feeling strongly about serving Americas’ military, I too continue, as a dedicated nurse professional, “to fight their cause.”

____________________________________

The quote that headlines this Cover Letter

“There are no traffic jams along the extra mile”
ROGER STAUBACH

Please note: Peter Drucker (1909-2005) who known as the father of modern management said, “Quality in a service or product is not what you put into it; it is what the client or customer gets out of it.”

I think what I have come to love about retail is how easily customers can be satisfied. Yet, many leave feeling mistreated or neglected by retail staff that fail to grasp the importance of excellent customer service, regardless of how focused or unfocused management is with respect to training store staff on ensuring positive shopping experiences for Gap Customers.  As a Gap, Inc. retail troubleshooter, many of the challenges I face emanate from issues related to customer service. Working with management teams, we come together to set forth strategies that remove perceived traffic jams and detours, etc. Since April 2004, I along with many Gap managers have proven that going that extra mile provides avenues to growth, prosperity and advancement.

Ask others to read your cover letter. Does it create an emotion response? Does it create a call to action? If not, then others whose cover letters do are passing you by.

In order for The Resume Store’s experienced writers to create highly motivating cover letters, a 45-minute to 1- hour consultation is required. Our in-person, by Webcam or over the phone consults, allow us to derive that which we need to know to put our creative juices to work writing cover letters that create a call to action.

Of course, there are those that disagree with our methods. Among them are, surprisingly, a minority of human resource personnel.  That said; when our cover letters come before their eyes, they driven as are most others, to action.

If you are happy with your present resume, we are available to discuss your cover letter independently. You may contact us via our website: www.TheResumeStore.info

Posted by The Resume Store at 12/25/2011 6:36 AM
Categories: uncategorized
Tags: COVER LETTERS

Cover Letters that get results address the real reasons with which employers make hiring decisions

ARNIE SHERR, PRESIDENT AND CEO - THE RESUME STORE DECEMBER 22, 2011

From About.com

Effective cover letters explain the reasons for your interest in the specific organization and identify your most relevant skills or experiences (remember, relevance is determined by the employer's self-interest). They should express a high level of interest and knowledge about the position. READ MORE

6. Identify your most relevant skills and experiences. Don't just duplicate your resume. Rather, include the skills that most match the job. READ MORE

From eHow.com/money

Each cover letter must be written for a specific employer. You can recycle some of the text for cover letters within the same industry, but each letter should contain a reference to a specific detail about the employer or company. You should research important business or technological trends within your industry, significant recent transactions, hiring trends and popular terms, phrases and subject matter.

Learn all you can about the history of any company to which you apply. Identify its major clients, review any important recent transactions, and study its hiring trends and employment needs. The more you know about an industry and a particular company, the more effective your cover letter will be. READ MORE

Above are two of many misguided answers to what message cover letters should tell!

The facts are abundantly clear; employers do not make hiring decisions based on resume content. From them they make only interview decisions. Albeit there are rigorous rules and guidelines for writing resumes, rules that although content is important are restricted to formatting and relevance. However important is resume content, the word relevance is paramount.

To be succinct, resumes are brag sheets. Perhaps that is why it is challenging to write one’s own resume. Most people own varying degrees of humility; therefore, telling others how great they are may be an uncomfortable position. Most fear being thought of as arrogant or egotistical, two disparaging human characteristics, at best. Since employers have, no viable way of discerning how well applicants perform that to which is written to resumes, they look to identify other means of determining those attributes and characteristics that by there very nature, resumes fail in exhibit. Such attributes and characteristics provide insight into personal credibility, integrity, believability, competence, confidence and more. Such characteristics and attributes become apparent from the manners in which candidates participate within the interview process.

An example may be the interview performance of a candidate vying for a sales management position. To understand the following, it is important to know that of the best salespersons, in order to make sales, the single most important attribute is the ability to control the sales process. That said; the best way to reinforce this single most important resume declaration is to take control of the interview process. If such candidates successfully demonstrate this important selling attribute through their actions at interviews, it makes sense that interviewers tend to believe that all or most other resume declarations are credible and accurate. Such demonstrations solidify other such resume ‘bragging’ points in addition to ‘control’ and succeeds remarkably in increasing job offer probabilities which, brings me back to the original purpose of this writing, “the real reasons with which employers make hiring decisions and how that relates to cover letters.”

