I just finished reading several blog posts referencing LinkedIn’s recent post about the top 10 overused buzzwords on LinkedIn profiles. Everyone makes good points about why words like creative, organized, and motivated don’t make compelling profile content or prove the impact a candidate has had on past employers or how they can solve a prospective employer’s problems. And everyone agrees that these references to personal attributes should be banned from profiles whenever possible in favor of tangible, accomplishment-focused, metrics-driven proof of professional performance.

But have you ever stopped to think why job seekers include these words on their profile? Because if you look at 99% of the job postings out there, the job descriptions are filled with useless references to personal attributes. So job seekers have little information to go on and they opt for matching their resumes and profiles to the lousy descriptions they see in the job postings.

I recently did a random search of job postings in three different fields at three different professional levels. None of the descriptions conveyed much of anything about the type of person the company was seeking past the difficult to measure, subjective personal attributes. In other words, all the job descriptions sucked. Let’s take a closer look.

For a sales position:

The ideal candidate is an aggressive go-getter and results driven with excellent communication and presentation skills; capable of multi-tasking; dependable, flexible, organized, friendly, and professional; and willing to travel (40% overnight). Three or more years of sales experience is preferred and previous sales experience in medical or software sales is a plus.

For a business analyst

Effective Communication Skills.
Ability to communicate with all areas of the company, deliver information to executives, and work with Applications, Program Management and Operations team members to define user requirements.
Possesses excellent time management, prioritization and organizational skills.
Ability to execute project management and work plan development activities.
Has a passion for manufacturing.

For a CEO

excellent verbal communication skills which allow clear articulation of mission, purpose, direction and results
poise and comfort in public communication addressing and presenting to clients and employees alike
possess a competitive results oriented nature
strategic thinker
a self managed individual
creative in identifying and using resources
possess a high work ethic and energy level with the ability to sustain heavy work loads and deal with the pressure and stress created in dynamic healthcare environments
high personal integrity

I rest my case…It’s amazing to me that employers frequently complain that they can’t find quality candidates when few take the time required to articulate their business needs in a concrete, measurable way. So what they get instead are a bunch of applicants that added words like creative problem solver to their profile because that’s what the employer said they needed.

It’s time for employers to invest in the resources necessary to create clear job postings with specific and measurable expectations of applicants. And maybe once that is achieved, the cycle of overused buzzwords will dissipate, fewer people will have LinkedIn profiles (and resumes) that suck, and employers will start to uncover quality candidates for their open positions.

Since its launch this year, BranchOut, a professional networking platform on Facebook, has been growing steadily. Before BranchOut, many job seekers were reluctant to use Facebook as a job search tool because of all the personal information that could be displayed. BranchOut leverages the power of the Facebook network, but the BranchOut profile only shows work history, education, and positive endorsements to business contacts. On BranchOut, users  can connect professionally without becoming Facebook friends, so they can keep their personal information private. I recently interviewed Mike Del Ponte from BranchOut to learn more about this exciting resource.

Who Uses BranchOut?

BranchOut is the largest professional network on Facebook, with millions of users in more than 60 countries. We have users that are Fortune 500 CEOs, and we have entry level employees. We’re empowering Facebook users to network with those whom they have the most authentic relationships – their friends – and search for hundreds of thousands of jobs through the world’s largest social network.

How does it work?

You have two options to add BranchOut to your Facebook profile.  Either visit branchout.com, or after logging into your Facebook account, search for the BranchOut app and select the app that appears. Once you have the app, click “Grow Network” and you’ll find a number of options to select from, including email, wall posts, and a few additional communication channels on Facebook.

Your Facebook friends who are existing BranchOut users will automatically be added to your BranchOut network. If you’re Facebook friends, but they’re not already BranchOut users, you can invite them to BranchOut using wall posts and the request channel on Facebook.

When reviewing the more than three million job postings or 20,000 internships, you’ll see all of your inside connections – your Facebook friends, who you’re connected to through BranchOut, and their friends. This alerts you to your vast network of insider connections, who you just happen to have the most authentic relationships, so that you can network with them to ensure your resume is at the top of the pile or make an introduction to a hiring manager.

