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Competency Based Resumes

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Just a resume book I found online.
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  • HOWTOBRINGYOURRESUMETOTHETOPOFTHEPILE

    BYWRITINGACOMPETENCYBASEDRESUME

    AdaptedfromthebookCompetencyBasedResumesbyRobinKesslerandLindaA.Strasburg

  • COMPETENCYBASEDRESUMES

    Intodaysbusinessenvironmentitisimportanttounderstandwhatacompetencybasedsystemisbecausetheyarebeingusedmoreandmorebythebestorganizationstohelpmanageemployees.

    HowcanIincreasemyabilitytogetthepositionIwant?

    Competencybasedorganizationsrelyonadifferentsystemforlookingatwhatittakestobesuccessfulinjobs,particularlywhenselecting,promotingandtrainingtheiremployees.Understandinghowcompetencybasedsystemsworkisvitaltoyoursuccess.Surprise:Themostimportantthingtorememberisthatthesesystemsalwayschange.Youneedtotailoryourapproachtoadjusttotheemployerschanges.

    Whatarecorecompetencies?

    Corecompetenciesareusedattheorganizationleveltohelpachieveorganizationobjectivesorgoals.

    Whatarebehavioralinterviewquestions?

    Interviewersaskquestionstoassesshowcompetentcandidatesareinseveralareas.Behavioralinterviewingisbasedonthetheorythatpastbehavioristhebestpredictoroffuturebehavior.Inotherwords,pastsuccesspredictsfuturesuccess.

    WhyshouldIwriteacompetencybasedresume?

    Acompetencybasedresumewillgiveyouasignificantedgeovercompetitorsbecausethemainfocusisonhighlightingthosepartsofyourbackgroundthatprovideevidencetoemployersthatyouhavethecompetenciestheemployerislookingfor.

    HowcanIkeeppromotingmycompetencies?

    Itisimportanttomarketyourcompetencies.Otherstrategicmarketingtoolsare:effectivecoverletters,networking,andpolishedinterviewskills.Remembertofocusonthecompetenciesrequiredbytheprospectiveemployer.

  • Howarecompaniesusingcompetenciestostrengthentheirworkforce?

    Theyareusingcompetenciesto:

    Advertiseforcandidates Screencandidateresumes Interviewusingbehaviortechniques Selectemployees Evaluateemployees Trainemployees Promoteemployees Rewardemployees Determineassignments Decidewhoshouldnotworkfortheorganization

  • LEVELSOFCOMPETENCYDEVELOPMENT

    Anindividualcompetencyisawrittendescriptionofmeasurableworkhabitsandpersonalskillsusedtoachieveaworkobjective.

    Corecompetenciesaresetuporganizationwide.Asignificantnumberofcompetenciesforeachpositioncomefromthecorelist.Functionalordepartmentalcompetenciesfocusonknowledge,skillsandabilitiesneededtobesuccessfulinaprofessionalarea,suchashumanresourcesoraccounting.Individual/workplacecompetenciesareidentifiedbasedonwhatittakestobesuccessfulinspecificpositionswithinanorganization.

    Whataresomedefinitionsofcompetencies?Competenciesare:

    Underlyingcharacteristic,behaviour,knowledgeandskillsrequiredtodifferentiateperformance. Characteristicsthatdefinewhatsuperiorperformersdomoreoften inmoresituationsandwithbetter

    results. Somethingaboutyouthathelpsyoudoabetterjob. Awrittendescriptionofmeasurableworkhabitsandpersonalskillsusedtoachieveaworkobjective. Acollectionofrelatedknowledge,attitudesandskillsthataffectsamajorpartofonesjob. Linkedwithperformanceonajob. Measuredagainstwellacceptedstandards. Improvedwithtraininganddevelopment.

    Whyhavesomanyorganizationsadoptedcompetencybasedsystems?Competenciesprovidea:

    Commonlanguageforskillidentificationandpeopledevelopment. Focusfordevelopmentandperformancediscussions. Setofkeybehavioursemployeesusetoincreasetheireffectiveness. Humansidetoaccountability;theknowledge,skills,andabilitiesthattheemployeebringstothejob.

    Atwhatlevelswithinanorganizationarecompetenciesdeveloped?Therearethreemainlevelsatwhichcompetencesaredeveloped:organizationwide,departmentorfunctional,andattheindividualjoblevel.

