January 17, 2017 by Matt Krumrie
Some employees, ready or not, are promoted into management roles as a reward for succeeding in their previous job. Others, through education and professional training, get hired into management roles. No matter one’s road to a management job, there is no one-size-fits-all guide that determines when one is really ready to be a manager.
But whether one is a first-time manager, new manager, or seeking a career in management, there are certain skills, traits, and attributes that all good managers have. Mastering these traits can help all managers succeed in a leadership role. Here are seven traits managers must master to successfully prove they are ready to move into a management role:
1. Be willing to change: Many new managers get promoted because they are good at doing a job, says Heggen. Realize that what worked as an individual contributor won’t necessarily work now. “New managers need to understand their own tendencies and learn when they need to change their management style based on the person and the situation,” says Heggen. Adjust and adapt based on individual and team characteristics.
2. Understand mistakes will happen: Mistakes will happen and that’s okay, says Karen Young, the award-winning founder and President of HR Resolutions, a full-service human resources management company. “What’s important is how the mistake is handled,” says Young. “Are you prepared to accept ownership of your mistake? Are you prepared to go to your boss and say this happened, caused by you or your staff member, and this is how we are addressing it? It’s important to create a safe environment for your employees – one in which they feel comfortable coming to you with mistakes.”
3. Conflict identification and resolution: The ability to identify and head off conflict is an important trait new managers need to develop, says Liz Sophia, Senior VP of Marketing for Hodges-Mace, an employee benefits technology and communications company. “New managers tend to shy away from conflict and are more passive aggressive in dealing with employee issues,” says Sophia. A good manager will identify issues upfront and work quickly to resolve them. Conflict resolution is best done in person when available. If not, via phone. Don’t use email or text to solve issues/problems.
4. Hold employees accountable: A manager must hold employees accountable, says Young. That means team members must understand expectations, and follow through on those expectations. As a manager, you’ll have to correct mistakes along the way. When doing so, remember to praise publicly, and constructively criticize privately. “Fixing another’s mistakes is often easier and quicker if you do it, but you, as the manager, have accomplished nothing by doing that,” says Young. Learn how to manage without cramping the style of team members.
5. Learn how to manage up: Managing up is a manner in which a manager works with their boss to effectively get the training, support and resources needed for the position and department. For example, if you want to add a full-time employee into the department, do not go and say “we’re sooooo busy, everyone’s stressed, no one can get their job done.” That’s what the whiny manager does, says Young. Instead, back up requests with proof. Saying something like: “if we added an additional employee, we would save $X.XX in overtime, employee A would be able to begin to make outbound calls to generate more business; employee B would be available then to assist me with Project C.” Always make a business case.
6. Lead by example: You have to be willing to lead by example, says Sophia. If there is no policy around working from home, yet you tend to work from home yourself, it sets the wrong tone for your employees. If you overreact and treat other team members poorly, others may follow that lead. You also have to be mature enough to handle confidential information and not leak it or use it to strengthen your position. Managers set the tone and positive attitude/image of the team/department. Don’t portray negativity or hostility.
7. Strong communication skills: This seems like a no-brainer, but just because one is a manager doesn’t mean they are a skilled communicator. “Knowing how to communicate with different audiences is key,” says Sophia. Communication also includes, tone, body language and non-verbal communication cues. Understand how these affect people’s view of how you are communicating with them. A smile can ease tension, and make one feel more relaxed. A frown, or scowl, can intimidate. These non-verbal cues can change the message greatly.
Mastering these additional skills are also key to proving one is ready to become a manager, says Sophia:
- Be humble and accept input from others.
- Be willing to admit your mistakes, but learn from them and don’t repeat.
- Give your team and peers proper credit for their ideas/contributions. A simple hand-written thank you note goes a long way.
- Know that you don’t have to be perfect in all areas, but make sure that you have folks on your team who compliment your weaknesses.
- Acknowledge your areas for opportunity/growth and nurture them – invest in yourself professionally.
Becoming a good manager takes time, practice, and the ability to continually learn and adapt. Mastering these seven traits is a good start for the aspiring, or newly hired manager wondering if they are ready to manage.
