resumes

Social Media Overreach

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If you’ve been following my articles and posts for any length of time, you know that I am an avid believer that Linkedin is a MUST for CFOs and Finance Executives. From a professional perspective, Linkedin is the best of what is available for building a robust and compelling digital footprint, sans your own website. And today, a digital footprint is a necessity for any Finance Leader who anticipates a job search at some future point.

As in any job search, maintaining control is imperative. In order to retain control of your Linkedin profile, I suggest becoming familiar with the privacy settings in your account.

To do that, log into “Settings & Privacy” through the dropdown box at the top left underneath your picture. Once you are there, take a look around. You might be very surprised at the default settings Linkedin has chosen for you.

For example, under the first section in the “Privacy” category, there is a sub-category called “Microsoft Word” which says this …

I don’t know about you, but after I invested sweat equity in creating a compelling profile that is unique to me, I am not at all interested in Microsoft Word “taking” my carefully crafted language and using it in their “Resume Assistant” feature.

Which brings me to a second point. If you really want to stand out from the crowd, don’t use a resume template program that gives you canned phrases to fill in the blanks. You need to own your message and it needs to convey your marketable value. Otherwise, you run the risk of being perceived as a commodity -or- inauthentic when your verbal message doesn’t align with your written message.

A resume and Linkedin profile are not superficial strategies, or at least they shouldn’t be. They are, and should be, the culmination of the hard work to uncover and hone your value messaging to your target audience. And a resume template program should not be permitted to “take” your carefully crafted messaging … at least in my humble opinion.

 

Copyright CFO-Coach 2018

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

4 Effective Career Management Strategies for 2018

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Have you noticed that the older you get, the faster the years seem to fly by? I sure have! We are sitting on the cusp of yet another new year, and it has never been more important to take control of your career. If you are a CFO who is anticipating a move in the next year or so, here are four strategies to help ensure that you achieve your goal.

Update Your Resume

Yes … it’s painful.
No … it isn’t fun.
Yes … it takes time and effort.

But when a recruiter calls you because he thinks you are a viable candidate, you are in a position to forward him a resume when he asks. Otherwise, you run the risk of sending him something outdated or rushed and incomplete … both at the risk of losing a potentially great opportunity.

Update Linkedin and Leverage Its Power

Linkedin is a tremendous passive strategy for current and future jobseekers, but especially for future jobseekers. There is nothing so appealing to a recruiter than the opportunity to lure away a passive candidate into a new position.

For active jobseekers, it is a passive strategy that works 24/7 in concert with your proactive strategy … enticing recruiters and prospective companies who need the skills you have and are willing to pay, and pay well to get them, to look at your profile.

To believe Linkedin is a non-player in the job search process is to risk missing opportunities you may never otherwise discover.

Network with Intentionality

A common response by my Finance Chiefs to the question, how is your network, is either …

– I don’t have a solid network, or

– I have been so busy working my job that I have not had time to build a network.

Resolve that this will be the year that you commit to building and nurturing your network. It will pay huge rewards when you are ready to make a move.

Raise Your Branded Visibility

This strategy ties into the other three, because without branded positioning there really is no reason to be visible. If you aren’t visible, it is very difficult for the recruiters and companies to find you rather than discover your very visible competition. If recruiters and companies aren’t finding you, you may be missing out on dream opportunities.

Execute the first three strategies, and then work consistently and constantly (whatever that looks like in your busy schedule) to ensure that the people who need to know about you do, in fact, know about you!

Call me if I can help! Please note my NEW phone number … 813-727-3037.

 

Copyright CFO-Coach 2017

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

3 Reasons NOT to use Resume Templates

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Last week I saw comments by the CEO of Linkedin about the evolution of resumes. He is right that resumes are changing. Actually, they have been changing for a good 10 or so years with a clear focus on the ability to solve problems and deliver impacts rather than duties held and responsibilities performed. But …

A few days later, I saw that Linkedin and Microsoft have joined forces for a new Linkedin feature called “Resume Assistant.” DING DING DING! Perhaps Linkedin’s CEO had a bit of an agenda in mind when he made his resume comments.

Despite the fact that I hate resume templates, that is the first of my 3 reasons I would advise my CFO clients not to use this feature.

I hate resume templates

And most recruiters can spot them a mile away. All a resume template does is make you blend in rather than stand out from the competition. In this competitive job market, it is imperative to differentiate yourself from other candidates. What is different about how you, as a Finance Leader, solve problems and deliver impacts speaks directly to the challenge a company faces in hiring for culture fit.

Additionally, most templates do not allow you to use strategy to drive format. Rather, the templates are often format driven relegating strategy to second place.