    Corecompetenciesmaybeidentifiedfortheorganizationasawhole. Departmentalor functional competencesare identified toencouragemore specific knowledge, skills,

    andabilitiesinadepartmentorfunctionalarea.

  • Individual competencies aredevelopedbasedupon the knowledge, skills, and abilitiesneeded tobesuccessfulindifferentpositionswithintheorganization.

    Inmanyorganizations,competenciesaredefinedbasedupondifferent levelssuchasprofessional,supervisor,middlemanagerandseniormanager.WhichleveldoItarget?Ihavecompetenciesatmanydifferentlevels.Lookatthelevelsidentifiedbytheorganizationforthepositionyouareinterestedin.Then,thinkaboutthehighestlevelworkthatyouvedoneineachcompetencyareaandincludethoseinyourresume.Arethereanyothertermsusedforcompetencies?Competenciesaresometimescalleddimensions,characteristics,orkeystosuccess.Theymayalsobelistedasvalues.Howarecompetenciesusedfortrainingandemployeedevelopment?Performancereviewsareoftenbasedonhowcompetentemployeesareperceivedtobeonalistofcompetencies.Employerstakethecompletedappraisalsandusethemtodeterminetrainingneeds.Someorganizationsasktheiremployeestoidentifycompetencygapsandthenscheduletrainingcourses.HowcanIusemynewcompetencybasedresumetoadvancewithinmyorganization?Thebestcompetencysystemshelpmanagersatalllevelsknowtheresourcestheyhaveintheirdepartments.Hereswhatyoucando:

    Identifythetargetpositionwithinyourorganization. Listcompetenciesforthatpositionbyinterviewingthemanagersofthatdepartment,talkingtopeople

    whohaveheldthatposition,andreadingorganizationalcompetencylistings. Identifycompetencygapsandfindwaystofillthegapswithtraining,volunteeringandeducation. Keeptrackofyouraccomplishmentsandhowtheyrelatetothedesiredcompetencies. Updateyourresumeperiodically. Marketyourcompetenciestotherightpeople.

  • IDENTIFYRELEVANTCOMPETENCIES

    Whatisthefirststeptowardsidentifyingtherightcompetenciestouseinacompetencybasedresume?Lookfirstattheadvertisement,posting,orjobdescriptionfromtheorganization.Moreorganizationsthanevenbeforearebeingdirectandlistingthecompetenciestheyneed.Iftheorganizationdidntprovidealistofthecompetenciestheyarelookingforaskyourself,HowdoIgetstartedcompilingmylistofkeycompetencies?andWheredoIfindsomecluesastowhatthesecompetenciesshouldbe?

    Thinkaboutwhatcompetencieswouldbeobviousfortheposition. Lookattheadvertisementsandpostingsfromcompetitorsforequivalentpositionstoseeiftheyhave

    directlylistedthecompetenciestheyveidentifiedfortheposition.Thentrytodetermineifthesamecompetenciesworkforthepositionyouareinterestedin.

    VisitanEmploymentWebsiteandlookatequivalentjobsforcompetencylists. LookatWebsitesforcompaniesthatarecompetitorstotheorganizationthathasthepositionyouwant. Findemploymentadvertisementsinnewspapers,associationpublications,andothersourcesandseeif

    youcangleantypicalcompetenciesfortheprofessionalarea. ReadthroughyourprofessionalassociationWebsitethoroughlyandusetheirresearchsupportto

    identifycompetencies. GototheWebsitefromtheorganizationyouareinterestedinandreadthroughitspublicationstofind

    informationgivingyoucluesaboutitscultureandvalues.

    Whataresomeofthemosttypicalcompetenciesusedbyorganizations?Hereisalistofthemoststandardcompetenciesusedbyorganizations.Theyarebynomeanstheonlycompetenciesthatmaybedesiredbyyourtargetorganization.

    1. Achievement/ResultsOrientation2. Initiative3. ImpactandInfluence4. CustomerServiceOrientation5. InterpersonalUnderstanding6. OrganizationalAwareness7. AnalyticalThinking8. ConceptualThinking9. InformationSeeking10. Integrity

    Eachorganizationdevelopsitsownlistofcompetenciesandthelistcanbedramaticallydifferentbaseduponthecultureandgoalsoftheorganization.