Through BranchOut, you can upload your resume, or create one from scratch, ask for or give endorsements, share updates with your BranchOut network and browse jobs.

What was the inspiration for BranchOut?

The idea for BranchOut came from a phone call that BranchOut’s founder Rick Marini received from a friend. The friend asked Rick for an introduction at a company where the friend wanted a sales lead. Rick wanted to see who he might know at the company by searching Facebook. Unfortunately, that search functionality was not available on Facebook, a major frustration point for Rick, which lead to Rick asking his Director of Engineering to build a search widget. They immediately saw the potential for leveraging Facebook connections to increase professional success.

What do you think is BranchOut’s top feature?

One of the features our users love is the ability to see who they know at companies that interest them. For example, if they are looking for a job at Google, all they have to do is type in “Google” to BranchOut and see everyone they know, both their friends and friends of their friends, who can help them.

Can you share a user success story?

BranchOut has so many examples of people who have found jobs on Facebook. One BranchOut user, a salesman in Florida, was unemployed for six months. He used BranchOut and not only found a job he loves, but also got a 45% salary increase. Another BranchOut user is a disabled veteran in Detroit, who was looking for a job that allowed him to work from home. Through BranchOut he quickly found his dream job at Apple. He was thrilled and now loves what he does.

What’s on the horizon for BranchOut?

BranchOut continues to release new features that take online professional networking to the next level such as new professional profiles and enhanced job posts. We will also be launching more community features that facilitate communication and collaboration between BranchOut users. BranchOut has also recently released a number of tools that help recruiters find great job candidates on Facebook through BranchOut.

A resume is a marketing tool and I encourage job seekers to position their accomplishments in the best possible light. However, it is critical that all information reported on the document is accurate and something you can back up with facts if questioned. Here are some of the ways I see job candidates crossing the line of ethical resume writing practices and some suggestions for creating a more authentic presentation of your qualifications.

Exaggerated results.
Never make up business results assuming no one will be able to validate them. You must be able to back up any information you write on your resume with proof during the interview. But this does not mean that you must have exact figures in order to mention the accomplishment on the resume. It is fine to show results with approximate dollars, percentages, or numbers as long as you can have a discussion around how these results were achieved. The goal is to show impact, not statistics. For example, if you know you used to spend at least 4 hours per week on a particular task and you then automated the process and it is now done in the click of a button, it is fine to say that you decreased time spent on this task by 4 hours or that you virtually eliminated the time spent on this task.

Claiming full ownership of a project.
Frequently our accomplishments are achieved as part of a team effort. Never claim full ownership of a large-scale initiative if the results should be attributed to the team. Use phrases such as “as part of a team”, “co-producer”, “co-author”, etc. to clearly communicate your value without misrepresenting your achievements.

Making up job titles.
If you were in a director role, don’t state that you were the SVP. However if your job title was not truly representative of your responsibilities, consider tweaking the title to make it more relevant or putting an alternative title in parenthesis.

Fudging dates.
Don’t alter dates to make a gap look shorter. Most hiring authorities are interested in the number of years you were employed at an organization, not the months and years, so consider just using years to record your chronology, but be prepared to discuss the exact dates if asked. If the gap spans a year or more, create a clear explanation of what you were doing during that time period right on the resume. For example if you were caring for your children or a sick parent, be transparent and say that on the resume

Listing a degree you never earned.
Information on degrees is pretty easy to verify. If you attended college but didn’t graduate, list the course of study, school name, and location, but leave the degree off.

Putting jargon on your resume you can’t support.
If you have added keywords to your resume to describe your competencies, make sure you know the meaning of those keywords and can explain them during an interview. Don’t just copy them from a job posting or someone else’s resume because they “sounded good.” You will compromise your credibility with the hiring authority if you can’t speak to everything on your resume.

I’m always on the prowl for new tools to help market my clients effectively. A leading-edge marketing strategy can help differentiate you in a crowded market and get your phone to ring more frequently.

