Make Your Email WORK For You

How much thought did you put into your email when you created it? For many people, they tried to make their email only to find that someone else on the planet already had it, and so they selected a computer generated one. The computer generated email no doubt contained some portion of the person’s original attempt and threw in some random number.

Now why on earth someone would choose to use a randomly chosen email is beyond me, unless of course the person isn’t thinking at all about what the email communicates; or fails to communicate.

Here we have hit upon one of the most significant differentiating things which define those who see an email address as just an email address, and those who see the email address as a chance to brand themselves. In other words, your email can actually market you to others, and to fail to recognize this is to miss an opportunity. Allow me to provide you with some concrete examples of both the good, the bad and the just plain and insignificant.

Let’s say your name is John Edward Brown; you’re looking for work as a Personal Support Worker and you want to create an email. I’ve intentionally selected a very common full name because the likelihood of finding that johnbrown@ etc. is still available is absolute zero. So you make the initial attempt and finds it fails. The platform being used, be it Gmail, Hotmail, Outlook, Yahoo etc. is going to say that gmail isn’t available and in order to expedite the process and keep you from being frustrated at the same time in further attempts, it suggests johnbrown238@, johnnbrown578@, etc.

Randomly selected, these could be misinterpreted by a potential employer in your job search as meaning you wer born on the 23rd of August, maybe May of 1978 etc. These are only marginally better than johnbrown1978@ which clearly suggests you wer born in 1978 and puts your age smack at the top of the resume; a major no-no.

Now of course you might be smart enough not to accept these computer generated emails, so let’s give you credit. Maybe you go for johnebrown@, john.e.brown@, j.ed.brown@ etc. These and other versions like them, certainly communicate a name without a number embedded in the email and that’s an improvement. There can be nothing revealed or suggested about your age or personal information like a birthday, and this also prevents some identity theft.

However, while the suggestions in the previous paragraph have their advantages over emails with numbers, they still aren’t saying anything about John Brown yourself in terms of the work you are identified with. What then if you thought about creating an email that both was devoid any prejudice and at the same time lent strength and identity to your personal brand?

Remember you; our hypothetical John Edward Brown are looking for work as a Personal Support Worker. If you chose an email such as PSWjohnebrown@ or iamjohnbrownpsw@, both your name and your career profession are embedded right in the email. Considering the location of the email at the top of your resume, it is one of the first few things the eye of the receiver sees and reads as they look at your resume.

In addition, whenever the employer clicks on your hyperlink to your email, or types in it manually addressing an email, they must associate you with your profession because it’s so visual.

A second option is to return to the whole point of having an email in the first place; you want someone to contact you. If then the point of your email on a resume or cover letter is to prompt action on the receivers part, you could opt for a different approach to constructing your personal email. This option works well when you are not specifically after one job or career only, or you are going for a job that might have different titles with different organizations.

So what is this second option? It’s choosing an email such as calljohnbrown@ as an example. This email address doesn’t label a profession, but it does state a desired action; a phone call. So if you were John Brown and you wanted to be a Personal Support Worker, but you knew sometimes the job is called, Health Care Aide, Support Worker, Personal Support Aide etc. you may want to have some flexibility with respect to your email address and not limit yourself to the single job title in the email address.

My suggestion is to also avoid the underscore in an email at all costs. john_brown@ may look good when there is no hyperlink embedded in the email, but as soon as the blue hyperlink underlines the entire email, the underscore disappears and appears to be a space in the email. Novices and those who give email a quick scan may actually type what they see and find their attempt to contact you is rejected. They may not bother to try a second time. How unfortunate. You can eliminate this remote possibility entirely by avoiding the underscore.

So there you have it; some ideas to help both yourself and others with your email address.

Older Workers And Legacy Projects

Have you got an employee on your team nearing retirement who strikes you as stagnant? An individual that appears to be just playing out their remaining days, isn’t contributing the way you feel they should; someone who isn’t truly invested in their work? Well that certainly is a problem, but perhaps for reasons you might not suspect.

For starters, it’s essential to note that if that person has been in your organization for a long time, it is likely that there was a time when they were more productive than they appear today. Now while that productivity has dropped off, they still have cumulative experience, expertise and wisdom that could and should be accessed and tapped into before they retire and take it with them.

In order for an organization and its employees to benefit from this individual moving forward, why not give them a legacy project? A legacy project as I term it, is shifting their focus slightly; adding to their days some time to produce something that will stay behind when they leave that could be valuable in their absence.