Passive candidates are in high demand

When your resume is posted, the message – intentional or not – is that you are in active job search mode. Even if you are, advertising that can dilute your negotiating power. The perception is that something seemingly unattainable or hard to get is much more prized, valued, and desired.

My #1 reason for advising you to NOT use this template is …

If your resume is front and center on Linkedin (or any other public job board for that matter), there is no reason for a recruiter to pick up the phone, discuss his job requisition and search, give you an opportunity to articulate your value message, and ask for your resume. If you give them your resume upfront, the conversation may never take place. As a candidate, you want that conversation!

 

Copyright CFO-Coach 2017

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

If Only Finding Your Next CFO Position was This Easy!

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I just saw another CFO organization jump into the “job board” postings game. If only finding your next Chief Finance role could be that easy. See a posting, send off your resume, get the job. Except, it’s not that easy and it rarely works well for the candidate. The truth is, job searching requires hard work and effort … and finding that next right opportunity often takes longer than anyone anticipates.

Please don’t misunderstand. I am not dead set against job postings, although I can’t say I am in favor of them either. The important thing is to keep the job board strategy in proper perspective. Since only about 10% of positions are posted – and most of those are NOT the top-quality positions a CFO is usually seeking – that means only about 10% of your overall job search time should be spent playing the job posting game. It seems like an easy way to find a job. It isn’t. Maybe attaching and sending off your resume is easy, but usually it is not fruitful because thousands of other candidates think it is easy, too.

If you really want to move into that next, right-fitting opportunity, avoid the posted position trap as the sole strategy for finding it. Know your value, practice articulating it clearly and succinctly in a manner that begs follow-up questions, and build and nurture a vibrant network. Those activities will yield far better results than sending off your resume to a job posting.

Copyright CFO-Coach 2017

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

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5 Reasons to Hire a Resume Writer

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Last week one of my colleagues wrote an article opining that no one should ever hire a resume writer. Rather, candidates should all enroll in her *paid* class so she can teach them how to write their own resume. It is definitely a choice.

I’m going to offer the flip side of why it makes sense for most people, particularly C-suite executives, to hire a resume writer.

Writing is not your forte

As a CFO, your area of expertise is finance, and operations, and possibly IT, and quite possibly you oversee HR, legal, real estate, construction, purchasing, to name a few. None of my finance clients, though, have ever told me that they felt they excelled at writing their own marketing documents.

However, if you do excel at writing about yourself … fabulous! Just be sure you are writing through the lens of value.

You are surrounded by your own paradigms

And those paradigms are usually responsibilities held and duties performed. It is tough to be competitive when relying on things you did rather than how you delivered. And sometimes, it is challenging to step out of that perspective and look at your contributions through the lens of value. It is precisely why athletes hire coaches. The coach can see and evaluate performance from a different perspective.

My one caveat to hiring a resume writer would be when working together is all superficial without being an authentic representation of who you are, how you communicate, and your clear and compelling value as a leader who solves problems. In that case, save your money and do it yourself.

You have one chance to make a first impression

Whether that first impression comes through your resume or a networking contact or your Linkedin profile, your written documents, elevator pitch (if you use one), and introduction all need to convey an integrated value message.

Your value message must be cohesive across all your marketing documents

That does not mean that your documents should be repetitive or redundant. In fact, they should be the opposite. Think of your marketing documents (resume, cover letter, Linkedin profile, leadership brief) as building blocks. Every time a company decision maker or recruiter looks at another one of your documents, they should see more and more evidence, credibility, and viability as the problem solver they want and need.

You have support with a vested interest in your success

Job searching is not for the faint-of-heart. Even with a top-notch resume, if you don’t know how to use it effectively, it probably won’t do what you need it to do. Sometimes, it is nice to know that you have an objective coach in your corner who can keep you accountable and provide support and insight.

If you are a Chief Financial Officer or up-and-coming CFO who is ready to make that great first impression with a compelling value message as a problem solver who delivers tangible impacts, let’s talk. Historically, we see the middle of September as the beginning of an active job search season so the time to get ready is now!

Copyright CFO-Coach 2017

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

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The Dog Ate My Homework

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With that cliché title, I am no doubt dating myself. That’s okay. You already know I’ve been in business for 23 years so I’m definitely not a young pup.

This bit of sage advice from my colleague, Barb Safani, came through my Linkedin newsfeed this morning.

“If recruiters ask you to ‘walk them through your background,’ focus on your core messages of value, not the five positions you held pre-1985.”