Lately I’ve been fascinated with the growing use of the QR code. QR (quick response) codes are currently one of the hottest trends in marketing. They’re popping up everywhere, including product packaging, business cards, signs, art and all types of advertising collateral. They can be scanned by virtually all smartphones and tablet devices, including iPads and Android tablets.

QR codes contain embedded data; they work similarly to UPC bar codes, but instead of just 12 numbers, they can contain thousands of data points, including letters and numbers. Users scan QR codes – usually with a mobile device – and are directed to additional information online.

So why should job seekers care about QR codes? I recently spoke to James Alexander, CEO of Vizibility to learn more about the value of a QR code in a search campaign.

Why should job seekers care about QR codes?

Over 85% of executive recruiters report that they Google job candidates. Only about 12% the returned search results are relevant. QR codes can be added to a résumé to direct readers to the relevant information, which helps job seekers make a great first impression. A Vizibility QR code can take users to a mobile-optimized website that displays curated online identity information, including verified Google search results, biographical data, an online portfolio, videos or other information the job seeker selects.

Job seekers who use a QR code on a résumé can stand out from the crowd and position themselves as tech-savvy, which is always important but even more crucial in a tough job market. QR codes also allow job seekers to condense the amount of information on their documents while providing readers a link to additional data online, which can be updated as necessary.

How can entrepreneurs and consultants leverage QR codes to get more business?

Today, about half of all online searches originate on mobile devices. QR codes can be part of an effective lead generation strategy, helping entrepreneurs and consultants capture new business by providing a mobile-optimized gateway to additional sales and marketing information.

QR codes can also allow entrepreneurs and consultants to proactively manage their online identities, making it easy for clients and prospects to access verified Google results, hand-picked online professional profiles, mobile business cards and more.

How can Vizibility help clients create strategic and optimized QR codes?

Vizibility provides a comprehensive online identity management platform for individuals and professional services companies. We offer clients an easy way to curate, organize and share individual online and company identities with QR codes, SearchMe^TM buttons and links. We make it simple for companies to manage multiple identities and track results.

How else will QR codes be used in job search?

This year, we launched the first-ever mobile version of our online identity management platform. It includes CommonConnections, a new service that integrates QR codes with popular social networking sites like LinkedIn and Facebook. Our patent-pending “social network connection pre-authorization” technology allows users to embed their social graphs into their personal Vizibility QR codes.

This feature is important because it empowers users to explore real-life connections with new acquaintances instantaneously via their mobile devices. When a user makes a new business or personal connection, instead searching for common connections after the fact, users can exchange social graphs via personalized Vizibility QR codes, discovering common acquaintances and interests immediately. This can take conversations in a different direction and bring networking to a new level.

Want to learn more about how Career Solvers can help you manage your online presence with branded profiles, websites, business cards, and QR codes? Contact us today for a free consultation on the services we provide.

Today I enjoyed reading Penelope Trunk’s post, December is a Great Time for Your Career, because she dispels some common myths about searching for a job in December and her post puts a candid (and humorous) spin on the holiday season. Here are some of my recommendations for things you can do during the holiday season to beef up your network and start meaningful career conversations in the New Year.

1. Attend holiday parties. Many professional associations host holiday parties. This is a great way to meet others in your field that may be able to make meaningful introductions for you.
2. Throw your own party. Have an intimate dinner party or a bigger bash at your home or nearby restaurant. This is a great way to practice your pitch, and reconnect with people who may be able to assist you in your search.
3. Ask for informational interviews. The last two weeks of December are traditionally slow for most businesses. You may find that some of the decision makers you need to get in front of  are in the office during those last two weeks and it may be a lot easier to get in front of them during this time of year.
4. Volunteer. Tis the season…volunteer to do something meaningful in your personal or professional communities during December. Doing so can increase your visibility and jump start some conversations with people who may be able to help you in the New Year.
5. Take a vacation. What better way to meet new decision makers? It doesn’t need to be extravagent…just find new people to have conversations with. Let them know what you do and ask for their suggestions for expanding your brand’s reach in a very informational, non-threatening way. You may just pick up a lead or two.
6. Reconnect with friends of “Christmas Past”. Check out LinkedIn and Facebook and search for old friends. What better time to reconnect than the holiday season? Get over the fact that it’s been awhile since you last spoke and take the first step. You may be pleasantly surprised by the response you get.
7. Send holiday cards. Holiday cards provide a natural “touch point” or opportunity to reconnect with friends, family, and colleagues. Reach out to your network now with some “best wishes” and holiday cheer and you will have a natural entrée into a job-related conversation in the New Year.