  • CREATEANEMPLOYERFOCUSEDCOMPETENCYBASEDRESUME

    WhyshouldyoudevelopaCompetencyBasedResume?

    Competencybasedresumesaremuchbetterthanmostconventionalresumesatemphasizinghowyourknowledge,experience,andskillsmatchtheposition.

    Competencybasedresumesfocusontheemployersneeds.CompetencyBasedresumesworkmoreeffectivelybecausetheemphasisisontheorganizationsneedsfirst.

    Confirmtotheemployerthatyouhavetheexpertiseorcompetencytheyarelookingfor. Improveyourchanceofbeingselectedforinterviewsforthepositionsthatyouwant. Helpyoubeperceivedasmoreclearlycompetitive.

    WhatdoesaCompetencyBasedResumelooklike?Theapproachtowritingcompetencybasedresumesisdifferentfromthewaytraditionalresumesarewritten.Thesestepsarerecommendedwhenwritingacompetencybasedresume.Followingthestepsensuresthatyouwillremembertoincludeeverythingthatneedstobeincludedinyourcompetencybasedresume.

    1. IdentifycompetenciesforthepositionForexample:LeadershipCompetencies:DevelopWinningStrategies(Takesabroadperspectiveandclearlylinksstrategiestoplansandobjectives),DrivesResults(Takespersonalaccountabilityforachievingindividualandsharedgoals),FocusesontheCustomerandClient(Proactivelyanticipatescustomerneeds),DrivesInnovationandChange(Carriesoutsystematicandrationalanalysistoidentifytherootcauseofproblems),Builds&LeveragesRelationships(Coordinatesefforts/resourceswithinandacrossteamstodelivergoals),CommunicatesEffectively(Communicatesopenlyandconfidently),BuildsDiverseTalent(Createsahighcommitmentworkenvironmentwherepeoplearemotivatedandencouragestoachievethroughempowermentanddevelopment),DemonstratesPersonalExcellence(Actswithintegrity)

    (fromAmericanExpress,GlobalTalent)

    Thought:CreatingInnovativeSolutions,ThinkingAnalyticallyandConceptually,ActingStrategicallyandGloballyResults:DrivingResults,ExceedingCustomerExpectations,RiskTaking,ActingDecisivelyRelationships:CollaboratingandInfluencingOthers,DemonstratingIntegrity,TreatingPeoplewithRespectPeople:ManagingPerformance,DevelopingPeople,ManagingChange

    2. Thinkaboutwhatyouhavedonethatdemonstratesexpertiseorexperiencewitheachofthecompetencies.

    3. Developaccomplishmentstatementsforasmanyofthecompetenciesasyoucan.Inwritingyouraccomplishmentslistthemandthenbrainstormandwritedownasmanyexamplesascanforeachcompetency.

  • 4. Writethesummarysectionsoitemphasizesyourexperienceandstrengthsrelatedtothekeycomponentsfortheposition.Includerelevantinformationandpersonalizethesectionifthereisenoughspace.Summariesarecriticaltoincludeintheresumebecausetheyfunctionasthereadersfirstimpressionofyourbackgroundandhighlighthowyoumeetthemostcriticalcompetenciesfortheposition.Viewthesummaryasanopportunitytosellyourbackgroundtotheemployer.Ifyouhadachecklistforwritingasummaryitwouldbeto:Startoutwiththejobtitleorwhatyouwouldcallyourselfprofessionally;Writeaboutyourexpertise,jobrelatedstrengths,andyourstrengthsinthecompetencyareas;IncludecertificationssuchasaCPA,andotherskillssuchasbeingproficientinSpanishandEnglish;andYoumightwanttoseparateoutyourstrengths,orcompetenciesintobulletedpointsforemphasis.