The two excerpts about cover letters from About.com and eHow.com/money above, exemplify that which most, if not all, job seekers send along with their resumes to demonstrate interest in respective job postings. It is akin to every applicant showing up for interviews following identical cover letters and resumes as well as wearing the exact same outfits, color and all. Essentially, there is nothing to raise one above the other. How challenging a hiring decision is this to make? WOW, which of these five identical candidates’ best meets our needs? Perhaps we may toss a coin!

In advertising, a media in which the objective is to promote one thing over another, there are two objectives proved most effective as memory inducers, unique and obnoxious. Certainly, it is agreed that obnoxious in the job search is counterproductive; however, unique works as well in the job search as it has historically in advertising. Who among us does not recall, “Where the Beef” or “This Bud’s for You?” Considering the aforementioned, what within your cover letter depicts you as unique and clever, a step or so above the competition, so to suggest? Certainly expounding upon resume content, no matter how relevant to the posting, places you not ahead of the pack, but well within its mediocrity.

What has proved successful for The Resume Store’s customers are cover letters that allude to those attributes and characteristics that interviewers dig deep to ascertain. The kinds of information with which they may consider as demonstrated evidence that particular candidates are, with a high degree of certainty, more qualified than others interviewed; that indeed, their ‘brag’ sheets are true to a fault.

Just as in the advertising arena, cover letters, which are synonymous to print, radio, TV, or internet ads, must create a call to action. Just as, it is hoped, that print, radio, TV, or internet ads induce calls of inquiry or better yet, visits to the advertiser’s place of business to properly investigate the subject of the ad, cover letters must also create a call to action. For cover letters, such calls to action begin with directing them to accompanying resumes after which they engage respective applicants in phone interviews, or invite them to attend mutually convenient in-person interviews. I am beleaguered to understand how repeating or expounding upon "resume content" does anything more than accentuate boasting or bragging. Furthermore, it is redundant.

The following are excerpts of actual cover letters that have proved effective in successfully genererating interviews :

Please note: Passion, a vigorous kind of enthusiasm felt deep within, is not easy to explain or define. For me it is an indefinable phenomenon; one that propels in directions that seem motivated by forces beyond my control. Many support my assertion that passion drives faster and farther than simply knowledge and experience. Merge all three and success is inevitable.

Coming from an entrepreneurial background, I offer remarkably unique attributes, the kind of attributes that grow and reinforce self-ruling passion driven achievement beyond personal expectations.    

_______________________________

Please note: Florence Nightingale said, “I stand at the altar of the murdered men, and, while I live, I fight their cause.”

Few career choices offer employment potential and security as does nursing. With the onset of the baby boomers, the demand for qualified nurses is certain to limit nursing resources needed to serve the US Military at home and abroad. As a career-nursing professional, I am enthusiastic at the prospect of providing exemplary healthcare to DOD (Department of Defense) beneficiaries at Aviano Air Base, Italy. Feeling strongly about serving Americas’ military, I too continue, as a dedicated nurse professional, “to fight their cause.”

____________________________________

The quote that headlines this Cover Letter

“There are no traffic jams along the extra mile”
ROGER STAUBACH

Please note: Peter Drucker (1909-2005) who known as the father of modern management said, “Quality in a service or product is not what you put into it; it is what the client or customer gets out of it.”

I think what I have come to love about retail is how easily customers can be satisfied. Yet, many leave feeling mistreated or neglected by retail staff that fail to grasp the importance of excellent customer service, regardless of how focused or unfocused management is with respect to training store staff on ensuring positive shopping experiences for Gap Customers.  As a Gap, Inc. retail troubleshooter, many of the challenges I face emanate from issues related to customer service. Working with management teams, we come together to set forth strategies that remove perceived traffic jams and detours, etc. Since April 2004, I along with many Gap managers have proven that going that extra mile provides avenues to growth, prosperity and advancement.

Ask others to read your cover letter. Does it create an emotion response? Does it create a call to action? If not, then others whose cover letters do are passing you by.

