Steps You Need To Take To Have A Good Resume -
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RL Stevens Client Spotlight Features Scott A. Fleckenstein -
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Development Of Civilian Space Flight Vehicles -
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The Great Successful Law of the Universe -
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Articles by RL Stevens -
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Corporate Outplacement with RL Stevens -
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...Sustainable Success and Extreme Client Care -
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Are You Losing Money With Your Resume? -
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Leisure and Hospitality: Back from Staycation

This is an excerpt from a very good article found at monster.com
http://career-advice.monster.com/job-search/company-industry-research/job-outlook-industries-hiring-2010/article.aspx
"Job Outlook: Five Industries Hiring in 2010" By John Rossheim, Monster Senior Contributing Writer



Leisure and Hospitality: Back from Staycation

After suffering from plummeting discretionary spending through the recession, the travel and hospitality industries are on the upswing. As airline passenger volume rises, airlines are able to raise fares, allowing some discount carriers to start hiring again.

Overall, job openings in leisure and hospitality reached 352,000 in July 2010, up from 262,000 a year earlier, according to preliminary data in the Bureau of Labor Statistics’ Job Openings and Labor Turnover Survey (JOLTS).

THE DILEMMA

There is a strong similarity between the challenges of placement and the obstacles most site visitors face when they apply for a company opening that is also not a perfect match to what they are currently doing. The following chart provides an overview.

The Challenges
1 Typical placement organizations or recruiting agencies are not necessarily a good venue for the job seeker who wants to change industries or functions, transition to a different career path, or even for the unemployed.
Site visitors applying to companies who have a posting which states a specific job requirement, may get discouraged and lose interest in the job board, because they do not exactly fit (or cannot expertly communicate the fit to), that job posting. The candidate, in many cases, is rejected and perceived as a square peg in a round hole, thus discouraging the site visitors.

2 Using recruiter-based placement or a firm’s current posting is a best choice when a company wants to hire someone whose function is exactly the role it is attempting to fill.
That company needs to recruit a candidate who has a solid history of success in that type role to justify the placement fees, and the recruiter or HR department. This approach usually will be limited to, or preferred only for, “blue chip” professionals and / or those with an exact fit.

3 “Blue chip” professionals rarely require the platform of an online job board.
This is because their talents and reputation are well-known, and their jobs are primarily found through an integrated network of contacts and industry referrals.


The Perception of Fees
1 Non- “blue chip” candidates are often (unknowingly) offered a lower salary in the employer’s allocated salary range, which allows the recruiter’s client company (the employer) to absorb some of the fee paid for that person.
This true loss usually compounds each year, during the balance of their career, and is rarely recovered because future increases will be based on a percentage of a lower starting income. Thus, new hires are potentially losing income each year and ultimately are never paid commensurate to their true contribution.

2 Placement fees can actually become a deterrent to hiring.
If an organization wants to expand but they do not feel the placement candidate is a best fit, they will not want to pay the placement fees and will hire another equally-qualified person, or even a less qualified person who does not have such a large hiring cost.

HOW JOB BOARDS MAY LIMIT YOUR CAREER OPTIONS

The challenge for most site visitors who are looking to make a change using a typical placement organization, recruiting firm, or company posting to secure their next position, will be that often times, a good candidate may not necessarily be the best person to hire from the view of the recruiter or employer.

Do you ever use online job boards to seek that perfect job for your talents? The task is daunting, and you better have a lot of free time to scour the 100,000+ employment-related websites posting over 50 million jobs, most of which may not be the optimum for your skills and experience.
Statistically, most site visitors are not looking for the exact same position, role or functionality that they are currently in. Also, many times, they are seeking opportunities outside of their current industry, and become frustrated in their search because they may truly believe they are well-qualified.

The challenge, however, is creating the perception of skills transferability made by the recruiter or company decision maker regarding the candidate, which may lack the exact criteria posted for the job requirements.
You should seriously consider the need for an expanded marketing approach that explores the marketplace beyond typical job postings. Keep in mind that statistics show 53% of managers / executives hired from an external source (rather than from internal promotion) are gone from the company within a year. With this in mind, determining and negotiating the best fit in market targeting is critical.

Once you have found a potentially great job, there are inherently three insights that you should know:
The posting’s requirements usually are not an exact match to your background and qualifications.
The postings concept may run counter to your desire for an advancement, change in industry, role or functionality.
The public exposure of the opening using the Internet creates local, regional, national and even global competition.
The challenge that job boards face is the possibility of frustrating many of its site visitors who do not have the professional skills to properly market themselves for a substantive change.

In truth...

even when you know intuitively that you have alternatives, figuring out exactly what it is you want to do about your career can be a daunting task filled with some baffling questions:
Where do I begin?
Where would I be the happiest?
What is the path to the best paying job?
Is it worth the effort?
What steps must I take?
How long will it take?
For what else am I suited?

