With so much change and upheaval in the workforce since the start of the pandemic, we needed to turn to an expert. Today we welcome Angela Buccellato of the Resume Rescue to cover all aspects of job seeking!
Angela says when you're job hunting, to avoid the "spray and pray" approach. And she explains how to be more targeted with your search. Part of this is networking - LinkedIn, alumni networks, you name it.
We then had to ask her a follow up question - namely, when do you follow up after a job interview?
There's a debate on direct hires versus using recruiters, so we wanted Angela's thoughts on that.
By now, we should all know that social media posts can sink your job prospects, but you'd be surprised who is still learning that!
What exactly has the pandemic done to the workforce, and what will it look like going forward? Angela's answers may surprise you.
More info:
The Resume Rescue Website: https://theresumerescue.com/
Jon Gay from JAG in Detroit Podcasts - http://www.jagindetroit.com/
Trish Carruth from The Personal Jeweler - https://www.thepersonaljeweler.com/
Lisa Bibbee from Keller Williams - http://soldbylisab.com/
Andrea Arndt of Dickinson Wright - https://www.dickinson-wright.com/
And if you'd like to know more about the Royal Oak Chamber of Commerce, or join, find them here: https://www.royaloakchamber.com/
Note: Transcript is auto-generated
Jon: [00:00:00] Welcome back in to the rock pod from the Royal Oak Michigan chamber of commerce. I am John Gay from JAG in Detroit podcasts.
Lisa: [00:00:06] I am Lisa Bibbee your local realtor with Keller Williams advantage.
Trish: [00:00:10] I'm Trish Carruth, third-generation jeweler and owner of Your Personal Jeweler.
Andrea: [00:00:13] I am Andrea Arndt attorney at Dickinson,Wright.
Jon: [00:00:16] And today our guest is Angela Buccellato from the resume rescue. So great to have you with us,
Angela: [00:00:23] Angela. Thanks for having me guys happy to be here. So if
Jon: [00:00:26] for anybody in the chamber, and I know you're active in the chamber, so many of our listeners probably have met you at various chamber events, but for anybody listening, who doesn't know, you give us a little bit about your story and your background.
And then of course, we'll ask you about your business.
Angela: [00:00:39] Sure. So, as John said, I'm the owner of the resume rescue. I had started my career in recruiting and created the side business of helping people kind of navigate their careers and what they want to do when they grow up. So to say, and I identified a need of, oh, nobody really knows how to navigate this.
You're not taught it in college and everything in between. And this was my side business for a few years. And actually in September of 2019, I got fired from my job. If we're being completely honest and I decided to sink or swim and let's run this business. So almost two years, two employees later here we are and happy to be here.
So Angela,
Lisa: [00:01:15] it's great to have you on, can you tell us a little bit more about what do you do when you're not working?
Angela: [00:01:21] Surely? So thanks for asking. I have a lovely for pop name Ruby. I rescued it during the pandemic really avid reader. Um, I go to orange theory is my jam, but just always looking to make connections.
And I'm the type. When you go out, you know, post pandemic that I make friends in strange places. So I love these networking groups, love the potluck, um, Royal chamber of commerce and. We've made a great deal of friends here. So just a little on me.
Lisa: [00:01:48] So what is the strangest place where you've made a new friend?
Angela: [00:01:52] Ooh, I have a plethora of them. I would say I made a friend at a concert, so four or five years ago, and they're two of my best friends to this day. Just wondering if the band was going to all American rejects, it was. And just because I'm nosy and I interjected myself in their conversation, we exchanged numbers and going on five years later, we're still the best of friends.
So. Kind of funny that, uh, we do that just made another friend at the bar the other night from that's moving here and it's just, just something I love doing, which sounds weird, but it's true.
Jon: [00:02:23] The radio DJ in me wants to make a, a pun here. So let's move along to our next question. Since you mentioned all American rejects.
Oh my gosh.
Andrea: [00:02:33] Let's get a little more into your business and some advice to give to some of our listeners or listeners, children. So as you know, there's probably a lot of stress associated with. Kids and young adults trying to find jobs. Um, and whether it be looking for summer internships or part-time jobs, or even full-time jobs, can you give some pointers to help high school students and college students on preparing their resumes when they're looking for these types of
Angela: [00:03:03] jobs?