My male clients often ask me questions about appropriate interview dress. Most know to wear a suit and tie and polish their shoes. But I recently read a great post by Ann Lindsay of Style of Success, an image consulting firm specializing in men, titled What Does Your Wallet Say About You? If you think about it, your wallet is a huge part of your interview attire.You may need to pull it out during the interview so you can give out your business card or accept cards from others. So what does your wallet say about you?

According to Lindsay, the wallet is often the weak link in a man’s professional interview attire. A worn, overstuffed wallet says:

1. I’m not organized.
2. Details don’t matter.
3. I don’t care that the lines of my clothing are being distorted.
4. I put myself last.

Yikes! Certainly not the impression you want to convey during an interview. You can read the full post here for advice on how to select a great wallet and keep it neat and organized. And if you are interested in working on your interview attire, check out our partnership with Lindsay via Career Solvers’ image consulting services.

One of the best ways to foster a networking relationship is through a school or corporate alumni connection. Such connections are considered warm leads because a certain degree of relationship already exists. Warm leads are more viable than cold calls where no relationship is present. Members of the same affinity group are often more likely to help one another. But how do you approach people authentically, without making them feel uncomfortable with your request to meet with them and without making them feel they cannot meet your expectations for assistance? Here are some tips for building a quality relationship with alumni without asking for a favor or creating expectations that make the other person feel uncomfortable or unwilling to help.

1.  When you contact the person, remind them of the affinity relationship. Alumni connections from schools and corporations are powerful affinity groups. Even if you didn’t know the person during your time in school or tenure with a company, there is still generally a stronger bond between people who traveled in the same social and professional circles.
2.  Let the person know why you are interested in connecting with them. Perhaps they are in the same profession or industry as you or they work for an organization you have identified as one of your target companies. But state very clearly that you have no expectation that they can help you secure an interview. Let them know, however, that you have identified the company, profession, or industry as one you are interested in learning more about.
3. Ask if they would be willing to speak with you so you can learn more about the company, profession, or industry’s culture. Stress that you don’t expect them to give up a lot of their time and that you would make the meeting very brief.
4. If the person agrees, plan for a 20 to 30 minute conversation that includes a brief introduction of who you are and what your professional accomplishments and future goals are. Follow with an open Q&A about them. Ask questions about what they do professionally, what their role in the company is, and their thoughts about trends they see in the company, profession, and industry.
5. Ask for recommendations of other people they suggest you talk to or other ideas on how you might get closer to your professional goal. If you know of a particular opening at their company that you are interested in pursuing, ask what would be the best way to get closer to the decision maker (without asking them to refer you).
6. Thank them for their time, ask them if you can help them in any way, and offer to reciprocate information on a topic of interest to them.
7. Create a strategy for staying in touch periodically, either through a social or business networking tool or general emails or meetings if appropriate.

While every job seeker is unique, here are some general items I recommend leaving off of your resume to achieve optimal results.

1. Objectives
Most hiring managers I talk to are not interested in reading resume objectives. Frequently objectives sound very cliched and they rarely communicate what a candidate can do for an employer.
Instead, use a professional summary that outlines your competencies and proves how you can help solve business problems.

2. Months of employment
Generally, employers are only interested in knowing the year you started and ended employment with a company. Reporting the exact month along with the year is unnecessary. The exception to this rule is if you have been with a company for less than two years. In that case include the month and year so they can accurately gauge how many months you were employed in a short-tenure position.

3. References
The term “references available upon request” is dated and unnecessary on the resume. Employers know that you will supply references if asked.