I think one of the key things to understand with an older more mature worker, is that they themselves experience shifts in their working environment and for many, they perhaps come to a time when they feel less valued and appreciated. Younger workers, perhaps in their 30’s – early 50’s, have more vitality, more energy and this manifests itself through innovation and creativity; looking at doing things differently and better. That of course is a natural process for people to undertake, but the older worker who doesn’t feel that same desire to learn and apply new ways of doing things may still be holding on to ‘the old ways’. The old ways as it turns out, may be the very things they themselves introduced as new once upon a time. It’s this ownership of what is being left behind that may make them feel less appreciated and undervalued.

If your workplace is ripe with people happy to transition from what was good once to something new that is better, it’s not universally easy for everyone to shift their perspective and ‘get on board’ with the new processes. Some employees – both young and old – might need more support and encouragement to learn new systems, software, procedures or practices.

It may not be that the older worker nearing retirement is stubborn; it could be that because they feel their years of experience and skills are not being acknowledged, they are in some way carrying forth a bitterness that causes them to resist what they perceive as yet another step away from what they know. When people are forced to transition to something new and they don’t have the self-motivation to move in that direction, they can experience resentment. This resentment might end up being directed at the people driving the change; as if it is they who are threatening their way of doing things.

It’s the older worker who may have written the employee manuals, workshop materials, orientation packages, production guides of the past. When someone else is designated to re-write these publications, or worse yet, volunteers to re-write these publications, this initiative can be misread as not respecting the previous ones and the people who produced them; i.e. the older worker who lately seems to have an attitude problem, is resistant to learning, fights change at every step, and appears locked in the past.

A legacy project may be the one thing that this older worker may be uniquely qualified to do above everyone else because they have been there as all along the way as change occurred and things evolved. So that the former ways don’t get lost when they leave, it may be useful to record the past so that it becomes a documented treasure. This kind of project acknowledges their past as being something of value, and gives them a purpose in the present of value.

Now not all older workers nearing retirement experience this resistance to change or a drop in productivity. We must be fair however and agree however that there are some workers who are not as open to change as they once were. These people might feel their opinions are not valued as much as they should be; their ideas aren’t listened to with respect the way they feel they should be, and this can lead to disharmony in the workplace. To do nothing, to brand the person as a problem or a stick in the mud, might be the wrong approach.

Another idea might be to encourage that individual to produce something new as an update of what they produced in the past themselves. This could require some research, including technological changes that have come about since the previous document or program was created. This combining of the old with the new both acknowledges the contribution they could uniquely make and still requires them to be knowledgeable about present trends, best practices etc.

When was the last time you told the older worker they were a valuable member of your team? And should you yourself be the older worker feeling less appreciated, when was the last time you told someone driving the change that you appreciate their desire to make things better – as you once did yourself?

There’s tremendous value locked in the memories and experiences of senior staff; value that shouldn’t leave an organization when they do.

Having Fun With Voicemail

One of the things I take great care with each and every day is the voicemail message I leave for those who call in only to miss me and leave a message. I know that as an Employment Counsellor facilitating workshops most days, the likelihood that I’ll be there to speak with the caller myself is low, and thus, the opposite is true; there’s a high probability that the people calling me will have to leave a message.

So each and every day, while my computer is going through the process of turning on and loading the start-up programs, I pick up the phone and punch in the codes to get to the part where I can leave a personal greeting. It is a strong preference of my employer that these messages are fresh each day with the date included so that callers can determine whether you are in the office or not and when you might be able to be reached or return the call.

Now as I say, I put some thought into the message I’ll record. It’s not a lengthy process, and I don’t need to write it out first or anything, it just flows. So if you called me you might hear something like this:

“Hi, you’ve reached Kelly Mitchell, Employment Counsellor with the Region of Durham. Today is Monday February 8th. It’s the first day of a new week, and there’s no better day to start something new. No matter what happened last week or over the weekend, here’s your chance to start fresh. Do something today that you’re future self will thank you for. Leave me a message including your name and phone number and you  just know I’m going to get back to you as soon as I can – probably in the afternoon. Count on me and until then, make sure you make Monday count; thanks for phoning.”

Nothing incredible to be sure, but certainly something interesting for the caller to listen to; well I think so anyhow. So you can imagine my surprise and immediate disappointment this afternoon when I was told by a woman on the phone that my messages were hard to follow.