The big thing with when you're looking for a job and how to tailor your resume is to read the job description and change it. I mean, me personally, I could have been a technical recruiter, a talent acquisition professional, and about five other different terms, just depending on the organization that was hiring me.
So it's really key. It's not the spray and pray approach it's going to be, Hey, change the wording, make sure it sounds appropriate. And as far as looking for those jobs, and it's very stressful for. Kids graduating and going out into the real world during a pandemic, but networking you're bought off for it.
I mean, LinkedIn is such an asset. There's clubhouse, there's so many other aspects. And my number one piece of advice I tell people is what's our go-to, how are you doing? I think we all said, oh, we're good. And all of that. But, um, Andrea, the big thing there is just kind of. Changing your way of saying, Hey, I'm actually looking for a job there.
So that's the big aspect there. That's really helpful.
Andrea: [00:03:58] And I'm sure a lot of people will be able to make some good changes to their resumes. Based on that you did mention reaching out on LinkedIn. Now a while back, I read or heard from someone that if you just try to add someone as a friend, A majority of the time they might ignore you.
But if you have a personalized message, when you contact someone in LinkedIn, there's a better chance that they're going to accept your friend request or respond to you. So do you have any advice on, on how to actually interact with people that you've never met before on social
Angela: [00:04:29] media sites? Yes. So my piece of advice is to tap into your alumni networks, tap into.
Maybe people that worked at previous companies, whether you had internships or even like that high school job. I worked at a restaurant. So that's what I would see if they had a LinkedIn page, but you can search anyone, whether it's from an old company and alumni site, but you can send that personalized message and say, Hey like me personally, I went to Penn state.
So I would say, oh, Hey, I see you're a fellow Penn state alumni. We are just wanted to touch base and connect with you and learn more about what you do. You could keep it short and sweet, but the key is not to give people homework of, Hey, look at my resume. Can you find me a job? Can you do this? No complete stranger.
I am not going to do
Jon: [00:05:09] that. I love that Angela. And like you said, whether it's a bar or a concert or LinkedIn having that one personal connection of, okay, we went to the same school or we both belong, have the same common interest, something I want to come back to that you said a minute ago, and that is tailoring your resume to the certain job opportunities.
Are you seeing that? A lot of times the first. Pass or almost the first, uh, pile of resumes to get through. Sometimes they have computers that are scanning for certain keywords. Is that part of tailoring your resume to the job description in case there's for lack of a better word, a bot that's searching for certain keywords in your
Angela: [00:05:44] resume.
So what it is, it's an applicant tracking system and it's kind of like a virtual assistant. So you can put in titles or tags, skill tags is what we call them. So if I'm hiring a recruiter, I'm going to say, I want someone with client interactions, maybe a bachelor's degree staffing experience. Those three are going to be my skill techs as applicants apply to their jobs or to my job, I should say, it's going to highlight on the resume where those skills are applicable.
So when you're changing your resume to fit that job description, it's going to highlight it more and say, oh, look here, John has all this experience and why he's a great fit for your role. So the number one misconception is that it's an automated bot. It's actually going to be a real human like myself that would go through and accept or reject you.
But you stay in their database forever. When they're looking for a job. I don't know why there's so much bad information out there on it, but there is so just happy to clear it up.
Lisa: [00:06:37] So that brings me to a question. So when you have submitted a resume to a company and let's say it stays in their database, at what point in time, should you send them a new resume so that it's refreshed in their system?
Angela: [00:06:50] It depends. I mean, if you're getting new certifications or you're finishing a degree, always great to add that in there and touch base with that person and say, Hey, I just wanted to update you. I got my six Sigma green belt or whatever that may be depending on your industry or. I'm now a licensed realtor, depending on what that change is, but you can always touch base.
And just on that over. And I loved when people sent me updated resumes, that's just a quick upload done. So it's no extraneous work or anything. But
Andrea: [00:07:17] so Angela, based on that, if you haven't heard something from a potential employer after you've submitted a resume, how long should you wait to follow up and how should you follow
Angela: [00:07:28] up?