RL Stevens can help...

If you have struggled with answering career and happiness questions like these, understand that our firm is dedicated to helping you resolve them quickly and well.

Our staff has many years of hands-on experience in identifying and realizing career options for Communications professionals both inside and outside of their industry.

With extensive market knowledge and modern research tools, we can find growth firms that need your communications expertise. We can also help you develop other career options, identify firms in which they are in demand, and then help you move steadily and surely toward achieving your career objectives in the most expeditious manner possible.

We at RL Stevens know that when any professional is in the market for a new position, he (or she) must remain keenly aware that regardless of where he has worked in the past, how he markets himself is vital to his success. He must know how to minimize his liabilities (such as the lack of a degree or certification) and how to best showcase his achievements both verbally and in writing. He must know how to approach potential employers in the best and most efficient manner possible. He must know how to secure interviews and how to win a new position during them. In short, he must know his own worth and how best to convey that worth to his next employer if he is to maximize his chances for better pay, advancement, and job satisfaction.

If we decide to work together, we guarantee to work with you until you are in the position of your choice. Furthermore, we can provide you services for the lifetime of your career

10 Resume Types: Which one for you? RL Stevens Type 5

Type 5 -Mini Resume
Job searchers benefit from use of a Mini Resume because of its brevity, utility and portability. A synopsis of career achievements, industry-specific knowledge, credentials, and other qualifications is useful on a HyperCard (business card CD), recruiter inquiry email, references use request, online summary requirement, two-fold business card, or social and professional networking venues.

10 Resume Types: Which one for you? RL Stevens Type 4

Type 4 -Target Resume
Job searchers desiring to quickly communicate to recruiters and hiring managers that they possess an exact match in qualifications and experience to an open position benefit in writing a Target Resume. All content including detailing of accomplishments, key words, summary / overview are geared toward the position’s requirements

10 Resume Types: Which one for you? RL Stevens Type 3

Type 3 -Combination Resume
Job searchers changing industries, functionality or are returning to a former industry or industry sector will benefit from a Combination Resume because it highlights relevant-to-the-job skills, credentials and competency. This is a good choice to meet employer demand for a Chronological resume but quickly communicates employer-need relevancy.

10 Resume Types: Which one for you? RL Stevens Type 2

Type 2-Functional Resume
Job searchers changing career or have employment history obstacles such as gaps, short histories, workforce re-entry, or a background that doesn’t match the job desired will best overcome perceived liabilities using a Functional Resume

10 Resume Types: Which one for you? RL Stevens Type 1

Type 1-Chronological Resume
Job searchers with a strong, consistent, progressive work history do well with a Chronological Resume. Employment is detailed in reverse chronological order. Chronological Resumes most preferred by employers and recruiters due to ease of viewing background and accomplishments in each job.

10 Resume Types: Which one for you?

Employers are interested in your skills, achievements and how you will contribute to increasing their organizational effectiveness, profits, and customer / client experience. Resumes are no longer useful to decision makers by detailing a career obituary of work experience. A one-size-fits-all document does not align with recruiter and employer demand for knowledge of what you can do for them, now and in future. The following are core resume types and recommendations for usage:

Career Transition in a Volatile Market - 14 tips- RL Stevens Tip#14

Tip #14: Don't look for a job  Conventional wisdom says the time to look for a job is at the start of a new job (although most job seekers never think of it). Today, the time to look for a new job is never. Transition to the job you need now, but concurrently begin to engage in active career management -- career management that relies on value, continuous learning, proactive positioning, and generous "give to get" networking. Over time, you will become visible, viable, and valuable. You will be the hunted, not the hunter. Opportunities will come to you…in time, if you persist.

Career Transition in a Volatile Market - 14 tips- RL Stevens Tip#13

Tip #13: Don't put all eggs in one basket  Job search in a market flooded with candidates is a "we want 125% fit because we think we can get it and we're not in a rush to hire" environment. Even top performers experience post-interview difficulty getting an answer as to why the process is taking so long, or if they are on the short list, or even if the position will be filled. You need a healthy bit of skepticism - don't put your search on hold while waiting for the offer you are sure is coming. Even if you think the job is a sure thing after a great interview, in this market, there's a real chance it isn't.

Career Transition in a Volatile Market - 14 tips- RL Stevens Tip#12

Tip #12: Be prepared to wait  Career transitions, especially in volatile markets, are longer job searches. Longer searches also occur if: an industry or field of work is shrinking; if there are mass layoffs; if a job searcher is looking for a second career as he/she nears retirement; if one is seeking an upper executive position. You can, throughout your career, plan for these things by creating a flow chart of planned job search activities and by getting your finances in order so that you can make your resources last. Knowing that you are prepared and protected will keep you focused and on-task as the weeks and months pass. And if a job searcher is fortunate to find a new position quickly, the strategic planning is even more valuable.

