英文简历模板制作教程Career PressCompetencyBased Resumes How To Bri

英文简历模板制作教程英文简历模板制作教程CareerCareer PressPress CompetencyBasedCompetencyBased ResumesResumes HowHow ToTo BriBri How toBringYourResume totheTop ofthePileCompetency BasedResumesByRobin KesslerandLinda A StrasburgFranklin Lakes NJCopyright xxby RobinKessler and Linda A StrasburgAll rightsreserved underthe Pan American andInternational CopyrightConventions This bookmay notbe reproduced in wholeor inpart in anyform or by anymeanselectronic ormechanical including photocopying recording orbyany informationstorageand retrievalsystem nowknown orhereafter invented without writtenpermissionfrom thepublisher The Career Press PETENCY BASED RESUMESEDITEDBY KRISTENPARKESTYPESET BYEILEEN DOWMUNSONCover designby DesignConceptPrintedin the U S A by Book mart PressToorder thistitle please calltoll free1 800 CAREER 1 NJ andCanada 201 848 0310 to orderusing VISAor MasterCard or forfurther informationon booksfromCareer Press The CareerPress Inc 3Tice Road PO Box687 Franklin Lakes NJ07417 careerpress Library ofCongress Cataloging in Publication DataKessler Robin 1955 Competency based resumes how tobring your resume to the top of thepile by RobinKesslerandLinda A Strasburg p cm Includes index ISBN1 56414 772 X paper 1 Resumes Employment I Strasburg Linda A 1948 II Title HF5383 K47xx650 14 2 dc22xx054483As wetransition froman Industrialage to an Information age Knowledgeworker economy we needa newmindset a newskill set and a new toolset Competency Based Resumesreflects thattransition with a cornucopiaofpractical tested insightful resumeideas andguidelines Dr Stephen R Covey author The7Habits ofHighly EffectivePeople andThe8th Habit From Effectiveness to GreatnessDedicationThis is formy mother Shirley Kessler who taughtme thatI coulddo anythingIreally wanted and inmemory of my father Barney Kessler who helped me learntothink formyself andmade itpossible for me to get agreat education I hopehe wouldbeproud Their petencieshave alwayshelpedmeidentify myown Robin KesslerThis book isdedicated tomy mother Lillyan Loomis who alwaysbelieved inmypetencies evenbefore Idid my latehusband Jerry R Bell who wishedformethebest oflife and who isstill bymy sideguiding meto be more petent and mygrandchildren Andre Xochi and Giovanni who willcontribute theirmany peten cies toa betterfuture LindaA StrasburgAcknowledgmentsWe havemore peopleto thankfor helpingwith this book thanwe couldever name But hereare a few whodeserve somespecial recognition Thank youto BillBaumgardt my ex manager and friend for takingthe timetoreview themanuscript oneevening duringhis businesstrip toHouston To HankRadoff my cousin andfriend for handling our legalwork To MaryAlice Eureste for encourag ing meto learnmore about petencies To DavidHeath for confirmingthe needforpetency based resumesin corporationsusing petency based systems To NancyPalmaand PattyFrederick our aountantand bookkeeper for keepingus outof trouble To RonFry Mike Lewis and MikePye atCareerPress thank youfor understand ingouridea andbelieving init To KristenParkes for herskills as an editorand consis tent professionalismduring the process To myfamily andfriends thank youfor yourpatience duringthese monthsI vebeen workingon thebook Even thoughI valueall ofyou I want to mention a fewspecialpeople whohave beenimportant tome fora longtime To myaunts anduncles Florence andBob Lait Paul Kessler Louise Colin and Raeand MiltGoldberg for theirencouragement To PamThompson who knewhow to be a good friendfrom theverybeginning and toPaula Hanson who hashad thewisdom to help mefeel sanesincegraduate school please know how muchI valueyour friendship To ArchieThompsonand AndyHanson their husbands thank youfor yourfriendship andwarmth ashosts To theteachers whoinspired me Sarah DayHaynes atLongfellow ElementarySchool Jean Priceat BellaireHigh School and Dr Carl Smith Dr Irwin Weil andProfessor DennisBrutus atNorthwestern University Here sto all ofyou Robin KesslerThankstoall ofmyfamily friends clients students and radiolistening audienceswhoasked thedifficult questions and whochallenged oldnotions whileoffering newsolutions Without thequestions there wouldbe nonew answers without challengingoldnotions I wouldhave languished without offeringnew solutions I wouldnot havecreated LindaA StrasburgThis pageintentionally leftblank Tableof ContentsChapter1Meet theNew Competency Based Strategy9Chapter2Understand Competency Based Systems17Chapter3Identify RelevantCompetencies25Chapter4Create anEmployer