January 12, 2017 by Matt Krumrie
Dear Matt: I really like my current job and company. But what I like most is the team I work with. We are all close and get along well. We are also good friends outside of work, and do a lot socially. However, I recently received a promotion, and am now the manager of these co-workers who are also my friends. I went from being part of the team, to leading the team. And now, I have to conduct weekly meetings with them, performance reviews, approve their days off, and face the fact I also suddenly know their salaries. It’s created an awkward situation for me in and outside of work. Do you have any tips for a new manager who is now also managing friends?
Matt: It’s exciting to be promoted, but when you’re now supervising former peers that are also friends, there’s an added complexity to the situation. Here’s how to handle both the professional and personal relationships when you suddenly find yourself managing your friends:
1. Schedule group and individual meetings
To address these changes and challenges, schedule a group meeting, and one-on-one individual meetings with your team, says Arlene Vernon, an HR consultant who provides management training for first-time managers, small business owners, and corporate clients.
Set guidelines and expectations from the start.
“Be prepared for these discussions – do not wing the meetings, as it will look like you’re not taking your new job as supervisor seriously,” says Vernon. “Use the group meeting to set the tone for future meetings and general ground rules for attendance and participation.”
Analyze what was and wasn’t working under the previous supervisor, and decide what to keep and what to tweak. “Don’t bash the previous supervisor, just introduce the enhancements as part of your style,” says Vernon.
Then schedule a one-on-one meeting with direct reports. This is the most important step in this new relationship.
“This helps establish your new supervisory relationship with each individual,” says Vernon. “Some of your former peers may be thrilled that you got this new position – others may not.”
So approach each discussion, taking into consideration each person’s feelings.
Sample one-on-one discussion items may include:
- How you plan to supervise – pointing out where you can be hands off and where you may need to be more hands on.
- How often you want to meet.
- The best ways to communicate with you (in person, email, text).
- The strengths you recognize in the individual and how you want to best utilize those strengths.
“The first discussion is not the time to point out the individuals’ weaknesses and how you want to see them improve,” says Vernon. “This meeting is to set the stage for a successful partnering with each person considering your new role.”
2. Don’t be afraid to make mistakes
Chances are, your friends are truly happy for you and will be supportive and understanding that you have this new role. So don’t be afraid to make mistakes for fear of disappointing friends, says B. Max Dubroff, an HR Consultant at Einfluss, LLC, an HR advisory firm, in Albuquerque, NM. Dubroff has led teams from 2 to 570 people in a wide variety of industries throughout his career, leading those businesses to many best of workplace lists.
“The promotion is a sign of confidence that you can learn to manage and lead well,” says Dubroff. “All manager-leaders make mistakes and are imperfect; the ones who hide their errors or feign perfection are less effective as leaders because they miss out on the lessons of leadership. Manager-leaders who show integrity and embrace their errors will earn credibility, their network of friends will provide feedback and perspective, and their progress will be even greater. Capitalize on the open communication, because in the long run that is what is going to be more important.”
The promotion is also a sign that any awkwardness is your challenge to solve. Tap into the experience of your boss and fellow managers, but in the end, solve it yourself. Also, if you find yourself saying or doing things that you would not respect about your own boss, don’t say/do them; they undermine your integrity.
3. Transitioning from friend to boss
The elephant in the room, of course, is how you handle transitioning from friend to boss. Some people can handle this dual role effectively and others cannot. That goes both ways – from the boss and the employee perspective. So it’s important to discuss this reality with each employee up front and early on.
“Discuss the importance of maintaining a solid relationship with the person along with the recognition that you cannot show favoritism for your friends – that you will be treating everyone as equally as possible,” says Vernon.
Set ground rules for not discussing co-workers or work after hours, during work. Vernon also recommends discussing confidentiality.
“It’s likely you have confidential and/or personal information about your friends that shouldn’t be considered from a boss-employee perspective and the same applies to what private information they have about you,” says Vernon. “These can be difficult discussions, but it’s vital to set communication standards, personal/professional boundaries, and to recognize that while at work, you’re committed to taking your leadership responsibilities seriously.”
4. How to address the relationship in social situations
But even though becoming a supervisor of colleagues who were formally peers does present a somewhat awkward social scenario, it doesn’t mean friendships and social relationships have to end, says Elliot D. Lasson, Professor of the Practice and I/O Psychology Graduate Program Director at the University of Maryland, Baltimore County at Shady Grove. In fact, aside from the one-on-one conversations to be open about the changing relationship, Lasson suggests maintaining the same type of social relationship off of the job.