Yes. So Andrea, a lot of different ways. Sometimes people are giving contact information. I'm old school. I love a good phone call. So I loved, and people would just call me because if you're like me, I get 5,000 emails a day. So I always liked when people called and touched base, it doesn't hurt to even just send an email.
I say once a week, even, but if they've identified a timeline for you and said, Hey, look, we're not going to hire for three months, or we're just, we're going to make a decision in X amount of time, then honor that time. But you can still do a check-in and reiterate your interest every time. So say, oh, I saw this.
This is where I am and everything in between.
Jon: [00:08:03] When you hear those timelines, it's always later than the time when they say anyway, but do you find sometimes there is, I don't want to stereotype here, Angela, but there's like a generational gap where they say sometimes that millennial and gen Z prefer text or email versus a gen X-er who might prefer a phone call, should that factor into that decision process at all of who you're dealing with and, or just finding out from that individual person, what type of communication they prefer.
Angela: [00:08:29] It's really the individual person. I am a millennial here. I will be honest with you. So I love my phone call. So yeah, Trish we're millennials, Andrea. Yeah, but I like my phone calls. I am the worst texter in the world. It, me personally, but it just identifying what works best for you. And I have found some applications change and say, how do you prefer to be contacted?
So that's always, yeah. Great to see there. And apparently
Jon: [00:08:51] Angela, your dog agrees.
Angela: [00:08:56] Yes. Apparently Ruby does agree here that, uh, it's so funny. She doesn't bark until someone touches our property. And then she, she's just really adamant and passionate about what we do here at the resume rescue. You know,
Lisa: [00:09:07] Angela with all this technology and everybody's, you know, able to email zoom call or text, how important is it to walk in and actually get a face to face and hand over your resume, as opposed to just
Angela: [00:09:18] emailing it?
A lot of people aren't loving the walk-in. Well, especially during the pandemic, but even before, so you still can walk it in, but it's not going to make or break you. It's actually kind of more work on someone because you have to manually scan in their resume and upload it. So a lot of people are more virtual or like myself when we have our recruiting end of the business, we're remote.
So we actually don't have an office. We do a shared space. Depends on the company. I mean, if you have an in and you know, someone they're great, but I don't always recommend kind of just walking in just because people it's like kind of scrambling or, oh, oh, dang. I have this meeting. I can't run or okay.
I'll take your resume. Great. Done. Same thing on
Andrea: [00:09:57] after an interview, what is your recommendation on providing like a thank you, follow up like a, an email, maybe even a thank you. Note in the mail. Like snail mail. Is that still a thing? Do people appreciate that or is it a little over the top?
Angela: [00:10:13] Andrea? I love both of them, honestly.
So right after an interview, I do prefer send a thank you. And I always say reiterate three points you talked about in your interview that say why you're a good fit for the role. So saying, Hey, I'm still very interested. I'm still excited about this position. I fit the role for ABC reasons. Looking forward to hearing back from you or even making it more personal.
Like if in the interview we talked about my dog and that person that interviewed me, had a dog just bringing that up and making yourself more of like that person and making you stick out for your interview. As far as reaching out goes, if the timeline is identified and you said, okay, we're going to make a decision in a week.
You can keep touching base. And as you're getting more interviews, update the recruiter or the person you interviewed with, there was nothing that hurt more when they're like, oh yeah, sorry. I got a new job. Forgot to tell you. Like, just tell me. So just keep people updated and make yourself seem great like that.
So you just mentioned a recruiter.
Andrea: [00:11:08] Can you give some pros and cons, um, with going with a recruiter versus recruiting yourself and how it helps the applicant and what the thoughts are with a potential
Angela: [00:11:19] employer? Some companies use staffing agencies just because they don't want to have the overhead of an HR department.
So it's not so much. One's better than the other. You always can work with the recruiter, whether it's through a staffing agency and Hey, they're free and they're doing the work for you. It's the person that hired them. That's paying for it. So if they can go to bat for you and they're connecting with the hiring manager, like me personally, I had all the hiring managers connections, or I can reach out and say, Hey, John, Mr.