Career Transition in a Volatile Market - 14 tips- RL Stevens Tip#11

Tip #11:  Stay connected and educated  Isolation lets job-loss depression and inertia in the door. It saps energy. You must fight it! A recessionary job market requires supreme patience and perseverance. You must stay upbeat, keep in touch with colleagues, attend networking events and professional meetings (focusing on what you have to offer, not just what you need), have breakfast and lunch meetings with new contacts and old friends. Make time to attend professional development classes in your area of expertise, find education leading to certification in a new field of interest, or even teach a class in a local college. The connection with people and knowledge is a powerful stimulant for success.

Career Transition in a Volatile Market - 14 tips- RL Stevens Tip#10

Tip #10: Do the job to get the job  When you land an interview, you cannot be a passive interviewee. After your initial conversation with a targeted employer or influencer, you need to drop the theory, drop the past accomplishments, and get real to get the job. You must subtly drive the interview to a place where you can show your benefit and value. Continue honing your skills in asking questions about a targeted employer’s business and showing how you can think on your feet, deliver solutions, and create opportunity. You don’t have to give away your "trade secrets" but you can allow the interviewers to sample your value and style in a very concrete way.

Career Transition in a Volatile Market - 14 tips- RL Stevens Tip#9

Tip #9: Develop a suite of value-driven career collaterals  It’s well known that new opportunities come not from on-line job sites, but from the building of an on-line presence, a meet up at a professional event, a call from a recruiter or contact, or even an article that spawns some good PR. Each of these situations requires different personal marketing materials. At a minimum, today's jobseeker or career-savvy executive needs a targeted resume, and a solid 30-second elevator pitch for different avenues which all enhance your personal branding. Other marketing communications pieces that are sometimes needed are mini-statements or profiles for building your online presence in social networking sites, executive bios, and value statements. We can assist you in development of any of these if needed.

Spot Opportunities Differentiates You from the Competition

Your can achieve direct access to key decision makers by sending a Spot Opportunity Letter that shows you understand their business challenges. It will position you as a solution to the company’s specific needs. I have included examples of Spot Opportunity letters in this Personal Marketing Plan. With my guidance, you can tailor it to your situation. When complete, I will provide consulting to you on any areas that need improvement to strengthen its message. We will discuss how to modify this letter to match the organization’s specific need, and then show you how to uncover others on your own. We will fish a little for you but we will also teach you how to fish because this skill of knowing how to “spot” opportunity will benefit you throughout your career.

Career Transition in a Volatile Market - 14 tips - Tip#8

Tip #8: Don't rely on the resume to open doors  Your original resume was probably populated with information tied to your past work. A resume is reworked because more than likely, the original did not attract attention on the job boards and employer databases because the key words they seek were not there, or the right ones were missing. Your resume needs to be a concise impact- and value-driven sales tool that builds a future-forward case for success by connecting the dots of your old accomplishments to new advantages for your target company. You must work your network -- and use multiple marketing channels deployed simultaneously to get that resume into the hands of a real person and to get face-time with decision makers. Transitions are a "pavement pounding, not keyboard pounding" exercise.

Career Transition in a Volatile Market - 14 tips - RL Stevens Tip#7

Tip #7: Don't let on-line time derail success - It’s a waste of valuable time for you to get sucked into a black hole of job boards and endless research. It's easy to hope that the more places you post your resume the more activity you will attract. You know better - you know that technology and social networking sites, although useful for connections, are not as substitutes for real relationship-building. Relationships drive productive job search, especially in transitions. People are your best sources of information, best advocates for success, best connection to positive energy, and best way for you.

Career Transition in a Volatile Market - 14 tips - RL Stevens Tip#6

Tip #6: Create employer desire - You cannot assume a decision maker will immediately understand how his value will translate to the company. Do the work to discover the company's (and industry's) trends and needs. Using that information, use your skills to predict impact with value-driven accomplishment stories and construct value-driven solutions that predict success and translate directly to the bottom-line.

Career Transition in a Volatile Market - 14 tips - RL Stevens Tip#5

Tip #5: Begin yesterday - You need to lay a foundation – you cannot wait until a job loss or other crisis occurs. Research is a critical component of a multi-faceted portfolio of a job search toolkit. Use social networking tools like LinkedIn or Twitter to build visibility around your value proposition and to engage with emerging thought leaders in your targeted field. Write a blog and articles; attend industry events; make connections with movers and shakers; do field research by speaking with those doing the work you want to do; learn the industry trends and buzzwords.