“If socialized together off the clock before the promotion, there is no reason why that should not continue,” says Lasson.
His reason is simple.
“Life and transitions happen,” he says. “The same way that you would include someone who has retired or left for another company beforehand, you should continue to maintain those same social circles. Part of professional maturity is to adapt to new roles and reporting relationships. If there is any anticipated anxiety about the modified role, that should probably be preemptively broached during the one-one-one meeting by the supervisor.”
There could be another added benefit: Your friends may work harder for you because they respect you outside of work. Now you just have to earn their respect as a manager. They also be more willing to bring up issues, concerns, or ideas – positive and negative – because they feel a closer connection to you.
5. Understand things will change
Keep in mind though, that despite attempts to salvage personal and professional relationships, managers must ultimately realize that some personal relationships fall apart when one person is now the supervisor. Whether or not that occurs is unique to each relationship.
Through it all, make sure that you’re consistent in how you interact, oversee, communicate with, and lead all your employees.
“As a manager-leader, you have a responsibility to manage any perceptions of favoritism to the best of your ability,” says Dubroff. “The tough part about this is others may attribute favoritism, even if you know facts that demonstrate otherwise. Since your facts are not going to change their perceptions, the only control you have is through your actions.”
“Everyone is watching to see how you begin your supervisory position and whether they can trust you in that role – to do your job well, be their voice for upper management and treat employees fairly and equitably,” says Vernon.
About Ask Matt on CollegeRecruiter.com
Ask Matt is a new monthly career advice column that offers tips and advice to recent college grads and entry-level job seekers. Have a question? Need job search or career advice? Email your question to Matt Krumrie for use in a future column.
January 10, 2017 by Matt Krumrie
For many first-time managers, it can be hard to gain professional respect from a more experienced management team and other senior leaders. It can be discouraging to attend leadership meetings, management training, or be involved in the decision-making process and feel like you don’t have a voice.
Gaining trust as a manager can take time, but it doesn’t mean new managers need to wait, or feel like they have to gain approval from more experienced leaders to start building trust, and credibility within an organization. While the first goal should be to lead your new team and be the best manager you can be, it’s never too early to focus on how to become a manager who can influence others within the organization.
To gain that trust, respect, and a strong reputation, start by being accountable, says Greg Bustin, author of Accountability: The Key to Driving a High-Performance Culture. Bustin has dedicated his career to working with CEOs and the leadership teams of companies on this crucial topic of accountability. During the last six years, he has interviewed and surveyed more than 5,000 executives around the world – from companies that include, but are not limited to, Marriott, Container Store, Ernst & Young, Sony, Herman Miller, Nucor, and Southwest Airlines – to understand how high-performing corporations successfully create and sustain a culture of purpose, trust, and fulfillment.
“Lack of accountability is the single greatest obstacle facing even the most experienced leaders,” says Bustin. “It saps morale, drains profits, and disenfranchises employees—and can shift your team into crisis mode on a daily basis.”
Bustin also created the highly popular best and worst in workplace accountability survey, and offers these five tips for new managers looking to make an impact in the organization:
January 05, 2017 by Matt Krumrie
Congratulations on landing that first job out of college. The hard work has paid off.
Now welcome to the real world. A world where bad managers can quickly turn fun, exciting new jobs into a recent college grad’s worst nightmare.
“Getting a job one loves is a wonderful accomplishment for recent college graduates,” says Laura Poisson, President of ClearRock, Inc., a Boston-based career transition, outplacement, leadership development, and executive coaching firm. “However, having to deal with a bad manager can make that new job a nightmare. It is often hard, especially for a younger person or someone who is new to a company, to determine the best way to deal with a difficult boss.”
LaSalle Network, a national staffing and recruiting firm, recently published a survey of more than 1,000 people on their experiences with bad bosses. The survey findings showed that 84% of respondents have had a bad boss, and 43% of respondents quit the company because of the bad boss. In addition, the survey found that 59% of respondents would have stayed if given the opportunity to report to someone else. According to the survey, these were the main characteristics that respondents attributed to bad bosses:
- Only notices negatives, never the positives (56%)
- Are narcissistic; only care about themselves, not their staff (45%)
- Clueless; never know what is going on and/or are forgetful (44%)
- Absent; they are never there (31%)
If you have a manager that’s cramping your style, think things through before approaching your manager, HR, or other co-workers. Why?