Hiring manager. This a candidate is great for ABC reasons. So I can give that voice than just a piece of paper. It depends. I know some people have had bad experiences, but it's, I mean, there's people that aren't great at their jobs in every single field out there. So if you haven't had a good experience with a good recruiter, I recommend using another one, but just depends on what you're looking for.
Really,
Andrea: [00:12:07] if at a potential employer has two candidates that they're interested in one who has a personal recruiter and one who doesn't. Are they maybe more likely to go with the applicant who doesn't have the personal recruiter so that they don't have to pay the recruiting
Angela: [00:12:22] fee depends on the position.
Cause typically what a lot of people don't realize is when people hire staffing agencies, they usually have anywhere from 10 to 20 plus like the big, like Google, Microsoft, and large conglomerate companies like that. They have tons of staffing agencies and they only go through those for contract hires.
Sometimes the direct hires are just directly through the company website. I wish I had a perfect answer, but not to beat around the Bush, but it is really dependent on the situation and how the company is structured. So it doesn't really come down as much to, oh, is it, you have a recruiter talking on your behalf or not?
It's usually direct hire. They don't always have a staffing agency or recruiting company working for them and more so on contract. Like I probably worked a lot more contract to direct hire roles than my actual direct hire roles, but just my experience. But great question. Yeah. Thanks.
Andrea: [00:13:14] And just for anyone's information, really, I have done it both ways.
I have actually used a recruiter and it was painless and easy if I felt like I didn't have to be the bad guy negotiations. So it was actually pretty nice and it was probably the best, easiest way I could get a job because they set up all the interviews with lots of different firms. And I could just sit back and wait and, you know, they would ask me what my schedule was and I'm like, The
Angela: [00:13:38] state works.
It's awesome. Personally. I really liked
Andrea: [00:13:42] it, but I know going forward, I probably wouldn't use a recruiter again, necessarily. I mean, I'm not looking to change, but just like future-wise, it's like, right, because now I have the experience and you know, I know what employers are looking for. So that's something too to keep in mind is, you know, you can do a lot on your own, but sometimes if.
You're a little less experienced at the time when you're doing interviews. Sometimes it's nice to have that added help of a
Angela: [00:14:05] recruiter. It is for sure. Absolutely. And you're not trained in college to have, what do you effectively ask for what makes sense for your market or anything like that? So, absolutely love that story.
Everyone is
Trish: [00:14:17] active on social media. Nowadays. Andrea mentioned earlier, LinkedIn, which is more of a professional network, but you have Instagram, Facebook, Twitter. And some of the things that people post on there aren't necessarily professional. So how would you recommend that people go about with business branding?
I know I had a girl reached out to me wanting to do an internship on Instagram. And as soon as I looked at her profile, I was just like, I'm not going to hire you just based on what you're posting like great.
Angela: [00:14:49] Right. It depends on social media. So if you're in a marketing fields and you're going to build your business off of it, absolutely.
Me personally, I got hit with the cool kids and download a tic-tac finally. Cause a lot of my competition was doing it. And I've gotten clients off of tick tock. I'm like, what is the sorcery? I bought a video on how to do it. I feel like an old lady here. It's fine. We you're figuring it out. But social media is such a powerful tool.
And the difference with it is relating it back to business. I've posted about my boyfriend, but I've said. How someone supporting you makes a big difference of you accomplishing your goals. I've talked about my dog and how her building trust with me is like building trust with an organization. So the key is to relate it back to business.
And especially on LinkedIn, you can comment and engage with other people you don't know personally. So it's really interesting there and how you can kind of build upon that. But. It's a great tool. I love social media for that reason. I don't love keeping up with posting, but it's just the necessary evil of running a business.
Maybe just something
Andrea: [00:15:51] to add is, you know, all these social media apps are a lot of them have different levels of privacy. So if you want to have more personal things that you don't want a potential employer or, um, someone you might like a colleague, no. Make sure to change your settings. So that they don't know some things that you'd rather keep on a more
Angela: [00:16:10] family, friends level.
Absolutely. Yeah. A lot of people don't realize that and we do look like Trisha, you said you looked at this person's Instagram. You're like, yeah, no, I'm not interested. And a lot of people don't understand. It doesn't matter what age range I've had to let people go in their fifties because they posted something inappropriate on Facebook or.