This wise counsel is true not only when you are talking with recruiters, but is also critically important when crafting your resume, Linkedin profile, cover letters, leadership brief, and every other written marketing document you use. Not doing your homework, which in this case is not doing the hard work to clearly understand your value so you can articulate your value messaging, won’t result in a 0 grade for homework not done. Rather, it may cause you to miss out on a very lucrative opportunity; maybe even your dream opportunity.

Here area 4 tips for honing your value messaging in the competitive world of CFO job search:

– 10 to 12 are the magic numbers

While a recruiter and/or a company is interested in how you got where you are, what the hiring company most cares about is your ability to solve the kinds of problems they are currently experiencing.

In the fast-changing world of technology, that means your tangible impacts over the last 10-12 years matter much more than what happened in the early years of your career or your degree. Those foundational things matter, but they will not help a company with a problem understand how you can resolve their issue, challenge, or situation.

Which brings me to …

– It is not what, it is how

What you did only matters in the context of how you delivered value as a finance leader who knows how to step in, eliminate or mitigate issues, and make a company stronger and better. That is your track record; that is your core value; and that is what matters to a prospective company.

– Self-identify by value rather than job title or worse, lack thereof

Besides screaming desperation, which shifts the balance of power, identifying by your job title is absent any value to a potential employer. Find your value and then, use it as a neon sign at every opportunity.

– The more you blend in, the less you will be noticed

When I made the decision to work exclusively with CFOs, it was based on two things:

– With whom did I most enjoy working, and
– Where was a gap in the saturated resume writing/job coach market?

The answer was the same for both questions. I loved working with accomplished finance executives and there were no resume writers or job coaches working exclusively with CFOs.

That is true for you as a job search candidate whether you are currently in a search or anticipate a move within the next few years. Identifying how you are different from all your competitors will help to ensure that you stand out from them rather than get lost in the masses.

Your core value and strongest positioning are the most visible when you have identified what you love doing, quantified your track record of success doing those things, clarified your target market, and taken ownership of that space.

If I can help you hone your value messaging, give me a call!

 

Copyright CFO-Coach 2017

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Credentialed Career Master, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

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Your Home on the Web

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For many people, and particularly for most CFOs, the home of their digital footprint is Linkedin. Short of having your own URL, Linkedin is the only real neon sign option. That means having a robust profile is a critically important piece of managing your career … because it is where you can be found and where you are in control of the message.

Two posts came through my feed this last week regarding Linkedin, generating very interesting comments. The first was about headlines. The second around whether Linkedin replaces a resume. Let’s start with the headline.

The first question was asked as a yes/no poll … do you like headlines that are not standard fare? (i.e., your job title). I don’t have a good handle on the exact statistics, but there were strong opinions on both sides of the fence. Here’s my two cents.

Standard fare is a commodity, generic, and lacks value.

First, it is called a “headline” for a reason. If you believe your current job title is compelling enough to promote interest, do a search on Linkedin to see how many CFOs also use that headline. It’s tough to stand out with “just” a job title as your hook.

Second, companies hire because they need a Finance Leader to solve a problem, get them unstuck, or move them to the next level. The moment you define yourself by your job title, rather than your ability to solve problems and deliver impacts, and you lose your job … is the moment you become much less competitive and lose your power positioning. While nothing has changed for you except your location (outside vs. inside), companies and recruiters view that change quite differently.

Whether you choose to use a branded value-oriented headline or your job title, here are some things your headline should absolutely not say …

– Looking for a job or next opportunity

– Currently looking

– Anything that is not relevant to your branded positioning

The second issue was quite interesting, and there were certainly vocal opinions about whether the candidate needs both a resume and a Linkedin profile … and even whether a candidate would stoop so low as to create a resume if they already had a Linkedin profile. Goodness. While one day, perhaps, sometime in the future, a platform such as Linkedin may well replace resumes … that time is not now.

A Resume and a Robust Profile are Both Necessities

A Chief Financial Officer who wants to be competitive in the marketplace needs both a value-oriented resume that showcases his problem-solving skills AND a robust Linkedin profile that does not replicate his resume.

Your profile will get you noticed. Your branded value-oriented resume will solidify your credibility. They are two different, but necessary, pieces of the same job search puzzle.

Copyright CFO-Coach 2017

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Credentialed Career Master, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

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When the Person and the Paper Don’t Align

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A recent question on Quora asked …

I am constantly contacted by recruiters and I frequently get called for interviews, but I never land the job. What possible causes should I consider?

Does that happen to you?

I responded that who you appear to be on paper may not accurately reflect who you are in person. And that disconnect can be disastrous.

Now there can be other reasons, obviously, but at the CFO level I think it is more often inauthenticity than say, lack of preparation of the interview. So how does that disconnect happen between paper and person?