    ExampleSummary:

    ProductDevelopmentManagerwithexpertiseintravelandcardinformation.RecognizedforachievingresultsbylaunchingWebenabledproducttobegindecommissioninglegacyproducts,acceleratingimplementationofreportingtoolsinregionalmarkets,anddesigning/developingdatabasetoolforbenchmarkingtravelexpenditures.Strengthsincludebuildingeffectiveworkingrelationshipsbycollaboratingwithandinfluencingclients/coworkersandworkingcloselywithmanagertodevelopmembersofteambyactingassubjectmatterexpertontravel,card,purchasing,andexpense.Innovative,analyticalrisktakerwithproventrackrecordofdevelopingglobalsolutions.Licensedtoflyhighperformancejetaircraft.SixSigmaCertification:GreenBelt,2002TechnicalCertifications:SQLDatabase,MSAccessThekeycompetenciesmentionedinthisexamplesummaryinclude:Recognizedforachievingresults,Effectiveworkingrelationships,CollaboratingwithandInfluencing,DevelopMembersofTeam,Innovative,Analytical,Risktaker,Solutions.Includedisinformationabouthislicenseinflying,certificationsandcomputerskillstofurtherdemonstratehisabilitytoachievegoalsandunderstandtechnicalinformation.YoucanincludeasectionrightafterthesummarycalledTechnicalSkillsorsomethingsimilar.Thisisagoodwaytohighlightrelevantsoftware,programmes,orcertificationsthatdemonstratecompetenciesthatyourpotentialemployerwouldbeinterestedin.

    5. Determinewhichcompetencybasedresumeformatchronological,functional,directcompetency,orcombinationbestfitsyourneeds.Prepareyourfirstdraftoftheresume.

    6. Remembertoincludesectionsonyoureducationandanyotherspecificinformationrelevanttopotentialemployers.

    7. Addadditionalcompetencyrelatedaccomplishmentstatementsandifyoustillhavespaceotheraccomplishmentstatements

    8. Prioritizecompetencyrelatedphasesinyoursummarysectionandcompetencybasedaccomplishmentswithintheappropriatesectionsoftheresume

    9. Reviewandpolishtheresume.Askotherprofessionalsforinput.

    10. Finalizeyourresume.Developanelectronicversionoftheresumewithakeywordsummarysectionthatincludescompetencies(andsynonymsforcompetencies)toincreaseyourchanceofbeingselectedforaninterviewwhenanorganizationisusingscreeningsoftware.

  • DEVELOPSTRONGCOMPETENCYBASEDACCOMPLISHMENTSTATEMENTS

    Moreorganizationsareusingrecruitingsoftwaretohelpreducethetimespentbyhumanresourcesreviewingresumes.Thesoftwareidentifiesthenumberofhitsonkeywordsortagwordsandsubmitsthenamesforreview.Youshouldidentifythekeywordsandincludetheminyourresumeasoftenaspossiblewhilestillfocusingonthecompetencies.Developastatementthatsoundsasstrongaspossibleforwhatyouhaveaccomplished.Forexample,dontuseimplementedwhenyoucanusedirected,organized,developedasimplementedsoundslikeyoujustfollowedanotherpersonsdirections.

    1. Writeyouraccomplishmentsinawaythatdemonstratesexpertiseandshowsrelevantexperienceforeachofthecompetenciesthecompanyislookingfor.

    a. Forexample: AccountExecutiveoftheyearforthreeyears. IncreasedsalestoShellOilCompanyfrom$500,000to$2millionintwoyears. Grewrevenuesinnewhealthcareterritoryto$2.6millioninonlytwoyears.

    2. Remembertoincludeinformationthatexplainsthesituation(orproblem),actionandresult.Beforeyouwrite

    theaccomplishmentstatementtaketimetodescribewhatthesituationwasorwhattheproblemwasthatyousolved.Whatactiondidyoutake?Whatwastheresult?Howdidtheorganizationoryourdepartmentbenefitfromwhatyoudid?Resultsgivehardfactsthatyouactuallyaccomplishedsomethingofvalue.Foreverycompetencyyouhave,youshouldknowhowitwouldachieveresults.

    3. Starteachstatementwithactionverbsandvarythewordsyouuse.Someactionwordsare:accomplished,achieved,budgeted,compiled,delivered,established,formed,guided,improved,increased,instructed,managed,organized,prepared,produced,reduced,reorganized,solved,systematized,trained,utilized,won.Thisprovidedenergyandactiontowhatyoudoandmakesiteasierforthereviewertoquicklydeterminewhatyouknowhowtodowhenskimmingyourresume.Itisthestyleusedforresumes.

    4. Targetyouraudiencebyusinglanguagetheywillunderstand.Becarefulaboutusinglanguagethatistootechnicalorincludestoomuchjargon,forpeoplereviewingyourresumemanynotknowtheterminologyfortheparticularpositionyouaregoingafter.Dontbetoosimplisticorcasualeither.Itishelpfultogototheorganizationswebsitetoseewhatterminologytheyuseandhowsophisticatedtheirdocumentsare.