Just anywhere in between. So it's just remember, remember your audience, if you would feel weird about sharing it. I say with your grandma or your grandpa or someone elder probably shouldn't post. It is kind of my go-to.
Lisa: [00:16:40] I think people forget that once you post something on social media, it's there forever too.
It's not like you can go back and delete it. So. Keeping in mind, you may not be going for that specific job today, but where are you going to be at, in, you know, five years from now or 10 years from now? And kind of keeping that perspective when you are posting on social media?
Angela: [00:17:01] Oh, absolutely. Like it's there.
And if these people are, I should have been an FBI, criminal profiler is really what my calling should have been, because I'm really good at finding stuff online, but you have to, it's true. I mean, things are there, they're there forever. And even if you delete them, they're still out there. So just be wise with.
Thinking through what you're going to post. And, you know, I run my own business so I can post a lot. If I want to swear in a post I can, that's appropriate for me. That's my brand of how it goes into how passionate I am about what I do. But if you're applying to certain field that has a certain connotation, you can't do that.
I mean, just know your audience and if you're even questioning it, I would say just don't post it. That's all there. It is super easy.
Jon: [00:17:43] I felt so free once I started my own business to be able to say, oh, well, I don't have to worry about my boss seeing, but I post on social. But the flip side of it is if you're trying to attract clients, it's a small business owner.
You could certainly turn folks away, whether they have different political views than you, or they have a different threshold over what's appropriate or not appropriate. You know, I went from being the radio DJ who was pushing the envelope to being a small business owner, and I had to tamp it down a little bit.
So your point is certainly I'll take an
Angela: [00:18:08] Angela. Yeah. And that's, that's what a lot of, I talk about that on LinkedIn a lot. I say like, you can fire clients. It's okay. You don't have to take everyone's money and you feel that way when you're starting out owning your business, or whether people in their early twenties starting businesses, or at whatever point, you don't have to go with everyone.
And I wish I would have known that early on. Cause there's some clients I probably should not have worked with and just the mental drain on that. But absolutely right, John. What percentage
Trish: [00:18:34] of companies would you say use social media as a part of the
Angela: [00:18:38] vetting process? It depends because some will just post.
So there's a difference here where some have applicant tracking systems where like, if you apply to like general motors, for example, if you go on their website and apply, that's going into their applicant tracking system, whereas more small businesses will just like post it on LinkedIn and want people to just message applications.
So, I don't think there's a perfect percentage because some people are like, oh, we're not going to tell what we're using, or they have their internal processes. But when I recruited everyone, that's what we use. That's what all of our clients use. So it's very much on the end of the spectrum of absolutely hundred percent use them because it's so easy.
I mean, people like when I hire for Google, we would get hundreds of applicants for different roles, even as a staffing firm. Like people knew like, oh, this is a Google from like, We got to do it. We got to get on this and it was like, oh my gosh, how am I going to get through 200 applications? But, so it depends, but yeah.
Great question, Trish.
Lisa: [00:19:35] So Angela, do you have any tips, like when you are competing and you've got a hundred other people putting in a resume, is there like one kind of catcher or something that you could highlight your resume over somebody? Else's
Angela: [00:19:46] the key there. Lisa is to, again, read through the description and see where that is, but do your search on LinkedIn.
You can Google companies. You can go through it. Um, I had someone that pointed out an error on the website, on their website, I've said, oh, we want someone like detail oriented. And they screenshot the website detail of like, okay, well I understand you want someone detail oriented, but you know, you're missing this on your website.
And I was like, oh, that's cool to do that, but what's going to make you different there. And you can look to see if you know anyone at the company. That's why I tell people, connect with people on LinkedIn, because you can see, even if you don't personally know who that connection. How if they work at that company or if they know someone that works there, I tell every single person I work with that if I have a mutual connection at a company, tell me I will make an introduction for you.
I feel comfortable with that. That's one thing that has not changed about the process is a referral is going to get you right to the hiring manager. So how has the
Andrea: [00:20:42] pandemic affected the job seeking process and what are your thoughts about the near long-term future? Of the job service and how it's
Angela: [00:20:50] changed early on Andrea, it was more of people are like, oh gosh, what do I do?