I said out loud, “Hard to follow?” My mind raced to think what I had recorded and how my message might have been unclear. Sure I add a little personality in there, a quote of the day, job search tip, or an outrageously animated voice to bring a chuckle and smile to the face of the caller. In terms of clarity however, I wondered what was so hard to follow and understand.

“No I love them!” she said. I mean they are so unexpected and different from what everyone else’s answering machines say. I never know what you’ll say and you get me thinking. Then all of a sudden when I’m to leave my message I forget what I have to say almost. That’s what I mean; your messages are so good they are hard to follow.” So here I was initially confused and just a tad disappointed when I thought she meant they were hard to understand, and then just as quickly I felt good and vindicated as the intent of my message obviously had made an impact for good.

On March the 17th my voice will take on an Irish lilt for St. Patrick’s Day. At Halloween, my message is actually Igor asking the caller to leave a message for Kelly Mitchell, Employment Counsellor when all of a sudden Dracula interrupts and wants to know what Igor is up to. Callers tell me they think its two people talking but really their both my voices. Mondays are fresh beginnings, Tuesdays all about getting going, Wednesdays the day to hang in there and Thursdays a day not to lose waiting for Friday. Friday of course is the day to push for a great finish and the weekends to recoup your energy. Well that’s a general theme anyhow but there are plenty of variations.

Now yes this is a business line and I’m representing my employer so the messages have to be professional more often than not – but they can also include some individual personality; some life and exuberance. I imagine myself calling in and the vast majority are people who are out of work and stressed out. So a voice full of energy and enthusiasm that more often than not makes people laugh and smile can’t be wrong can it? Many a message I listen to from those who call start off actually commenting on the message I’ve left for them; and I can hear them chuckling.

No I’m not bi-polar, I don’t have split personalities, nor am I schizophrenic. I am in a position where I encounter a lot of human suffering, heartbreak and disappointment. The unemployed often have high highs and low lows. A formal professional greeting devoid of any personality might work in some settings, and that’s fine. However, keeping people entertained while informed is more my style and it works for me. It might work for you but then again, we’re all different.

If you find you’d like to put your callers in a better mood when leaving you messages you are welcome to try out this voicemail exercise. See if it makes a difference in the tone you set for callers.

Now of course I’m wondering if my phone will be ringing off the hook in the next few days…

New Beginnings

It strikes me that here on February 8th 2016, that this date in and of itself is rather unremarkable. It isn’t the first of a new season, there is no drastic weather event about to occur to my knowledge, no treaty or declaration is being signed, and yet nonetheless, this day is of significance.

As I entered the building where my Employment Resource Centre is but one tenant, I noticed immediately that the paper covering a rather small ‘opening soon’ tea and coffee shop was removed, the door ajar, and a flurry of activity inside. On the window was the message, “Free coffee today”. February 8th, 2016 is apparently day 1 of this venture; or rather, adventure for the owner.

This has been a business in the offing for months now. It’s the newest business in the mall; for that matter the newest business in the entire area. However the business itself is just the manifestation of an idea that’s been percolating ever since the enterprising entrepreneur running it experienced the loss of her job with the closure of a large supermarket food chain.

So there you have it; the highs of opening one’s own business after experiencing the lows of being out of work and unemployed through no fault of her own.

As any new business owner will tell you, there is an element of risk involved in opening a business. There’s the financial investment of course; the gamble that as a small business with a staff of one, you can compete against the coffee industry with the big boys such as Tim Horton’s, Starbucks, McDonald’s etc. On top of these major players, there are restaurants and gas bars, (some even offering free coffees if you drop in and fill up).

The real key I think is offer more than a coffee or a cup of tea. I don’t mean sandwiches or soup either; I mean the idea of branding yourself as not only the product provider, but in fact the product itself. In a small operation, it’s essential to sell your smile, come to know your customers by their first name, to be visible and capable. It is precisely because tea and coffee are plentiful and relatively cheap that the experience has to be more than just the product itself in your hands.

This is why I think the owner might just have a shot at success. While employed previously with the large supermarket, the woman in question worked at the snack and deli counter. There she made sandwiches, served pizza slices and coffee, ran the till and interacted with the customers. She did get to know many of the regular visitors by name and had a habit of saying she made her sandwiches or pizza slices with love – and that’s what made her unique and memorable.

Unique and memorable…sounds like a recipe for success. What a stressful time this must be for someone just opening a business – day 1. I can see just from a brief walk-by that she isn’t completely ready, that there are some cosmetic things another day or two would completely clear up. However, the rent on the storefront is probably weighing on her mind and the sooner you’re selling, the sooner you’re making money and able to pay those bills.