In order for The Resume Store’s experienced writers to create highly motivating cover letters, a 45-minute to 1- hour consultation is required. Our in-person, by Webcam or over the phone consults, allow us to derive that which we need to know to put our creative juices to work writing cover letters that create a call to action.

Of course, there are those that disagree with our methods. Among them are, surprisingly, a minority of human resource personnel.  That said; when our cover letters come before their eyes, they are driven as are most others, to action.

If you are happy with your present resume, we are available to discuss your cover letter independently. You may contact us via our website: www.TheResumeStore.info

The United States Secret Service is hiring and training Special Agents - Have you got what it takes?

The United States Secret Service

Special Agent

The United States Secret Service is mandated by statute and executive order to carry out two significant missions: protection and criminal investigations. During the course of their careers, special agents carry out assignments in both of these areas and must be available to be assigned to duty stations anywhere in the world.

The Secret Service protects:

• The president, the vice president (or other individuals next in order of succession to the Office of the President), the president-elect and vice president-elect
• The immediate families of the above individuals
• Former presidents, their spouses for their lifetimes, except when the spouse remarries. In 1997, Congressional legislation became effective limiting Secret Service protection to former presidents for a period of not more than 10 years from the date the former president leaves office
• Children of former presidents until age 16
• Visiting heads of foreign states or governments and their spouses traveling with them, other distinguished foreign visitors to the United States, and official representatives of the United States performing special missions abroad
• Major presidential and vice presidential candidates, and their spouses within 120 days of a general presidential election
• Other individuals as designated per Executive Order of the President
• National Special Security Events, when designated as such by the Secretary of the Department of Homeland Security

The Secret Service investigates:

• Violations of laws relating to counterfeiting of obligations and securities of the United States
• Financial crimes that include, but are not limited to, financial institution fraud, false identification documents, access device fraud, advance fee fraud, computer and telecommunications fraud, electronic funds transfers and money laundering as it relates to the agency's core violations
• Computer-based attacks on the nation's financial, banking and telecommunications infrastructure

Foreign Language Proficiency A one time recruitment bonus, 25 percent of basic annual pay, will be paid to newly hired special agents, who are identified as having a foreign language skill and can test at the S-3 level. This level requires that the applicant be able to speak the language with sufficient structural accuracy and vocabulary to participate effectively in most formal and informal conversations on practical, social and professional topics. The recruitment bonus must be approved prior to the applicant's first day of employment and will be paid as a lump sum, upon successful completion of all required training and graduation from the U.S. Secret Service training program. The actual payment will depend on the availability of funds. The Secret Service also has a Foreign Language Cash Award Program. This program pays a cash award of up to 5 percent of basic pay to any individual who possesses and makes substantial use of one or more foreign languages in the performance of official duties. Newly hired special agents may be initially assigned, and reassigned during their career, to offices where a language skill best serves the needs of the Secret Service.

Steps to Becoming a Special Agent

Requirements and Qualifications

To be CONSIDERED you must:

• Be a U.S. Citizen
• Be between the ages of 21 and less than 37 at the time of appointment
• Possess a current valid driver's license
• Possess visual acuity no worse than 20/60 uncorrected, correctable to 20/20 in each eye

Note: Lasik, ALK, RK and PRK are acceptable corrective eye surgeries for special agent applicants. Applicants will be considered eligible for the special agent position provided specific visual tests are passed three months after Lasik surgery and six months after all other surgeries.

To qualify at the GL-7 level you must:

• Possess a bachelor's degree from an accredited college or university with superior academic achievement.
• Superior academic achievement is defined as meeting at least one of the following requirements:
• Being in the upper third of your graduating class
• Having a grade point average of 3.0 or higher out of a possible 4.0, based on four years of undergraduate education or based on courses completed during the final two years of curriculum
• Having a grade point average of 3.5 or higher out of a possible 4.0, based on required courses completed in your major or required courses in your major completed during the final two years of curriculum
• Being a member of a national scholastic honor society that meets the requirements of the Association of College Honor Societies

 

OR

• Possess at least one full year of graduate level education (i.e. 18 semester hours).
  
  OR
• Possess at least one year of specialized experience equivalent to the GL-5 level which is in or directly related to the line of work of the position.
  