What do I do? What's happening? We need to lay people off and we need to do this. So later on, especially this year now, People have finally gotten their lives together. Companies have gotten their lives together of, okay. We have our budgets in tune. We can hire people. There are thousands of jobs out there right now.
And one thing that has changed is people are lack of better term. They're pissed. They're like my company doesn't treat me. Right. I have more clients right now that weren't laid off or anything. I'd say probably 85, 90% of my clients are just wanting a change because their company kind of showed their true colors during the pandemic.
So it's an interesting change in the market because I feel bad for those that did get laid off because it's harder to find a job because you're competing with all the people that are gainfully employed, but they're just seeing what else is out there. So it is interesting and I feel the pandemic has showed.
Okay. You know, you don't need the overhead of an office space or what really matters or how your employees are treated. Cause I was all gung ho of we need an office. We need to be together and now we're all remote and I don't need an office. It's a lot of overhead. So a lot of companies have just kind of understood what's important and what's not.
And employees have felt the same way.
Andrea: [00:22:06] I think on the flip side too, is you might be aware of. You know, companies that haven't really let people go or companies that don't have employees who are looking to leave. I mean, for example, my firm did it a hundred percent, right? I mean, they went beyond what anyone could have expected and we're on top of things and made all our lives as easy and consistent as possible.
So kudos to Dickinson, you guys are awesome. Uh, but that shows that. Still companies that have done it right. And have made a difference. And they might be ones that you want to push some of your clients towards to have like that good company experience.
Angela: [00:22:43] Oh, absolutely. And I've even had exactly the flip side to Andrea.
It's been, oh, I wasn't happy, but my employer changed and they've been great during the pandemic. So there is of course the positive side too, and all of that. So that's great.
Lisa: [00:22:56] So that brings us to a really important point. I think a lot of people get caught up in the, you know, I am being interviewed by a company and I need them to pick me, but I think there's a huge part of this process too, where you're interviewing that company as well and deciding whether or not that company is a good fit for you.
So do you have any good tips for asking questions for the company itself to determine whether they're a right fit for
Angela: [00:23:22] you? Lisa. I am so glad you brought that up because a lot of people don't realize that I always say, which is so cheesy. Trust your gut. If you have a bad feeling about this company or something, the manager said, just like, didn't sit well with you.
Probably you should run just because it's not. That process or I've had people rescind offers or they said, you know, I'm happy with my role. I decided I can't take this position. And most of the time that company says, okay, great. We know contact us in the future. If anything changes, if they freak out over, it shows their true colors there.
But the good questions to ask is just. Where would you hope I would be a year after this position? Or what's your goal out of this position? Or why are you hiring this need? You need to interview the company and ask as many questions as you want. If they're getting visibly upset or just frustrated with you.
Okay. What are you going to do when a project goes wrong or you're starting a new position? I have a question. I ask her I'm a chronic question. Ask her about anything. So when I was interviewing, I'd say, okay, if they're getting annoyed with me like this, isn't going to go well, because I'm not going to.
Sit here and waste my time, trying to figure something out. If you. Doing it yourself, you know, it's just like good leadership, just all over different questions you can ask,
Jon: [00:24:33] but you only get one shot at a first impression that first impression can certainly tell you a lot.
Angela: [00:24:37] Yes,
Jon: [00:24:38] exactly. To Parkway here for you.
Angela. I think back to when I was between jobs for, I started my company and applying to a bunch of different jobs. And when I was changing careers, I had some folks just to me that I do a functional resume as opposed to a chronological resume, to highlight my skills, as opposed to, you know, the five radio stations I worked at over 15 years, that it might translate better to see my skillset than a bunch of radio stations in order.
So I'm wondering part one of this question. What are your thoughts on a functional versus a chronological resume? And the second part of the question, filling out job applications at their memes and everything all over the internet about this, where they say, okay, upload your resume and then fill in all of your job experience.