Focused Competency Based Resume33Chapter5Develop StrongCompetency Based AomplishmentStatements49Chapter6Choose theMost EffectiveResume Style63Chapter7Complete OtherKey ResumeSections75Chapter8Review Revise and Polishthe Resume81Chapter9Check to Make SureYour ResumeIs Complete87Chapter10Look atCase Studiesfor IdeastoMakethe ResumeStronger95Chapter11Read ThroughMore Competency Based Resumes115Chapter12Create Competency Based Correspondence125Chapter13Prepare forCompetency Based NetworkingandInterviewing133Chapter14The NextStep Actively ManageYour Careerin aCompetency Based Organization141Appendix AListof Core Competencies149Appendix BTypicalCompetencies forCertain Professions161Appendix CCompetenciesThat WillBe Importantin theFuture165Appendix DQuickReference Competency Based ColdCallCover Letters167Appendix EHowto WriteCompetency Based ThankYou Notes169Appendix FTheBenefits ofUsing Competency Based FilingSystems171Appendix GUsingthe Competency Based Approachto AnswerKeyInterview Questions175Chapter Notes179Bibliography181Index183About theAuthors1879If youran forpolitical officeand won the majorityof thepopular vote would youassumeyou d wonthe election Not if you expectedto bethe nextpresident of theUnited States Understanding thatelectoral collegevotes determinewho winsthepresidency is critical ifyou plan to runfor and win that office Understanding thenumber ofpoints you ll need to win a tennismatch iskey indeterminingyour strategy to beatyour opponent If thewind changes you d betterplantotack andreset yoursails ifyouwant tomake it to the rightdock Understanding howsystems workcan increase your abilityto getwhat youwant But we need to realize thatsystems changeand grow We can expect thesystems wework with tocontinue changing and wecanexpectthe paceof changeto onlygetfaster When systemschange weneedto recognizewhat ishappening asearly aspos sible to help usdevelop thestrategytoallow usto maneuvermore effectively andreach ourgoal We needto carefullywatch forthose changes We haveto besmarterthan ourpetitors anticipate change and adjustour ownapproach ifwe want tobe suessfulnow and in thefuture and perhapseven tosurvive The systembehind findinga goodjob has changed Employers havechanged thesystem If youwant to be suessful in today s jobmarket you needevery edge overyour petition You needto change Understanding thesystem whenlooking fora jobhas alwaysgiven certaincandi dates theadvantage with employers But it iscriticalto realizeand aeptthat thesystemthat employersuse whenmaking the decision tofill jobshas changedsignificantly in thelast fewyears andcontinues tochange today Candidates needto tailortheir approach to adjusttothe employers changes andtarget theircandidacy toemphasize what the employerswant Chapter1Meet theNew Competency Based Strategy10Competency Based ResumesImaginegetting ready to runa raceand findingout that the racehad changedfroma5k runtoahalf marathon If youwanted towin therace badlyenough you d changetheway youtrain anddevelop anew strategy This bookwill give you thenew strategy the toolsyou need to playthe gamemore effectivelyandpete towin If youuse this approach you willimprove yourchanceto Win yourideal jobin anew pany Be selectedfor extremelypetitive positions Get thepromotion ornew positionwithin yourorganization Increase yoursalary byensuring employersknowhow yourpetencies canimprove theirresults Be morechallenged andhappier withyour work What s Changed Unemployment ratesare significantlyhigher than they werein thelate1990s So phisticated employersare increasinglyusing petency based systems to definejobs and train select and promoteemployees And we re seeingmore jobsposted ontheInter andin advertisements asking candidatesabout theirexperience incertain keyareas also knownas petencies What arepetencies Paul Green in his book BuildingRobust Competencies Jossey Bass 1999 gives onedefinition usedby manyHR professionals An indi vidual petency is a written description of measurable work habits and per sonal skills used to achieve a work objective When petencies are usedat the organization levelto helpachieve organiza tion objectivesor goals they aretypically referredto ascore petencies Manyorganizations developtheir corepetency listand theninclude the most relevantones with additionaldetails in thelist of petencies beingdeveloped forjobgroups andindividual positions The useof petencies in organizationshas expandedsignificantlyin the lastdecade More and more organizationsare usingpetency based applicationssuchYou arewhat