There may be things you don’t realize, but that matter. For example, consider this:
January 03, 2017 by Matt Krumrie
To become a manager, one must show an employer they possess a wide variety of skills. Leadership skills are crucial. So is the ability to communicate, handle adversity, and deal with diverse personalities and skill sets.
A first-time manager must also develop strong critical thinking, analytical, and problem-solving skills to be successful, says Sylvia R.J. Scott, Founder of Girls’ C.E.O. Connection™ (Girl’s Creating Enterprising Organizations), a for-profit social enterprise dedicated to engaging and equipping high school girls as entrepreneurs. They also must show the company can trust them, which is why they were hired as a manager.
“A manager is the one with the ability to plan, direct and coordinate the operations of a business, division, department or operations,” says Scott. “To be a first-time manager as a recent graduate shows the company trusts the person and believes in his or hers capabilities and ability to help grow the company.”
In February Scott is speaking to a group of college women, primarily seniors, at the University of Colorado, about what it takes for first-time managers to succeed. She will focus on these eight skills, traits and attributes of a successful first-time manager:
- Know and understand your company culture.
- Know the parameters of your particular position. That includes how much leeway you have on decision making.
- Ask questions and get clarity even if you think you understand. As a manager you don’t have time for you and/or your staff to make mistakes.
- Expect the best-not perfection from your staff. Praise them when it is appropriate. If there are issues face them immediately.
- Learn each person’s strengths and weaknesses. Play on their strengths, not their weaknesses.
- Control your emotions, tongue, and actions. Avoid gossip, even after hours or with colleagues. Take a break if someone is pushing your buttons. Watch the tone of your emails when responding to challenges, and watch the tone of your voice.
- Always use proper English, grammar and spelling when writing any type of communication, even an email. They need to be as clearly written as any other business communication.
- Find a mentor within the company and then one outside your company that knows the ropes of being a manager and what is needed to excel.
December 22, 2016 by Matt Krumrie
Dear Matt: I’m heading into the home stretch of my senior year of college, and have one semester left until graduation. A few classmates have already secured jobs that they will start soon after graduation. It made me realize that I too, should start the job search now. What tips do you have for college seniors who want to try and secure a job before graduation? What are those who get hired now doing to stand out and impress employers? Please share any tips and advice you can so I can start a job search and hopefully get hired before graduation!
Matt: The senior year can be challenging for college students. And, for many, simply graduating is a major accomplishment. But the excitement of earning a college degree can quickly fade when there is no internship or job lined up after graduating. The reality is, most college seniors graduate without a job lined up. At the same time, there are also many who do graduate with a job lined up.
So how do they do it? What’s the secret to securing a job before graduation? What can college seniors do today to pay off tomorrow?
“Your classmates may be telling you about the great job offer they secured upon graduation, and you may feel like the only one without your career figured out,” says Hendler-Grunt.
But there’s no need to worry.
“Most college students do not know what they are doing after they receive their diploma,” says Hendler-Grunt.
To secure a job before graduation it’s going to take hard work, diligence, and some outside-the-box thinking.
Start by assessing what you want to do after graduation, and then learn what you truly need to do to make it happen. Follow these tips from Hendler-Grunt:
1. Know your core skills: You’ve accomplished a lot in four (or more) years. Now is a good time to be self-aware and consider what skills you have to offer an employer. Make a list of all of the great things you have going for you. Then narrow down the list to include where you are most competent, what you are most talented at doing, and what you really enjoy doing. These are your core skills. Understanding your core skills is important for two reasons: It makes it easier to find out what types of jobs and companies to focus on, and it helps create your elevator speech – what you tell people about your career goals and aspirations when you meet them.
2. Update your resume: Employers are going to ask for it. Networking contacts will request it. And, it will be needed to apply for jobs. So don’t delay – update your resume now, and edit, change, adjust the resume based on the type of job or company you apply to. Seek resume writing advice and career tips from your campus career center/counselors.