And you want to skip it. I just sent you this. Why do I get to fill out the damn thing three times? So any thoughts on that? And then any thoughts on functional versus chronological
Angela: [00:25:24] resume? Some of the applications are stupid and a waste of time. And me personally, I don't have patience for it. So I, when I got fired, my initial reaction was, oh gosh, like I need to find another job.
I don't want to start a company. This is scary. And I wouldn't apply to jobs if they took me over a half hour, I'm like, this is stupid. This is all in my resume. And it's, I think a lot more companies are kind of identifying that, oh, maybe our process isn't the bus. And maybe we should reformulate that to get better applicants.
And going off of the chronological versus functional resume, you kind of want a mix of the two. So you have more of an overview, which explains what's your expertise. What's your experience? Why are you looking for a job? You can have key accomplishments. That's like, Hey, look, here's three to five things that highlight from my career.
Why you should hire me. And then you're. Like for you, John, like the radio stations, you worked out with dates and then a few bullet points underneath it. Okay. Cause people lie on their resumes. You would be shocked at how many people lie on their resumes. You say, but a lot of the times, if you can put your bullet points and say under each role where you did it.
Then I'm going to be more likely to hire you then just doing like, Hey, this is what I did. And then here's just the dates and the companies I've worked for in my title, Angela,
Andrea: [00:26:36] I think your point is spot on my husband. So we moved and my husband had to get a new job and. He had that same recommendation that John had is to do a functional resume instead of doing the chronological and the employers he applied at for potential employers, he applied at didn't like the resume and they asked him for we'll resume.
So I think in some industries, they're not quite there with this kind of like different. Style of resumes, but I do like your point about doing a combination of the two, and that might be a good way to kind of highlight what you're really good at and then show kind of proof of where you've actually perform those skills.
So I think that's. Really. Um, cool. And then the other point I wanted to make is that with filling out applications, I don't know too much about indeed, but I know that that is used a lot to look for jobs and they have something on there where you fill out like one application with skillsets and it can be sent to different employers.
Are you familiar with that platform? And can you maybe explain
it
Angela: [00:27:41] a little better than I did? Sure. Yeah, of course, Andrea. So there's a lot of different platforms out there. There's dice for technical individuals. There's career builder, monster ZipRecruiter, LinkedIn. There's so many. But the difference with these platforms is if you see one job on LinkedIn, you see the same job on CareerBuilder.
It's the same job. When I worked in staffing, we would post our job at go live, but I'd go live on all seven or eight subscription sites we had. So there's no, I get asked this question all the time. Okay. What's better to do it. Doesn't matter. It all goes into that same applicant tracking system or database.
And it just says kind of like a note of, oh, the sources from LinkedIn or, oh, the sources from career builder, further data analytics. The process of that, and you still should have these profiles on that, but remember be cognizant that your employer, if they hire two, they can see you on these platforms. So I always tell individuals, clients that are looking that don't want their employers to know.
You can have an option on LinkedIn to say you're only open to recruiters that can view your profile. In that sort of thing as well, but passive way of just kind of getting noticed on those sites is just still doing your research and networking, but there's no like one site's better than the other. Each one kind of has their own benefits and is more aligned to different fields.
Like clearance jobs is only for people with like secret clearances, top secret clearances, often what we see in government. So it depends on what you're looking for. Can you
Trish: [00:29:02] give some tips for interviewing virtual over zoom or in person?
Angela: [00:29:07] So virtually test out your equipment, make sure it works. Make sure in the background, like I love my dog, the pieces, but she tends to just bark when I do a video call every single time sleep all day up until that.
So if you know, you have a dog or you have kids or you have whatever. Schedule and make sure those distractions are out of the way. Cause not, yeah, everyone's going to be all. Oh, that's cute. They're like, okay. You're not professional. I don't want to work with you. As far as virtual goes to, you still need to dress up.
You still need to look appropriate as if you were going into office, but keep the eye contact up. Don't be looking around. I know I have that problem. I've been doing this, uh, during this podcast, but make sure you're focused in, you're not distracted. That's a big thing there for virtual. In-person it's going to be a lot of just being respectful.
Again. You still get that impression. We all judge people, whether we want to admit it or not, but you have that first six seconds. You meet someone, you decide if you like them or not. So just make sure you're setting yourself up for success and interviews, ask questions. It's going to be a lot of conversational base.