But what of the free coffee? How can she make money if she’s giving it away? Call it an investment, a marketing ploy, a strategy; it will have people talking, and hopefully spreading the word that she’s open for business and ready to serve. It would be completely different of course if it were an expensive product, but she’s confining it to teabags and coffee grinds, cups, hot water, stir stix, milk and sugar. In exchange, you’re in her space, conversing, introducing yourself and tasting her products. Free samples aren’t about today; that’s an investment in the future.

Now what of you? What are you doing that’s new today? Anything remarkable? Being that it’s a Monday, the week is new, and there’s no reason that February 8th can’t begin a new chapter as you write the story of your life in 2016. On a big scale, you might be starting a new job and if so, congratulations! Or you’re getting married today, buying a house, taking possession of your new car etc. If you’ve got something big happening today, I’m elated for you!

However, sometimes it’s the small things we are doing that still mark fresh starts and new beginnings. Over the weekend I re-designed my own website. If you’re reading this on the website itself, thank you, I hope you like the fresh look. If you’re reading it through another platform, I invite you have a look at my redesigned blog located at

If you drop by, you’ll find this article and a complete archive of blogs going back to February 2012. You can comment there on what you find and read, click on the ‘follow’ icon so you get blogs sent to your email, and you are welcome to contact me directly. You might even suggest a topic you’d be interested in having my thoughts on – that’s presumptuous but you might.

Whether like me reinventing my blog, or the business owner reinventing herself as an Entrepreneur, you can find fresh starts and new beginnings throughout the year and your lifetime. All it takes sometimes is a push, some inner motivation or a desire for change.

Enjoy YOUR day!

Who Will You Be? Ever Considered This?

One of the things I enjoy about my job as an Employment Counsellor is the many people it brings me into contact with and hearing their life stories. Ask somebody to tell you their story – and give them the time to tell it – and you’ll learn some amazing things.

There are a lot of people for example who chose at some point to drop out of school. Some of them saw getting a job the fast track to moving on with life at the time. Others dropped out to support their family, and in others, their families placed a low value on education. The ones going back realize that getting their grade 12 is important, and it’s their current struggles and success they relate that draw you in.

Oh and the job seekers? Ah, they have fantastic stories to tell. Their tales involve hopes and dreams, rejection and heartbreak. Their stories extol resilience, tests of self-confidence, self-esteem, documents composed, communications both sent and received. Here are the peaks and valleys, the aspirations, the musings of how a single job offer could be life-changing and how much they’ve got riding on a single application. They relate investments of energy, time, precious funds, negotiating debts, losses and new hopes rising.

You want more stories? I hear people I interact with daily tell me their stories of dysfunctional families, being cast out themselves; relationships they had high hopes for dashed. There’s suffering, abuse, death, birth, joy and pain, sorrow and ecstasy. Their stories sometimes involve police chases, crime, scandal, rehabilitation, drugs, sex, fresh beginnings, re-settlement and fears. There are greedy landlords, kind bus drivers, relentless bill collectors, volunteers in soup kitchens, shelters and bargain stores in their lives.

It’s interesting because if you think about the movies and books you love most, don’t you find that many of the tales involve some heroic figure overcoming their disadvantages; working through their challenges? They are constantly faced with setbacks, they sometimes fall into despair or if they don’t, they have every reason to. At times, they undertake a quest, some journey to an end; helped along the way by people that come and go, sometimes misled by others. When the book ends; the journey complete, they feel a sense of accomplishment, and they almost always are better people for what they’ve undertaken.

There are such real life stories all around us where the hero or the heroine is walking past you on the street, making your sandwich at noon, reading a book at the next table in the library. They don’t look remarkable in any way, blending in as they do with all the other people moving about. They don’t have bulging muscles, don’t carry swords, daggers and axes; don’t have rings, gems, treasure maps or traveling cloaks. They are however real and they exist not in the pages of some book but right here before you.

The really cool part is when you suddenly realize that if someone were chronicling their journey and writing the novel of their life, this is the chapter where they came into contact with…you! Now what will they write about your influence on this person? How does your own life interweaving with theirs influence their path? Will you be the person who could have provided help and assistance but was too busy to lend a hand, or will you go down as the kindly character that gave aid in a dark time when aid was unexpected and sped the hero or heroine upon their way?