3. Attend campus career fairs: Employers come directly to you. On campus. What could be better? But one must be prepared to succeed at a campus career fair (that’s why one needs an updated resume). Follow these additional tips to succeed at a campus career fair. “This is a great way to learn about companies – even if you don’t get hired right away,” says Hendler-Grunt.
4. Network: Seek out people in targeted roles and industries to connect with. Utilize the resources at your college career center and ask a career adviser to help connect you to alumni in the career field you would like to pursue. Try to set up informational interviews with these alumni. Use the LinkedIn Alumni Tool to find out which students graduated from your college/university. Reach out to these people. “Alumni tend to be receptive to speaking with fellow students,” says Hendler-Grunt.
Once these steps are in place, start the job search. But do so with a plan, says Kay Krienke, Associate Manager of college IT Recruiting at Progressive Insurance. Progressive employs nearly 30,000 employees across the country and is repeatedly named a best place to work in Cleveland, Austin, Tampa, and Colorado Springs. Progressive recruiting managers review thousands of applications and interview hundreds of candidates every year, including college seniors and recent college graduates who do line up jobs before graduation.
“Don’t apply to every open position you see, as it could raise a red flag to potential employers,” says Krienke. “This strategy suggests you don’t know what you want. Focus on the job or company best suited for you and your career goals. This will allow you to really sink your teeth into that industry and show employers that it’s what you’re passionate about. It will also make you more knowledgeable in the long run.”
Then, follow these tips from Krienke:
5. Do your homework – on potential employers: Get to know the companies you might be interested in working for. Visit the company website or look up news articles they have been featured in. While you’re still in school, research who leads the department you may want to work in your chosen career path at specific companies. “The more you know about each company, the better positioned you are to nail an interview if you’re given the chance,” says Krienke.
6. Start expanding your network: A college campus provides an abundance of relationship opportunities that could help you find a job down the road. Professors, advisors, alumni and even other like-minded students can help open up doors in the future. And beyond that, social media now gives you a platform to find and engage with people in your industry of choice. “You never know where the next opportunity will be,” says Krienke. “Build those relationships now to plant seeds which could prove to be fruitful for your career in the future.
7. Ask for a recommendation: Remember all those professors and advisors you built relationships with? Chances are they’re cheering for you to succeed, so don’t be afraid to call in a favor. Ask for a recommendation, it adds an extra level of credibility to your job search. They can speak to your strengths and give proven examples of your performance.
8. Consider relocating: Students often limit their opportunities by looking for jobs only close to home or in obvious places. For example, if you’re looking for a job in tech, most people would immediately search for jobs in Silicon Valley, but why not try a smaller city that still has lots to offer? There are great tech jobs in unexpected places, like Cleveland or Colorado Springs that offer the same company benefits of a Silicon Valley organization with a more reasonable cost of living for a recent graduate.
The bottom line is this: It takes hard work and diligence to get hired before graduation. But taking proactive steps now can pay off big come graduation. Even if you do all of this and don’t get hired before graduation, you are that much more prepared – and that much farther ahead, of thousands of other college graduates who wait until spring or summer to start the job search.
“The job search can be long and challenging,” says Hendler-Grunt. “It is a marathon, not a sprint. It’s the ability to learn, persevere and take the lessons with you that help you move forward. You have a lot to be proud of. Just be persistent and it will pay off.”
Hopefully with a job lined up before you graduate.
About Ask Matt on CollegeRecruiter.com
Ask Matt is a new monthly career advice column that offers tips and advice to recent college grads and entry-level job seekers. Have a question? Need job search or career advice? Email your question to Matt Krumrie for use in a future column.
December 20, 2016 by Matt Krumrie
Many recent college grads head into the job search just hoping to land that first job to start their career. Others graduate from college with a clear goal in mind: To become a corporate leader, company president, CEO, or major industry influencer.
If the latter fits your career aspirations, and you are a female seeking to climb the corporate ladder to career success, then follow the lead from Melissa Greenwell, author of Money On The Table: How to Increase Profits Through Gender-Balanced Leadership (Greenleaf Book Group, January 2017). Greenwell is Executive Vice President and Chief Operating Officer of national retailer The Finish Line, Inc., and a certified executive coach who helps women and men understand how they can leverage natural strengths to identify and make behavioral changes that help them succeed as senior leaders.