  Specialized experience is defined as assisting in:

• Carrying out investigations of alleged or suspected violations of the law
• Conducting surveillance and undercover activities or operations
• Apprehending and arresting persons suspected of violations
• Organizing evidence for presentation to prosecution officials

To qualify at the GL-9 level you must:

• Possess a master's or equivalent graduate degree (such as LL.B. or J.D.) from an accredited college or university
  
  OR
• Possess at least one year of specialized experience equivalent to the GL-7 level, which is in or directly related to the line of work of the position.
  
  Specialized experience is defined as independently…

• Carrying out limited investigations of alleged or suspected violations of the law
• Conducting surveillance and undercover activities or operations, raids and/or seizures
• Apprehending, arresting, interviewing, and interrogating persons suspected of violations of the law
• Organizing evidence for presentation to prosecution officials

Maximum Entry Age Restriction

On August 26, 2009, the Office of Personnel Management (OPM) published a memorandum for all Heads of Departments and Executive Agencies related to hiring of preference eligible veterans applying for federal positions with maximum entry-age restrictions. As directed by OPM, the U.S. Secret Service will conduct an analysis of all Secret Service positions having maximum entry age restrictions to determine whether a maximum entry age requirement is essential to the performance of the position. Applicants eligible for veterans' preference who exceed the current maximum entry age requirement will continue to be processed during this ongoing analysis. No final determination regarding affected applicants will be made until completion of this analysis. If it is the determination of the U.S. Secret Service that the requirement is not essential to the position, then the Agency will waive the maximum entry-age requirement for veteran's preference eligible applicants for that position. Proper notification to all affected parties will be published when the analysis has been completed.

Selective Service

As a condition of employment, male applicants born after December 31, 1959, must certify that they have registered with the Selective Service System, or are exempt from having to do so under Selective Service law.

Physical Fitness Evaluation

Applicants must pass a medical examination by an authorized government physician, which includes vision, hearing, cardiovascular and mobility of extremities. In addition, applicants must be determined physically fit by an authorized government physician to perform strenuous and physically demanding duties.

Treasury Enforcement Agent (TEA) Test

Applicants must pass the Treasury Enforcement Agent examination and a report writing test.

If you have previously taken the Treasury Enforcement Agent exam (TEA) with another agency, you may submit a copy of your results to the Secret Service at the time of application along with the rest of your supplemental documentation. Determination will be made as to whether the rating score is valid and up to date.

Interviews

Applicants must pass a series of in-depth interviews.

Top Secret Clearance

Applicants must be able to obtain a Top Secret clearance. Applicants must pass a pre-employment polygraph examination, drug screening and extensive background investigation. Completion of a full investigation is required before appointment. Follow this link to learn more about the background investigation.

Appointment

Initial appointment to the special agent position is normally made in the excepted service.

Pay and Work Schedule

Special agents are generally hired at the GL-7 or GL-9 grade levels depending on qualifications and education. Based on those grade levels and the assigned geographic area, the 2010 starting salary range is $43,964 - $74,891.

An additional 25% Law Enforcement Availability Pay (LEAP) will be added to locality pay. While assigned to field offices special agents are normally assigned to work a 40-hour (normal business) workweek (e.g., 9:00 a.m.- 5:30 p.m.), Monday through Friday. Due to the receipt of LEAP, special agents usually work an average of two additional hours per day. During certain assignment the hours worked by special agents will vary depending on the nature of these assignments, which include, but are not limited to, conducting criminal investigative and protective assignments and/or being assigned to a protective detail. Special agents are required to work hours other than normal business hours (e.g., 12 a.m.-8 a.m., 4 p.m.-12 a.m., 10 a.m.-6 p.m., 6 a.m.-2 p.m., 2 p.m.-10 p.m., etc.) with the addition to 2 or more LEAP hours, on a daily basis.

Training

Special agent trainees must successfully complete the 10-week Federal Law Enforcement Training Center's (FLETC) Basic Criminal Investigator Training program in Glynco, Georgia and the 17-week Special Agent Basic Training program at the James J. Rowley Training Center outside Washington, D.C.

Failure to pass either training program on the first attempt will result in separation from the United States Secret Service.

Firearm Proficiency

Newly appointed special agents, upon completion of training, are required to carry a firearm for the performance of their duties. Special agents will be required to maintain firearms proficiency.