    5. Givespecificexamplestosupportyourexperiencewitheachcompetency.Includespecificdetailstoshowyour

    credibilityandtoproveyouactuallyhaveexperienceinaparticulararea.

  • 6. Quantifyyourexamplewheneverpossible.Thepersonreadingyourresumeneedstounderstandhowsignificantyouraccomplishmentis.Forexample,BbelowshowsthisbetterthanA.A. Managedhumanresourcesdepartmentfordivision.B. Directedhumanresourcesfor1,100employeedivisionofFortune500company;directlysupervisedseven

    humanresourcesprofessionalsandthreeclerksandmanagedbudgetof$1.5million.Thisaddscredibilityandhelpstheemployerseehowyoucanmakethemsucceed.

    7. Sayasmuchasyoucaninasfewwordsasyoucan.Makesureeverywordaddssomethingtothecontent.Try

    toeliminatewordslikevariousandnumerousthatdonotsayanythingspecific.Substitutethemwithactualnumbers.Removewords like that, the,aandan,whichmaynotaddanything toyour content. Also, it isbettertoroundoffnumbersandpercentagesthantousewordslikeapproximatelyoraround.Lessismorebecauseyourresumeshouldsendamessagethatisfocusedandprecise.

    8. Ifyourbestexampleunderanindividualcompetencyisntaparticularlystrongaccomplishment,thentrytowriteitsothatissoundsasstrongaspossible.

    9. Afteryouhavewrittencompetencybasedaccomplishmentstatements,addotheraccomplishmentstoyourlist.

    10. Makesureyouhaveincludedkeywordsinyourresume.

    11. Whenyourealizeyourbestexamplesinaparticularcompetencyareaareweak,dothebestthatyoucanfornow,thenmoveon.

  • CHOOSETHEMOSTEFFECTIVERESUMESTYLE

    Therearethreebasicresumestyles:chronological,functionalanddirectcompetency.Eachresumetypecanbewrittenthecompetencybasedresumewayandacompetencybasedresumecanbeturnedintoanelectronicresumesuccessfullywhenitissenttoapotentialemployer.Youcanalsocombineresumestyles.ChronologicalResumesCompetencybasedchronologicalresumeslooksimilartotraditionalchronologicalresumes.Themaindifferenceisthecontentiswrittenthecompetencybasedway.Thistypeofresumesimplylistaccomplishmentsundereachpositionbeginningwithyourcurrentjob,sotheycanbeagoodchoiceforpeoplewhohavealwaysworkedintheirfield,wanttocontinueworkingintheirfiledandhavenointerruptionsinworkexperience.Achronologicalresumeisveryeffectivewithtraditionalcompaniesandorganizationsbecauseitiswhattheyaremostfamiliarwith.Acompetencybasedchronologicalresumeisevenmoreeffectivewiththesecompaniesbecauseitlookstraditionalandshowsthemthroughhowitiswrittenthatyouhavethecompetenciestheorganizationneeds.Thewritingstylehereisto:Listaccomplishmentsundereachposition;Beginwithyourmostcurrentjobandworkyourwaybackintime;Summaryandaccomplishmentstatementsarewrittenwithacompetencybasedfocus.FunctionalResumesCompetencybasedfunctionalresumesaredifferentthanregularfunctionalresumesbecausethesummaryandaccomplishmentstatementstargetcompetencies.Functionalresumeslistaccomplishmentsbyfunctions,notbyjobtitles.Theworkhistoryisincludedlaterintheresumeandtheyputtheemphasisonaccomplishmentsnotonworkhistory.Thisisagoodchoiceforpeoplewhohaveinterruptionsintheirworkhistoryorhavechangedfields.Theseresumesworkwellforconsultantsbecausetheycanemphasizetheirexperienceinparticularareasforpotentialclientsoremployers.Thewritingstylehereisto:Listaccomplishmentsundereachfunction;Beginwiththemostimportantfunctionforthepositionyouareapplying;Summaryandaccomplishmentstatementsarewrittenwithacompetencybasedfocus;Chronologicallistsofyouremploymenthistoryarelistedafteryouraccomplishments,neartheendoftheresumebutbeforeeducationorothersections.DirectCompetencyResumesThesearethenewestresumestylesandhaveadifferentlook.Theaccomplishmentsarelistedbycompetency.Usingadirectcompetencyresumecanbeagoodchoiceforpeopletoconsideriftheyalreadyworkforacompanyandareapplyingforaninternalpositioninanorganizationthatusescompetencybasedsystems.Theseresumesshowcaseaccomplishmentsineachcompetencyareaandtheemphasisisfocusedonclearlyidentifiedcompetencyrequirements.EventhoughmanymanagersandHRprofessionalsarenotusedtothisstylebecauseitisnew,itispredictedthisresumestylewillbecomeincreasinglypopularinthenextfewyears.Thewritingstylehereisto:Listaccomplishmentsundereachcompetency;Beginwiththemostimportantcompetencyforthepositionyouareapplying;Summaryandaccomplishmentstatementsarewrittenwithacompetencybasedfocus;Chronologicallistifpastpositionsareincludedattheendoftheresumewithmostrecentlistedfirst.