Research Levels to Uncover Unpublished Opportunities

source: Hoover’s / Dun & Bradstreet:
the benefit to you: Identify employment targets and decision makers, as well as Executive Recruiters.

source: Career Research international--- Client Services Center
the benefit to you: Locate employment and spot opportunity leads, as well as additional company information.

source: Company Websites You Target
the benefit to you: In-depth information, important contacts and company news and sometimes, job opportunities not published any where else.

Career Transition in a Volatile Market - 14 tips - RL Stevens Tip#4

Tip #4: Concentrate on unique transferrable value  A transition (indeed any hire) depends on value not skills. Determine what value you bring -- value that transcends the boundaries of industry or function and underlies all your successes. Examples might be an ability to 1) consistently deliver growth no matter what the circumstances, 2) always find the one thing within an already good process that makes it deliver even more productivity or revenue, or 3) motivate a team to gel and excel in difficult circumstances.

Career Transition in a Volatile Market - 14 tips - RL Stevens Tip #3

Tip #3: Leverage volatility  When mass layoffs occur, smaller companies that could not compete for top-talent rush into to fill the gap and gobble up superior performers. When you experience a layoff, don't limit the search to your industry or function, an unrealistic salary, or a geographic location. This is the time that companies are thinking creatively and are more open to speaking with "non-traditional" hires with a great track record, and companies will be directing their recruiters to do so, too.

Career Search Marketing Approach/Overview- Exposure

exposure: These are the marketing channels and multiple strategies used simultaneously, to gain maximum exposure for the client with the end-game that ensures the client's talents are purchased by targeted employer. These include Hoover’s / Dun & Bradstreet™ database reports, RLS Client Services Center offerings, Spot Opportunities, Job Alerts Set up. It also incorporates strategies to promote client's enhanced visibility such as public speaking, writing articles, serving as an expert in an online discussion group, targeted blogging, community / civic / business association volunteerism, and other individualized methods to be discussed with the consultant.

Career Search Marketing Approach/Overview- Marketing

marketing: Marketing is the advertising communications conduits (written and verbal) used to promote the client's value and benefit to an employer if in a direct-hire pursuit, or to future customers / clients, if in an entrepreneurial / consulting pursuit. Development of a resume, letter / resume combo, marketing letter, executive bio / summary, or Value Offered Statement is all examples of these conduits.

Comparison of how a Human Resource Manager will look at a job candidate differently than a Key Decision Maker.

Human Resource Manager
HR persons use criteria filters such as industry background, education, etc. They will look at how you fit into a job description. A person with your background and skills cannot afford to be “short-circuited” by a lower level HR person.

Key Decision Maker

Decision makers look at profit. They will look at how you will contribute to increasing revenues, profits and better customer / client relationships. Their focus will be on how you can help them be a better organization, rather than how you will fit a job description.

Maximizing Your Exposure to Opportunity and Decision Makers

Using Marketing Channels and Multiple Strategies Simultaneously
Research will give you a head start towards the selection of your initial list of decision makers. Keep in mind that you have additional sources to review including further online investigation, blogs, social media sites such as www.linkedin.com, industry-specific discussion forums, trade associations, trade journals, and dialogue with influencers in venues such as informational meetings, and the research department of your local library.

Career Search Marketing Approach/Overview-Positioning

POSITIONING
Positioning is the identification of a client's career focus which covers job role and industry target or targets and which leads to targeting a specific "customer" for the client's talents, background and qualifications. Identification of career focus which "positions" him / her in the appropriate market is found through probing of a client’s interests, credentials, background. The probing is done through the use of the RLS Profiles, additional assessment tools deployed at the discretion of the RLS marketing consultant, and deep, subterranean attentive, interactive discussions with the client.

Career Transition in a Volatile Market - 14 tips, RL Stevens Tip #2:

Follow the money
New, growing, and emerging fields like green technologies, clean energy, social media, and others, will have fewer job applicants trained in those precise areas. They are looking for the best, but know that the best will often have to come from somewhere else. If your value and experience speak to employer needs, transition is assured.

Career Transition in a Volatile Market - 14 tips-Tip #1

Start with the known
During your career, if you are ever laid off or you just want out of your current field, companies, industries, and functions that have some connection to that field are often the most productive to pursue. Examples might be healthcare to biomedical; teaching to educational sales; consumer products brand management to B2B marketing; banking to corporate finance; engineering to green technologies; software development to new media.

Where are all of the Jobs?!

Did you know that the published job market (i.e. all published job postings from newspapers, Internet, etc.) only represent 15.5% of the available job market in today's economy?

What makes up the other 84.5%? Can you name the other sources, and if you can, do you know what percentages they would be?

Are you only utilizing the 15.5% mentioned above? Is it providing the desired results from your job search? Do you find your job search frustrating and ineffective?

Have you ever wondered if you are truly maximizing your full marketing potential and utilizing all the resources available while conducting a job search?

An hour of your time with us, with no obligation, might make a world of difference! Call us and get to know what you truly don't know.