Another thing that’s pretty awesome to think about is this. Think of someone in a series of movies or books that you admire. Frodo, Anne of Green Gables, James Bond, Sherlock Holmes, Wonder Woman or Luke Skywalker. These characters are in a finite number of books or movies. You and I however, touch a significant number of lives each day and are thus interwoven as characters in many stories. In a single day, you and I are characters – major, minor or incidental – in more people’s stories than all the books that exist for any one of those I mentioned above. Sherlock Holmes helped clear up many problems and assisted many people, but when the Sir Arthur Conan Doyle stopped writing his stories, you could count them and they were over.

Every time someone says, “Can you help me?”, “I’ve decided to go back to school” or you overhear, “I’m so frustrated!”, you’ve got an opening. This is the moment you get a choice on how you’ll be thought of and written up in their story. This interaction could change the course of their day, brighten their day and lighten their load…Who knows? It may be a small and incidental thing yes or maybe something bigger.

So how does it feel to see yourself as a character in literally thousands upon thousands of books chronicling the stories of the people you come into contact with? In any given day, you and I might be a helpful soul, a listener, a supplier of money, a purveyor of goods and services, someone who could have helped but didn’t, a jester or wise man with wisdom to impart. Why we might even be someone who learns from the main character.

You and I; we get all kinds of chances with each interaction throughout a single day to be supportive, helpful or a roadblock. How will you be portrayed in their journey?

Doing Better And The Element Of Change

“We can be better.” Do you believe the team you work on and the organization you work for can be better? Is it productivity, results, customer service, a reduction in complaints, profit margins, quality of staffing, working environment or physical spaces to name a few things? Or do you honestly believe that there is no area in which your team and your organization can be improved in any way?

Okay, so here I make an assumption; if you answered objectively, you admitted there are ways in which your team and your organization can be better. The next step might appear to examine in what ways?’, but in my mind it’s actually, “Is there a willingness to change in order to become better?”

You see, if you jump to looking at ways to improve and do things better right off the bat, most people will get on board with this easily enough but a key stumbling block down the road to improvement down the road is being ignored at the outset. People generally agree on being better as long as it refers to others. In other words, the change required to be better requires that other members on the team adjust and work more like us. “Then we’d have a homogenous team and we’d be better because people would be more like me. And I work and act this way because it’s comfortable and what I’m willing to give to the work I do.”

However, if you ask everyone at the outset if there is a willingness to change in order to become better, then the starting basis for any further discussion is that everyone has to change to a lesser or greater degree, but change there will be. Now it might appear academic that to do better and be better, change is a given. Don’t make that assumption! From my experience, the world change itself is pretty open to interpretation. To some, ‘change’ could mean a minor adjustment to which they can point and say, “See, I changed.” To someone sitting right beside that person, their idea of change is nothing less than a massive overhaul that looks completely new and different.

It’s therefore a good idea anytime change is being discussed to determine a shared definition and understanding of the word, ‘change’. Failing to start with some shared comprehension of change can result in people eventually disagreeing on the scope of change being proposed. So while one person thinks a change in office furniture means new desks going in exactly the same locations as the old office furniture, another person sees new furniture, and an opportunity to change the layout itself to something different and in their view better.

We can do better. That was the opening premise. Okay so now that you have a discussion about getting your people all on board with the fact that to better, it goes hand in hand with change, the discussion moves to the question of how. This is where the fragile are going to lock down and resist change, because for some, the instinctive thing to do is protect whatever it is that we hold most dear. Will being better mean doing things differently? Yes. Will doing things differently mean I’ll be uncomfortable, giving up or sharing control, maybe being displaced altogether? Maybe that occurs, but not necessarily. Remember, some people think change is a good thing; as long as we’re talking about other people.

We can do better; we choose not to. This is the complaint consumers, customers and clients often have of the services and goods they receive from organizations. Ironically, listening to consumers, customers and clients is at the very heart of what should drive change. Yet, there are countless examples of organizations and teams of people who plan in isolation, designing and implementing what they believe to be best for these groups only to find they’ve missed the mark.

Choosing to do better usually but not always involves an outlay of cash. This outlay of cash should be seen as an investment in the people who will benefit from the way in which your team or your organization changes. If that new office furniture makes the employees perform safer and more efficient work; if there are less injuries because the design itself becomes more ergonomically friendly, then less time away from the job due to injury improves the customer service experience. Go for it.

So does your team acknowledge that it can be better? Is everyone on board with change as a necessary requirement in order for the improvement to occur? Does everyone have a shared understanding of what change itself implies as it may apply to them and how they do things at present?