  • ElectronicResumesAnelectronicresumeincludes:

    AresumewritteninWordsentviaemail. Developingyourownwebsitewithyourresumeposted. Postingyourresumeonajobsearchwebsitesuchasmonster.com. AnASCII(AmericanStandardCodeforInformationInterchange)resumerequestedbyanemployer.

    Electronicresumesincludeanyresumethatiscreatedonlineandsenttoothersovertheinternet.Thewritingstylehereisto:Identifykeywords;Makesuretousekeycompetenciesinyourkeywordsummary;Listkeycompetenciesearlyinthesection;Thedesigncanbeafunctional,chronological,oradirectcompetencybasedresume.Youcancombineresumestylesbutmakesureyourfirststepistodeterminethekeycompetenciesneededbyyourtargetorganization.Dependingontheemployersneedsandhowwellyourexperienceandbackgroundmatchtheposition,mayhelpyoudecideifyouwishtouseacombinationofstyles.Therulesforincludingeducationareto:Startwithyourmostrecentdegreeandworkbackwards:IncludethenameofCollegeorUniversity,City,State,Country,degree,major(s),minor(s)andconcentration(s);Ifyouvereceivedthedegreewithinthelast10years,includetheyearyoureceivedthedegree.Whenthedegreeismorethan11to15yearsold,considerleavingtheyearoff;Listthemajorfirstthatdemonstratescompetencyinthemostimportantarea;Ifyoudonthaveyourdegreeyet,writeaboutwhenyouexpecttocompletethedegree.

  • SampleCompetencyBasedChronologicalResume

    JEFFREYK.OLDHAM5011RedBridgeRoadHouston,TX77087(281)2237047

    [email protected]

    SUMMARY

    DistrictSalesManagerwithexperienceinbusinessdevelopment,solutionsalesandtechnology.Significantexperienceinnewproductmarketing:productlaunchandmarketingstrategy,strategicalliancebuilding,projectmanagementandconsultativeselling.Skilledatrelationshipbuilding,channelandOEMsales,contractnegotiations,andclosingsales.Consistenttopperformerwithrecordofachievingresults,generatingrevenue,exceedingsalesquotas,anddeliveringexceptionalcustomerservice.Excellentinterpersonal,organizational,presentationandwritingskills.

    WORKHISTORYCONSULTANT 20022003ECGCORPORATION 20002001Director,BusinessDevelopment20002001SeniorProgrammeManager,2000

    Proposedfirstcompanywideprintanddocumentstrategywithexpectedsavingsof$20millionperyear. Developedsales/marketingcampaignawardednationalqualityawardbasedonSixSigmacriteria. Workedwithkeydepartmentstodefinetechnologyneedsandproductdevelopmentcourses,market

    positioning,networkingdeploymentandpartneractivities. Developedmarketingstrategyforsellthroughandsellwithactivitiesbetweencompanyandpreferred

    technologyvendor.LEXMARKINTERNATIONAL,INC. 19922000SeniorConsultant,EducationandGovernmentSales,2000SpecialAssistanttoDirector,HealthcareSales,19992000

    SelectedforWinnersCirclefortop2%ofU.S.salesprofessionals. NamesAccountExecutiveoftheYear,threeyearsandoftheQuarter,14quarters. SoldonemissioninkjetprintersafteridentifyingpartnershipopportunitywithMicron. ManagedmajorclientbusinessengagementsacrossU.S.tomaximizehealthcareteamrevenue;exceeded$6

    millionrevenuegoalinfivemonths. Recognizedin1999forachievinghighestrevenuesoffirstyearsalesmanagersin1998whileworkinginprevious

    position.