Greenwell’s book, Money on the Table, includes several stories from women who didn’t follow a corporate path and leveraged their passion and leadership skills to build their own businesses.
“When you are someone that others follow or look to for help, you will stand out from the crowd,” says Greenwell. “You won’t need to push your way through.”
To get started on the path to career success, and to become an influential female leader, follow these tips and advice from Greenwell:
1. Be the best team player one can be: The first thing a recent grad should do, beyond mastering their subject matter, is to learn how to be the best team player they can be. Help others, volunteer for assignments, and make the extra effort to move projects or initiatives forward that will enable the organization to be successful. “When leaders see you working for the good of the organization, they will notice,” says Greenwell. “This is the behavior they want to see in their future leaders.” Pay close attention to the best leaders in the organization. Ask one to mentor you. Make it known that you want to earn a position in leadership. Continue Reading
December 15, 2016 by Matt Krumrie
Looking for unique ways to add skills and complete classes to advance your career? Then consider completing a Massive Open Online Couse. Also known as a MOOC.
According to Techtarget.com, Massive Open Online Courses (MOOC), are “free Web-based distance learning programs designed for the participation of large numbers of geographically dispersed students. A MOOC may be patterned on a college or university course or may be less structured. Although MOOCs don’t always offer academic credits, they provide education that may enable certification, employment or further studies.”
Why should recent college grad consider completing a Massive Open Online Courses?
Because lifelong learning is essential to career success, and that’s exactly what Massive Open Online Courses provide. Through a MOOC, college students, recent college grads, and adult learners are able to take free classes to improve their foreign language skills, add additional tech/software skills, and/or learn about machine learning or artificial intelligence. Students can complete a MOOC to complement their current major or area of study, to learn how to start their own business, or to add critical skills to a resume. There is no limit to the course topic a MOOC can cover, and there is no limit to the location of the students completing a MOOC. As MOOCs evolve, the completion of these courses are becoming more respected by employers, and some MOOC programs offer, for a small fee, certifications and badges upon completion, which bolster the credibility of these courses.
“Taking courses online can open doors to opportunities you never thought of,” said Gelena Sachs, Director of People Operations for Udemy, the world’s largest destination for online courses. “Finding a full-time job that aligns with a major or degree, right out of college, can be the ultimate challenge for many grads. Online learning allows job seekers to further expand their skills and broaden the landscape of opportunities.”
One Udemy student, Alexa, moved to New York after graduating to pursue her dream job of working in an art gallery, but had to take another job in the meantime to pay the bills. She took courses through Udemy to learn about marketing and transformed the job she thought she’d settled for into a different kind of opportunity she never knew she wanted.
Here’s another example: Social media continues to transform industries, while the tools themselves continue to evolve. Social media careers are hot, and constantly evolving. According to Altimeter’s recent Social Business Survey, 41% of enterprise marketing teams say ‘social education and training to build new skills’ is a top priority. To meet this growing demand from employers, Hootsuite Academy offers online video-based training on social media skills and strategy at a great post-graduation price point: Free.
“Even with a diploma in hand, graduates should never stop honing their skills,” says Cameron Ugernac, Senior Director of Community and Education, Hootsuite, a leading social media management platform.
December 13, 2016 by Matt Krumrie
Are you a recent college grad looking to get ahead of the competition by creating a video resume? Be cautious before thinking a video resume is the golden ticket to landing an interview, or getting a job.
That’s because even in today’s digital world, success on the job hunt still often depends heavily on an old-school document, according to The Creative Group (TCG), a company that specializes in connecting interactive, design, marketing, advertising and public relations talent with the best companies on a project, contract-to-hire, and full-time basis.
Nearly eight in 10 executives surveyed by TCG said they prefer receiving traditional resumes in Word or PDF format over video or infographic resumes. Some employers won’t even accept video resumes and in the TCG survey, released in May of 2016, only three percent of executives indicated they prefer video resumes over traditional resumes.
That’s no surprise to Tom Thomson, managing partner of Sanford Rose Associates, a recruitment firm in Nashville. “The recruiters I discussed this with do not want video resumes,” says Thomson. Here is why, he says:
- Recruiters and hiring managers see these as highly produced marketing pieces.