you have learnedfrom the past what youexperience today and what you dreamfortomorrow 11Meet theNew Competency Based Strategyasresume screeningsoftware behavioral interviewing petency based training andpetency based paysystemstohelp themmore effectivelymanage theirhiring training pensation and promotiondecisions Many sophisticated panies screen resumesby usingsoftware looking for keywords which areoften based upon petenciesdefinedfor the position Companies such as AmericanExpress IBM Coca Cola Delta Airlines Anheuser Busch PepsiCo and BPhave beenamong theleaders in using behavioralinterview ing techniques such asTargeted SelectionInterviewing to provideinterviewers withbetterinformation based onactual pastexperience from candidates Effective behavioral interviewing is based onthe theory that pastbehavior isthe best predictor of future behavior In otherwords past suesspredicts futuresuess Interviewers askquestions toassess howpetent candidatesare in severalareas or petencies the employerhas identifiedas criticalto performanceforthat specificjob Organizations in somecases are tryingto hirecandidates tospe cifically buildthe petenciesneeded organization wide Many panieshavetrained interviewersto conductinterviews thisway sincethe1980s and moreorga nizations haveadopted behavioralinterviewing sincethen even for interviews tobepromoted ortransferred tonew positions within an organization Using behavioralinterviewing techniquesis nowstandard practicewithin mostso phisticated organizations But almostall candidatescontinue to write resumesand pre pare for their interviewsthe sameway theydid in thepast They havenot adaptedto thechangein howemployers conducttheir interviews Hint If youwant to improve yourchance ofwinningpositions at these topemployers you musttake advantageofopportunities toemphasize your petenciesin the keyareas the employerneeds duringthe interview and onyourresume Your examplesmust befocused powerful andconcise The U S Aviation Administration Waste Management and theengineering firmFluorare justthree of the organizationsthat recentlyposted jobson Websitesthatinclude alisting of petencies or dimensions in the job description The numberoforganizations listingtheir positionswith clearlyidentified petenciesincreasesevery timewe lookat employmentWebsites 12Competency Based ResumesOnOctober20 xx Monster Monster ran morethan2 000advertisements askingfor petencies The adsasking forspecifiompetencies camefrom organizationsof allsizes thatdayand included Sears General Mills HCA Novartis Cummins MetLife Ingersoll Rand Siemens Dole FoodCompany Federal ReserveSystem BP UMass MedicalSchool Abbott LaboratoriesEmployees CreditUnion Perot Systems Other paniestake a more subtleapproach They mayinclude alist ofthingsthey are looking forfrom the ideal candidatein theirpostings and advertisements without callingthem petencies If you analyze the more subtlepostings you canidentifyhidden petencies and corepetency groups and make the decisionto use thisinformation tomake your own job search moreproductive Hint Take afew minutesand visit some of the Websitesofyour favoriteorganizations Determine ifthey areusingpetencies Type in your profession for example HumanResources and Competencies inyourfavorit e employmentWebsiteand seewhatyoufind Notice thatpetencyapplications arebeing more and moreprevalent in theworkplace 13Meet theNew Competency Based StrategyIn this book we willshow you how to recognize theclues hiddenin theseadvertise ments thatothers miss By analyzingthe wordsthe employer is using you candeter mine what the employer s realneeds are Then we will demonstrate how you can usetheseclues towrite moreeffective resumesand coverletters thatdramatically increaseyourprobability ofgetting noticedand chosenfor an interview Using petencies to measureemployees andapplicants isgrowing inimportancein corporateAmerica andin othersectors includinggovernment The gamehas changed And thismakes itmore importantthan everto approach the job search in anew way sothat youcanpete towin Remember the petition is tougherthan everto get theideal job How CanYou MakeThese ChangesWork forYou How dothese changesaffect peoplelooking fora job We believethat candidatesmustrecognize the system haschanged and changetheir ownapproachtomeetthe needsof today s employers In otherwords take responsibilityfor managingyourjob searchin anewway This will work muchmoreeffectivelyand will give you anedge over the petition Candidates needto takethe timeto positionthemselves