4. Hobbies
Unless you have a hobby that is in some way related to your job target, it’s usually best not to mention these. The fact that you enjoy reading and traveling is rarely of interest to the hiring manager.

5. Your picture
In a U.S. job market, pictures should not be included on a resume. Hiring managers legally cannot consider your picture in determining if you are to be interviewed or hired, and many companies won’t even consider resumes that are submitted with a picture to ensure they are in compliance with Equal Opportunity Employer legislation.

6. Salary
Including salary information on your resume generally works against you. When included, a hiring manager may use this information to benchmark whether or not the candidate falls within the salary range of their open position. Since a past salary is only an indication of your earnings in a particular job at a particular point in time, it really isn’t an accurate reflection of what you should be paid in another job.
If you apply to an open job and they request a salary history, list a salary range in your cover letter instead to give you a bit more wiggle room if you are called in for an interview.

7. Your GPA
Generally, as you gain work experience, your GPA becomes irrelevant to hiring managers. No one will care if you had a 3.8 GPA in 1992 if you can’t prove recent success in the positions you have held.
Unless you are a recent college graduate, keep your GPA off of your resume. And if you are a recent college graduate, only include your GPA if it is a 3.0 or better.

Trying to gather some competitive data on salaries for a particular job function? Here are six strategies you can use to gather important salary information. Knowing your market value before you start interviewing will help you craft a sound negotiation strategy later on if you are selected for the position.

1. Speak to industry contacts. They may be able to shed light on salary ranges for positions in various industries and at various professional levels.
2. Review job postings. Many job boards list salary ranges; this information can help you decipher the going market value for similar jobs.
3. Contact recruiters and professional associations in your field to benchmark positions. Recruiters will know what the market will bear based on recent placements. Professional associations may have survey data to help you better understand your market value.
4. Refer to salary sites such as Payscale, Salary.com, and Glassdoor. Payscale combines salary report data and scrubbed self-reported data to create salary ranges for various positions across multiple industries and geographies. Salary.com pulls information from salary sites used by many HR departments, and Glassdoor culls self-reported salary data.
5. Be aware that every job has unique factors such as geography and industry that influence salary level. If you are an IT professional in financial services and you are seeking an IT position in a not-for-profit, chances are the salary range will be lower. If you were working as an analyst in Columbus, Ohio, and you are now seeking a similar position in Boston, Mass., chances are salaries will be higher.
6. Try to determine the flexibility of the employer you are dealing with. Is it a large company with strict salary ranges or a smaller company that determines salaries on a case-by-case basis? Knowing this ahead of time can help you figure out how much wiggle room you will have during the negotiation phase.

A client recently asked, “How do you write a cover letter for a job you have no experience in? It can be difficult to write a cover letter for a position when you don’t have any previous experience in that field.”

Employers tend to favor candidates with linear careers and those who have proved themselves in similar industries and job functions in the past. But it’s not impossible to change careers, and a strong cover letter can help you gain the attention of the hiring manager. Whenever possible, try to couple your cover letter with a strong networking strategy. Someone who can advocate for your character and potential can be an enormous help when you are trying to make inroads into an industry or job function where you have no previous experience. Here are four tips for writing career change cover letters.

1. Showcase education that is relevant to your desired job target.
You may not have any work experience in your new field, but perhaps you have completed coursework to better prepare you for the new role. Focus the cover letter on what was learned in school and include coursework and any school projects that simulated real work experience.
2. Demonstrate transferable skills to the new position.
Perhaps you have technology, problem solving, organization, project management, or finance skills that will prove beneficial in the new role. Whenever possible, prove that you already possess a skill set that is highly adaptable to the new work environment.
3. Leverage any volunteer experience that is similar to the position you are targeting.
Volunteering is a great way to gain valuable experience that can be positioned on a resume or cover letter. Just because experience isn’t paid doesn’t mean it isn’t relevant.

4. Explain why you are a good fit for the new position.
Articulate your reasons for making a career change and why you are passionate about this new role. Show anything from your background that may help prove that you can handle the transition with ease.