Travel and Relocation

Newly appointed special agents may be assigned to duty stations anywhere in the United States. Throughout their careers, agents may experience frequent travel and reassignments to Secret Service offices located throughout the United States or liaison assignments in foreign countries. Candidates must sign a mobility agreement stating their willingness to accept assignments anywhere within the United States and overseas.

Conditions of Employment

Special agents will be required to carry out assignments in the areas of protection and investigations; work long hours in undesirable conditions on short notice; travel away from home for periods ranging from one to 30 days or longer. Additionally, special agents are requested to work undercover assignments as needed.

The special agent position is a key position in accordance with Department of Defense Directive 1200.7.

Benefits

Federal employees are eligible to participate in the following benefits programs. Find more information about benefits by clicking on each program below:

• Federal Employees Health Benefits (FEHB)
• Federal Employees Group Life Insurance (FEGLI)
• Federal Long Term Care Insurance Program (FLTCIP)
• Retirement
• Thrift Savings Plan
• Benevolent Fund
• Federal Holidays
• Annual and Sick Leave
• Federal Flexible Spending Account

For More Information

If you have questions, please contact the Secret Service Recruitment Program at 202-406-5830, or TTY 202-406-5390.

How to Apply

To view and apply for our vacancies please follow this link.

You may also call 888-813-8777 for a listing of our current vacancies.

An Equal Opportunity Employer

“Been there, done that”

Editorial by Arnie Sherr, President and CEO - The Resume Store November 25, 2011

I suppose the question pondered by many seeking the guidance of counselors may be, “do you really understand that with which I struggle day to day?  As an employment counselor, questions asked are critical to the employment objectives of my clients. Had I never experienced the rigors of unemployment, I would be hard-pressed to be empathetic about that which they struggle; bills unpaid, saying no to sons and daughters asking for allowances, cutting corners at the food market, and so much more. The fact is, I believe my clients have much more confidence in my expert abilities because there is evidence, I have “been there, done that.” Like me, there are multitudes of others whose careers dedicate to helping others. People seeking guidance usually deal with a professional, who helps with personal, social, or psychological problems; who gives advice on such matters as careers, education, or health or in a social setting, perhaps a friend, relative or coworker who is willing to give advice.

According to the Bureau of Labor and Statistics, Occupational Outlook Handbook, 2010-11 Edition, rehabilitation counselors help people deal with the personal, social, and vocational effects of disabilities. They counsel people with both physical and emotional disabilities resulting from birth defects, illness or disease, accidents, or other causes. They evaluate the strengths and limitations of individuals, provide personal and vocational counseling, offer case management support, and arrange for medical care, vocational training, and job placement. Rehabilitation counselors interview both individuals with disabilities and their families, evaluate school and medical reports, and confer with physicians, psychologists, employers, and physical, occupational, and speech therapists to determine the capabilities and skills of the individual. They develop programs to develop job skills, to get jobs and to provide opportunity for community integration. Trained rehabilitation counselors recognize and help lessen environmental and attitudinal barriers. Methods may include providing education and advocacy services to individuals, families, employers, and others in the community. Rehabilitation counselors work toward increasing the capacity to live independently by facilitating and coordinating with other service providers.

Substance abuse and behavioral disorder counselors accept the challenge of helping people who have problems with alcohol, drugs, gambling, and eating disorders. They assist them in identifying behaviors and problems related to their addiction. Counseling is generally on an individual basis, but when appropriate, group settings may provide added benefits such as crisis counseling. Trained counselors assist in developing personalized recovery programs to establish healthy behaviors and provide coping strategies. Often, counselors work with affected family members. Many counselors conduct programs and community outreach aimed at preventing addiction through education and seminars. Counselors “must” be able to recognize how addiction affects the entire person and those with whom their lives touch.

I am not an expert on the finite duties, knowledge and experience required to affect positive results for the areas above except for those involving job searching, careers and employment. However, of this, I am certain; counselors that have lived the experience or experiences for which they provide counseling are much more empathetic and understanding than if not.  Hearing and believing the words, “I understand how you feel” or “I know from where you come” is much more impacting when said by counselors and advisors that have “been there, done that.”