You don't have to do the whole question, answer, question, answer. If you want to get off topic, or if you have a question about whatever they're talking about, that's okay. You can ask that the amount of times that we'd receive feedback that said, oh, the person was not excited enough about the position.
Like they're a plant manager, what's there to get excited about, but it happens all the time. No matter the industry. So just letting your personality shine and. Showcase who you are. I interviewed this the same way. I'm talking to all of you. I've meet people like this. I work with clients like this and it's gotten me a lot of business and it's gotten me a lot of job offers previous to owning my business.
But question Trish. Well, Angela,
Andrea: [00:30:42] in the first six seconds, I've met you. I liked
Angela: [00:30:44] ya. Thank you so much. So now
Andrea: [00:30:50] we get to the most exciting part of the show. Not that the rest wasn't exciting, but. Now it's time for our fishbowl question of the day where we pull a totally random question for you. Trish, can you pull the fishbowl question of the day?
Trish: [00:31:06] My son asks me this question almost every day. Nice superpower. What would it be?
Angela: [00:31:15] I'd like to fly. It would be so cool to fly. Just feel like different aerial view. Couldn't I, it originally was going to be like, I'd love to read minds, but I feel like that gets way overwhelming. So absolutely not, but I think it'd be cool to fly or to run fast.
I'm such a slow runner, but, oh, that's a great question. I'm going to have to ponder on that one of those two. So you're thinking like
Andrea: [00:31:32] the flash
Angela: [00:31:33] meets Superman. Yeah, exactly. We weren't like it flesh, flesh woman, we could be, you know, something like that. Super cool. Yeah. There we go. We love it,
Lisa: [00:31:45] ladies. We might want to think of a better name than flash woman.
Andrea: [00:31:53] especially as you're
Angela: [00:31:53] flying over
Jon: [00:31:54] everyone as the lone guy on this podcast. I am staying clear that one,
Angela: [00:32:03] I didn't even pick up that that's so funny. Well, you would have superhero powers. Yeah, you would. Duh, come on.
I told you it's the best part of the show. That was great. I'll think on that. It won't be flash woman. Got it. Super flash woman sounds intriguing, you know? Yeah, you want to think of your job. You're going to go apply for
Lisa: [00:32:25] five years from now.
Jon: [00:32:27] Angela, it's been great having you on the show today. Uh, in addition to your fabulous superpowers, your super powers in the resume rescue.
If somebody wants to find you for help with their resume job, searching job seeking, what are the
Angela: [00:32:38] best ways to find you? I'm big on LinkedIn. So if you want to just look up the resume rescue or my super long name, which I'm sure will be in this podcast, I'm on Instagram. Ticktack Facebook. Find me on one of those connect with me on LinkedIn.
I share great tips, even if you're not interested right now. And we can touch base in the future and see what works for you. Thanks for having me guys.
Andrea: [00:32:57] Oh, our pleasure. My name is Andrea Arndt. I am an intellectual property attorney at Dickinson Wright. And I help my clients protect their inventions and build their brands.
You can find me on LinkedIn and on our website, www dot Dickinson, wright.com.
Trish: [00:33:12] I'm Trish Carruth, third generation jeweler and owner of Your Personal Jeweler. I specialize in creating custom engagement, wedding rings and fine jewelry. You can find me on Instagram and Facebook at the personal jeweler or a website, the personal jeweler.com.
Lisa: [00:33:27] My name is Lisa Bibbee and I am a realtor with Keller Williams advantage. I put the real back in realtor. Are you looking to get your house featured on one of my epic listing videos? I can get the most eyes on your property. You can find me on Facebook, YouTube, and Instagram at sold by Lisa B.
Jon: [00:33:44] I am John Gay from JAG in Detroit podcast.
If you enjoy listening to this podcast and want a podcast for yourself or your business or your non-pro, you can find me online atjagindetroit.com or on social media at JAG in Detroit. Want to thank you for listening to this edition of the rock pod from the Royal Oak chamber of commerce, you can follow the podcast wherever you get your podcasts, and we'll talk to you next time.
Thanks everyone.