- Most people are not comfortable or feel natural in front of a camera. “You may not want this to be the first impression a potential employer has of you,” says Thomson.
- It can easily be used to discriminate against highly qualified candidates based on their appearance.
Arlene Vernon, a Twin Cities-based HR consultant, agrees. “When you see the person on a video, there’s an increased risk of discrimination from a legal perspective, because you can see race/ethnicity before you get to hear about their skills/background.”
Time is also a drawback of video resumes.
“I can scan a resume to see whether I like the candidate in five to ten seconds,” says Vernon. “I don’t have time to watch a video. I might do it after seeing a resume I’m interested in, to learn more about the person, and see their presentation skills. But I don’t think the convenience of a ‘paper’ resume will disappear.”
“If you’re applying for a job that requires multimedia or presentation skills, a short, one minute video resume that highlights key skills and accomplishments can be effective and set you apart from the competition,” says Domeyer. “If you have creative skills, you can even put together an animated short about why you’d make a good addition to the team. That said, always have a traditional resume ready in case one is requested.”
According to the team at SparkHire, a company that provides video interviewing, resume and technology solutions: “Video resumes are a way for candidates to go beyond traditional methods of applying, such as submitting only a resume, cover letter, and work samples. Lasting typically 60 seconds, these videos are your shot to make the best first impression to an employer. A video resume lets the employer literally see you and hear your case (via your communication skills, personality and charisma) as the best candidate for the job – all before the interview takes place.”
When to use a video resume
Before you make a video resume and hit the upload button, think carefully about whether it will help or hurt your chances of getting a job interview, says the experts from Robert Half Technology. Professionals in the following industries are likely to see the most success with a video resume:
- Marketing, advertising and public relations: If you’re applying for a job that requires killer presentation skills, a video resume can help you show off your abilities and professional polish.
- Public speaking: When applying for jobs that require a lot of public speaking — for example, in sales or training — you can use a video resume not only to introduce yourself but also to include clips of yourself in action.
- Multimedia: For professionals who create multimedia content, a video resume can be one more way to demonstrate your editing or motion graphics skills.
- Broadcast: Candidates for jobs as newscasters, television hosts or film professionals have long used video show reels, mailing out old-school VHS tapes of their best clips years before the Internet came along. If this is your field, consider starting your show reel with a video resume to introduce yourself.
When to avoid video resumes
Of course, there are times when it’s best to stick to a traditional resume, according to Robert Half Technology:
- You’re not comfortable on camera: People who are shy may want to reconsider a video resume. One big goal of this format is to show employers your personality. If you tend to get nervous or clam up as soon as a camera turns on, you obviously won’t achieve this objective.
- The employer asks for a standard resume: A job posting might have a very specific application process, for example, or require job candidates to paste their resumes and cover letters in an online form.
- A video resume won’t help you sell yourself: For many job seekers, a video resume simply won’t add much value. If you’re applying for a position as an accountant, for instance, employers will probably find it easier and more convenient to review your skills and work experience on paper (or, in a PDF or Word document, to be more accurate).
- You prefer to remain private: Even though it’s possible to make your video private, you’re still putting details of your life on the Internet, and there’s a chance your video resume gets wider distribution than you anticipated. As always, make sure that what you post is something you won’t later regret.
There are pros and cons of video resumes. Recent college grads should be careful when creating one, and make sure it’s right for your industry or job application before sending one.
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December 08, 2016 by Matt Krumrie
Are you a recent college grad and self-proclaimed introvert? No worries – the solution every young professional should follow is here.
In fact, this may be the most effective – and beneficial, way to successfully network. Especially for introverts.
And this method is a great way for recent college grads to learn how to feel comfortable and communicate in a group setting, become involved in a professional networking or industry association, and add important experiences to a resume. And because of the role they will take on, they will absolutely communicate with others, including those who are putting on the networking event, or attending the event.
What is the No. 1 way to networking success for the recent college graduate who is an introvert?
“We always encourage introverts to volunteer at a networking events/conferences,” says Robin Darmon, Director of Career Services at the University of San Diego. “This provides the introvert with a purpose and provides an opportunity to make meaningful connections with professionals.”