If personal experiences and motivations enhance your qualifications, presenting those driving factors within your cover letter and resume is essential. They are the kinds of information on which hiring authorities base hiring decisions. In fact, your entire interview strategy is best when such enhancements are the theme of your presentation. Be certain the resume service you choose is capable of introducing this important aspect within your cover letter and resume. It sets the stage for your “been there, done that” interview presentation.     

Jobs, and the Law of Averages

Quantum Mechanics

First published Wed Nov 29, 2000; substantive revision Tue Sep 1, 2009

Quantum mechanics is, at least at first glance and at least in part, a mathematical machine for predicting the behaviors of microscopic particles — or, at least, of the measuring instruments used to explore those behaviors — and in that capacity, it is spectacularly successful: in terms of power and precision, Quantum Mechanics is head-and-shoulders above any previous theory. Mathematically, QM is easy to understand. We know its parts, how they are put together, and why, in the mechanical sense (i.e., such as the number of wins the house will get at a roulette wheel), the whole thing performs the way it does, how the information that gets fed in at one end is converted into what comes out the other. READ MORE

For scientists, the question of what kind of a world it describes is, however, controversial.  But of a person's chances for employment, it seems as though QM is an accurate predictor of probability.

I am certain, after reading the above, your inclination is to reread it or discard it as poppycock. However, if you will cut me some slack, I will try to explain the relationship between the probabilities of Quantum Mechanics and the probabilities of getting a new job.

By now you must be thinking, “This dude is nuts.” Well, if so please humor me by reading on.

Slipping past all of the technical mumbo-jumbo, the essence of QM has much to do with the probabilities we deal with day to day. Such probabilities are inherent of State lotteries. Using the theory of QM, States calculate with surprising accuracy the number and amounts paid out to winners. They calculate these on daily, weekly, monthly, and annual basis. The science is so defined they can actually measure each game incorporating historical data. In fact, all forms of gambling are calculable with precision using QM. Its theory explains why bookies (bookmakers) tend to make more than they loose, casinos always yield profits and even neighborhood church bingo-nights earn predictable yields.

The roulette wheel, for example, has a 1 in 29-win probability for the player. For the house, the win probability is 29 to 1. Imagine 12 players placing bets on 12 different numbers. Should one player win, the house picks up the other 11 losses. It is surprising that using QM they may calculate with pinpoint accuracy how much revenue each game, each minute of everyday, week, month and year they will take in from gambling. It gets down to simple math and “The law of large numbers / "The law of averages."

Perhaps now you are ready to call-out the men in the white coats! Hold on now, read on; it is soon to make sense.

If the probability of throwing a double-6 with two dice is 1/36, then the more times we throw the dice, the closer, in proportion, will be the number of double-6s thrown of the total number of throws. That, of course, increases the probability or chances of a win. Well, the job search is theoretically similar.

The more resumes you send the better your chances of getting interviews. If you add to that an active networking agenda the chances increase significantly. It you add aggressive follow-ups and making cold calls to area businesses; well, by now you know the answer to that scenario too.

Ahh, but is it really, quite that simple? Let us travel back to the casino for a bit…

Mr. Trump, after gathering his expert’s scientific calculations realizes his nearest competitor, Bally’s Hotel and Casino, is stealing his thunder. He realizes he must do something to rekindle his revenue from gambling. According to QM, the probability factor is what it is. Therefore, his options are to do things that bring more patronage to his Trump Plaza Casino. Without examining particulars, Mr. Trump will set forth promotions and strategies designed to take business back from Bally’s and other area casinos. Although the law of averages remains in tact, revenue increases due to additional players. The magic wand here is in the value and consumer appeal of the promotions he implements.  And, after all is said and done, his competition will respond in-kind.     

So then, what has this to do with your job search? Consider that the law of averages attained from your efforts is a constant per your present activities, you too have competition; therefore, how can you steal their thunder? Like “The Don,” you may improve your advertising materials – your cover letter and resume. You might increase or improve upon your job search strategy by consulting professional coaches and advisors (Trump’s Marketing Team). If you are getting interviews, but are not getting offers, a bit of interview coaching may be in order.