differentlythanthey havein thepast topete andwin withemployers today It is clear the petitionis tough rightnow In Aprilxx theU S unemployment ratewas5 6percent and8 2million peoplewereclassified asunemployed Check bls for the mostrecentU S statistics Let s imagineyou agreedto runa marathonin Colorado If youlive ina partofthe countrywithout hills you d runon anelevated treadmillor trainby runningstairs And you d make sure toget tothe mountainsafewdays earlyto giveyourself achanceto alimate The demandfor peoplein professionsalso changesthrough time One friend whoworked as a vicepresident ata tiemanufacturing pany lost his job afterthe trendtowarda morecasual workplacein thelate1980sand1990s reducedthe demandfor ties Due tochanging trendsin professions very fewelevator operatorsor typistsare left The demandfor differentskills anddifferent professionskeeps changing In thelastfive years information technologywent froma hotfield duringthe dot boomtosignificantly lessdemand intoday s market What canyou as anindividual do Howcan yoube savvyenough toavoid gettinghurt bychanges in the economyand the jobmarket 14Competency Based ResumesIt s up to youto besmarter andmore awarethanthepetition You needtobe veryattentive tochanges affectingyour profession We alldo How ThisSystem WillGive Youthe ToolsYou NeedtoSueedThis book is going to showyouhow to targetemployers usingpetency basedsystems the sameemployers that are almostalways leadersin theirindustries Thisapproach willalso help you standout asa candidatewithemployerswho haven tadopted thenew systemsyet becauseit isfocused onidentifying andsatisfying theemployer s realneeds How canyou petetoday to increaseyourchance ofwinning aninterview foryouridealjob and growingprofessionally You needto 1 Understand petency based systems 2 Define the petencies employersare lookingfor inyour profession 3 Create awell written petency based resume 4 Prepare towrite petency based coverletters 5 Learn towork the petency based way 6 Expect andprepare forpetency based interviews 7 Identify howto activelymanage yourcareer ina petency basedsystem Know whatpetencies you needtostrengthen tobe moresuessfuland where you have petency gaps The firstkey stepis to understand petency based systems Then youwillneed to identify thepetencies thatmanagers lookfor inyourownprofessionalarea One ofthe mostproductive stepsin thisprocess istowriteagoodquality petency based resume In jobsearch classes instructors agreethat the main pur pose ofthe resume istohelpyouget interviews A petency based resumewill giveyoua significant edgeoverpetitors becausethe mainfocus ison highlightingthoseparts of your backgroundthat provideevidence toemployers thatyouhavethepe tencies they arelookingfor Your aomplishmentsshould helpdemonstratehowwelldeveloped you are indifferent petency areas Once your resumeisready you needto thinkabout promotingyourpeten cies andidentifying yourpersonal brand Key waysto dothis includestrategicallywriting effectivepetency based coverletters working anddeveloping yourinterview skills sothatyoucan answerbehavioral questions based onpeten cies effectively Inthisbook wewillalso coverdeveloping materialsfor your jobsearch usingpetency based languageand preparingfor behavioralor targetedselectioninterviews 15Meet theNew Competency Based StrategyThisisa different fresh approach And it isclearthat gettinghired atmany ofthemost selectiveemployers requirescandidates topete effectivelyby showingem ployers theirbest side what employerswanttosee Thisisparticularly critical intoday s jobmarket when employersusually havethe edge Creating a petency based resumewillworkbetter foryou with almost allemployersbut willbe particularlyeffective withemployers thathave madethemitment tostrengthen theirworkforces by Defining petencies Using petenciesto advertisefor candidates Training managerstousebehavioralinterviewingtechniques whenchoosingemployees It isuptoyou We re certainthat conductingyourjobsearch witha petency based resumeand workingtoimproveyour skillsin handlingbehavioral petency based interviewswill giveyoua significant leadover thepetition Once youget thejob itis also important torealizethat understandinghowtostrengthen andpromote yourpetenciescan make asignificantdifference inhowyouare valuedintheorganiza tion You needtorecognizewhereyouhavepetencystrengths andgaps thatneed tobeovere Assuming you ve masteredthe basicsof a jobsearch using thetools we are goingtocover in thisbookwill increase the probabilitythatthehiring managerwill recogniz