The resume is not written in your own voice

Perhaps that is the reason so many recruiters feel only YOU, the candidate, can write your own resume. And in some instances, I would agree. If you can be objective and if you are a great writer who understands how to self-market, you can and should write your own marketing documents. Often though, that isn’t the case. And forcing yourself to do something that you don’t do well – especially when it involves your career – can be devastating.

You’re probably wondering how a writer who doesn’t know you can possibly write from your own voice. And it’s a fair question. I can’t speak for others, but I can speak to my process. It is intensive, thorough, detailed, and takes effort (on both our parts). The end result is that I know you, your contributions, how you made them happen, and the challenges along the way. The depth of my process ensures that I am writing from your voice, not creating an image of a CFO who doesn’t exist.

And perhaps even more importantly, I’ve forced YOU to know those contributions, understand them, embrace them, and be able to clearly articulate them. When that happens, there is no disconnect between who you are on paper and who you are in person.

And if you aren’t getting interviews, or interviews for the level of position you deem appropriate, perhaps it is because …

The resume reeks of responsibility, not value.

What Recruiters Want

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I’m just back from an amazing industry conference of Career Thought Leaders. There were some great presenters and some equally great conversations with non-presenters … and I learned from both!

For me, one of the most interesting presentations was by recruiter Wayne Mitchell. He had some great information on “recruiter thinking” that will help me help my CFOs as well as finance executives who are aiming for that CFO seat. Here are just a few of his great insights (his comments are in bold, my commentary follows) …

— Water cooler talk is a great way to find out the culture of the company.

Obviously, if you aren’t in the company you’re not able to participate in or observe “water cooler talk.” But there are ways to get in that dialogue …. Here’s a hint … Linked In is no longer optional.

— The foundation of any company is its values, and aligning those with the candidate’s values & vision is key in recruiting.

Which is why candidate branding is so effective. Branding takes the question of “culture fit” off the table before you walk in for the interview.

— A candidate’s values mean nothing unless they are values-in-action.

A candidate’s values are demonstrated through his purpose, passion, and priorities.

— Recruiters look for career progression and impact in resumes.

At the CFO level, technical skills are assumed. It’s about the ROI of the candidate … his ability to solve a company’s problems and leave it, measurably, better than he found it.

Resumes vs. Social Networking Sites

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It’s not a competition. And, job seekers, even “future” job seekers … including Senior Finance Executives … need both!

What I’ve heard from my clients over the past 45 days, which includes the Christmas and New Year’s holidays, is that recruiter contacts were, and presently are, up significantly – 2 to 3 per week – and ALL of those contacts were coming through their Linked In profiles. When you do get contacted, you need to follow up with a resume that contains an equally compelling value proposition.

CFO.com did a great job in its article, “Do Social Networks Trump Resumes?”. Here are my thoughts on importance of having both: an executive resume that conveys ROI and a strong solid digital footprint.

Why you still need a resume …

Resumes, particularly at the CFO level, aren’t going away, but they have changed dramatically from as little as 5 years ago. Smartphones, Twitter, and even the Internet are driving messaging today, which means communication is short, sweet, and to the point. That works well for those of us who are a high D in the DISC and prefer to get “just the facts, please”!

Not to be lost in that succinct communication is value. You didn’t get to the CFO chair by being good at responsibilities. You got there by impacting and contributing, taking away a company’s pain or resolving it’s problems, and getting the organization unstuck so it could move to the next level. That is the essence of a compelling resume and marketing message! And it must transcend your resume and flow right into your digital footprint.

Why you must have a digital footprint …

Visibility. Credibility. Positioning. You can be the greatest finance executive in the history of the world, but if no one knows about the impacts you’ve made OUTSIDE your company, does it matter? In all likelihood, not to your career!

There is no question that recruiters, good recruiters anyway, can find you even if you aren’t making it easy for them to do so. But they can also find your talented and accomplished competitors, and much quicker.

CFOs are notoriously bad networkers. Either they don’t enjoy networking or simply don’t have time to engage in networking. A mere 15 minutes a day of proactive social networking can make a huge difference in gaining visibility among your target audience.

That visibility is backed by credibility – you are who you say you are – and can lead to high-value subject matter positioning. With a strong, visible presence, you can stand out from everyone else, rather than blending in with everyone else. Think “Purple Cow.”

An up-to-date resume and a solid digital footprint are both foundational for savvy career management.

The one thing the CFO.com article didn’t cover was the benefit of proactive reputation management, which is a huge benefit of social networking. I’ll touch on that in my next blog post.