My point is this; the Law of Averages when all things said and done are equal, is a scientific reality. However, there are no limits to what and how you may increase your own numbers (not probability). Remember, whether 1 of 20, 20 of 400 or 50 of 1000 and so on, the law of averages remains constant. The only manner in which you may increase interviews is by increasing either the “to” number or bettering the quality of your job seeking documents. Do both, and your numbers, not your odds,  increase exponentially.

 

Lori Pritchard asked, "When trying to create positive change, it often involves getting rid of things or people in your life who are causing more harm than good. What problem(s) you have experienced in breaking negative ties?"

About Lori Pritchard, PhD Candidate

Arnie Sherr wrote: Two words within your question are not part of my vocabulary, “problem” and “negative.” The word "negative" is perceptive at best. What is “negative” for one may be another’s positive. In determining if something or someone presents an unfavorable circumstance, it is important to assess one’s own contribution to that which we deem as “negative.”  I think a better description of such situations, relationships, or circumstance falls under the umbrella of compatibles or in the case of your question, incompatibles.

Separating one’s self from incompatibles is easily prosecuted and generally requires no explanation; that is, unless an explanation is requested. For example, if found in an employment situation for which the employee receives little or no appreciation, value or satisfaction; resignation may be in order. Crying foul and criticizing a previous employer is unjustified regardless of sour grape perceptions because, 1) serves no personal or professional purpose, and 2) such hostilities generally arise when situations are essentially incompatible. One person’s incompatibility may be another’s compatibility.       

 Breaking incompatible relationships offer other considerations, especially for those who embrace sensitivity. For people who are not sensitive to the needs of others, breaking “negative” ties is generally a mechanical process. If goodbyes in whatever form are tendered by insensitive people, and many times the absence of goodbyes is replaced by unexplained disappearance; they may be structured as “you can do better” or “I am not worthy of you”, patronizing reasons for escaping – coward/dishonest.

In all scenarios, whether breaking ties is easy or challenging, or is directly related to how one participated in the relationship. It matters not if the relationship is between two or more persons, an employer, or any group in which there are personal or professional ties. If one participated with integrity, sensitivity and sincerity, then viewing the breakaway as mere incompatibility is logical. On the contrary, if one participated in the relationship dishonestly, breaking away involves a series of challenges that include accepting responsibility for hurting someone or something; bearing the guilt and ramifications that may result. It is in these cases that those initiating the breaking of ties generally try to avoid guilt by deferring blame by telling the entity or person that, in whatever form, they are not worthy of the entities’ or person’s relationship.

Then there is the issue of “positive” change. Change is of the most unsettling mental weights. Most humans find change difficult to decide and if having made the decision, even more difficult to expedite. Often times, after change(s) has occurred, the “changer” regrets having done so. Therefore, I advise my clients when considering changing jobs or career paths to dig deep into the research aspect before acting upon what may be impulsive motivations. Most times reason for change relates to perceptions of “stress.” Once I make the point that there is no stress, only stressful thoughts, the conversation changes to “What can I do view things differently? Wayne Dyer PhD said, “If you change the way you look at things, the things you look at change.” Ergo, if the relationship or situation appears “negative” or incompatible, is it really?  One person’s negative may be another’s positive.

Since it my experience that most make changes impulsively, my best advice is to slow the process and rethink the situation when emotions are uninvolved. Emotions distort reality; therefore, many find that what feels right when upset, hurt, angry or otherwise, is much less troubling after emotions have quelled.

But then, there is another side to the “change” coin.

“Why Change is so Hard”

Managing Change - Why Change is so Hard and What to Do about It

By Jack Zavada

Change is hard—so hard, in fact, that most of us avoid it at all costs.

By avoiding change, we create even bigger problems, such as lost opportunities, broken relationships, or sometimes a wasted life. Millions of people who need to change are drifting along with no real purpose, no joy, feeling as if they are traveling a dead end street.

I can relate. I have had to make some major changes in my life, and each time they were painful. I usually fought those changes until I reached my misery threshold, then I reluctantly did something rash to escape the bad situation. READ MORE

This is more reason to rethink and rethink; to be sure, it is not enough to merely want change, it must be right. Making change decisions are difficult and disconcerting whether right or wrong; however, wrong change decisions are doubly or more hurtful to all concerned. Therefore, being certain and second-guessing what appears as certainty is in order.