These are some of the necessary questions at the early stages in the process of improving. One of the worst things that an organization or team can do is decide in isolation on change, then implement changes on other people without properly involving them in the process. This is the classic; “We know what’s best for you and don’t need your input” approach. Sometimes it works, more often it doesn’t.

As a member of your team and the larger organization, look for opportunities to improve; talk with your customers, consumers and clients, listen to their ideas. Embrace change as inevitable to doing business and be receptive to learning new methods of delivery. 



Your Experience With Resumes Please!

Hello reader! I have a request to make of you; if you would be so kind as to help me out. The team of Employment Counsellors I am part of is in the process of re-examining the topic of resumes. We’re looking at everything including format, content, construction and we’re also looking at how we deliver our resume workshop itself.

I’m hoping that after reading this piece, you might do me the great favour of providing some feedback to me given your own experience; feedback that I can bring to the discussion we’ll be having. I will appreciate all the feedback I receive of course, but I am especially interested in hearing from three groups: those holding Human Resource positions in companies who receive resumes, other Resume Experts, and you Job Seekers.

Here are some questions for each group of people to get you thinking:

Human Resource Personnel

  • Are you using Applicant Tracking Software?
  • What makes an effective resume?
  • What are you looking for in terms of content and layout?
  • Comment on the use of italics, fonts, white space, borders, boxes, lines etc.
  • What are your pet peeves; the turn-offs?
  • What advice would you pass on to make your job easier and find the right people?

Resume Experts

  • Do you deliver your advice 1:1, group facilitation or both?
  • How long do you typically take with an individual to produce their resume?
  • What headings and format do you use and why?
  • If you deliver resume workshops, what do those workshops look like?
  • Do you seek out the input from employers and if so how often?

Job Seekers

  • What’s been your experience with your resumes?
  • If you got help with your resume, what advice did you receive?
  • How would you like to receive help making your resume?
  • What did you learn that you hadn’t considered before?
  • Did the help you received produce more interviews?
  • Do you want a resume done for you or do you care to learn how to do it yourself?

Please don’t limit yourself to the questions I’ve posed above. If you have some insight into the resume experience to share I would be most grateful to hear whatever you have to say – and in your own words. While I have definitive opinions on the subject, and feel I’ve got expertise in resume writing, I know and understand the benefit of receiving input; especially from key stakeholders such as the three groups I’ve identified. Allow me to be the student and teach me what you know.

I’d also be most grateful if you would pass this piece on to those you know who might be willing to provide me with some feedback that I may not normally come in contact with. When responding, perhaps you could self-identify your position; Job Seeker, HR Professional, Resume Expert, Job Coach, etc. Whether you choose to identify yourself or request to remain anonymous, I will respect that request when pulling things together. It will be enough for me to identify your role, not necessarily the company you work for – unless of course you want that information known. You could even say you work with a large, medium or small company in the __________ sector. That would be interesting.

If there is sufficient feedback, I will share what I compile in some future piece; and if you prefer to email me personally rather than respond to this blog, you may do so using  or ; my work and individual emails.

My team is made up of Employment Counsellors who both deliver workshops and provide front-line assistance in an Employment Resource Drop-in Centre. We deliver workshops on life skills, job coaching, learning to use computers, interview skills, resumes, WHMIS, managing stress and frustration, self-esteem and career exploration.

My motive in asking you my reader for your expertise and feedback is that in order to remain relevant and best serve the people we assist, I believe it is critical to reach out and get feedback periodically so that the design and process we employ moving forward is responsive to current trends, meets core needs, and produces desired results.

You are the experts! I am confident you have a voice to be heard and have some valuable thoughts to be put into the mix. I’d love to hear your stories, your experiences – the good and the poor. What’s it like out there at your end? If you’re out of work or in the process of making a career change, what’s been your experience with resumes and job applications?  If you’re on the receiving end, how do you decide on which resumes lead to job interview offers and which are rejected?

Are resumes changing? Are they even necessary? If your organization isn’t using resumes what is it you are using or moving toward implementing that might take their place?

On my end, I’ll do my best to take whatever feedback I receive and consider it all. If I can rely on you my readers to share a little of your experience, this could be a wonderful way for me to come to the table with what is really happening, “out there”.

A big thank you in advance for both your ongoing support and your anticipated participation. Whether it’s a line or two, a lengthy email and several attachments or some stories sharing your experience, it’s all appreciated. Let’s work with the end of February as a deadline.

Thanks people.