    DistrictSalesManager,19971999

    Managedteamresponsiblefor$12millionnationalpurchaseagreementwithColumbia/HCA. Coachedsalesandtechnicalsupportteamtodevelopmoreinnovativesalesstrategies;increasedsales20%

    annuallyperterritory.

  • Facilitatedteamof12employeestodevelopBusinessAdvisorCDbasedconsultingtoolforU.S.salesforce;exceededfunctionalityandstayedunderbudget.

    Mentored11newhiresonsalesteam;developedimplemented,andtrackedresultsofmarketingandsalesstrategiesforteam.

    Coordinatedteamintroducingfirstglobal24by7nonstopserviceandpartsdeliveryofferingforNCR. ConvincedclinicalandITmanagerstopurchaseplatformupgradesdespitecompetitionfromonsitevendor;

    managedrolloutatCountryHospitalDistrict. Recognizedforsuccessfullymanaging11sales/technical/administrativeemployeessellingprinting

    equipment/servicestohealthcarecustomersin23stateregion.

    SeniorProgrammeManager,StrategicAlliances,1996

    WonSalesDivisionAwardastoprankedsalesperformerinU.S.Healthcaredivisiontwoconsecutiveyears. Workedaskeymemberofteamdevelopingmarketingcampaignsandpresentationsto introducetotalcostof

    printingconcepttocustomers. Managedkeyprojectimprovingcustomersatisfactionratingfrom67%to89%.

    SeniorAccountExecutive19941996AccountSystemsEngineer/NationalAccountExecutive,19921993

    Grewrevenuesinnewhealthcareterritoryto$2.6millionintwoyears.IBMCORPORATION 19871993AccountSystemsEngineer,19901992PrintingandDesktopPublishingSpecialist,19881990DealerAccountRepresentative,NationalDistributionDivision,19871988

    SelectedforIBM100%Club. ImprovedIBMprintermarketshareinterritoryfrom9%to20%intwoyears.

    EDUCATION

    BachelorofBusinessAdministration,Marketing,MagnacumLaudeUniversityofHouston,Houston,Texas

  • SampleCompetencyBasedFunctionalResume

    JEFFREYK.OLDHAM5011RedBridgeRoadHouston,TX77087(281)2237047

    [email protected]

    SUMMARY

    DistrictSalesManagerwithtrackrecordofachievingresultsinbusinessdevelopment,solutionsalesandtechnology.Significantexperienceinnewproductmarketing:productlaunchandmarketingstrategy,strategicalliancebuilding,projectmanagementandconsultativeselling.Skilledatrelationshipbuilding,channelandOEMsales,contractnegotiations,andclosingsales.Consistenttopperformerwithhistoryofgeneratingrevenue,exceedingsalesquotasandperformanceobjectives,anddeliveringexceptionalcustomerservice.Excellentpresentation,interpersonal,organizationalandwrittencommunicationskills.

    ACCOMPLISHMENTS

    SalesAwards/Results

    RecognizedforexceedingsalesgoalsatIBMandLexmarkwith: LexmarksWinnersCirclefortop2%ofU.S.salesprofessionals. SalesDirectorAward:toprankedsalesperformerinU.S.Healthcaredivision(twoconsecutiveyears),

    firstbacktobackSalesDirectorAwardwinnerintheNorthAmericansalesorganization. AccountExecutiveoftheYear,threeyears;andoftheQuarter,14quarters. IBM100%Club.

    Grewrevenuesinnewhealthcareterritoryto$2.6millionintwoyears. IncreasedsalestoShellandTexacofrom$500,000to$2millionin22months. ImprovedIBMprintermarketshareinterritoryform9%to20%intwoyears.

    TechnicalSales/Consulting

    IdentifiedopportunityanddeliveredOEMproductproposaltoMicronforLexmarktobuildprinters;soldonemillioninkjetprintersafternegotiatingcontact.

    Soldprinters,networking,electronicforms,consultingservices,andbundleddesktoppublishingtohealthcare,corporate,educationandgovernmentcustomers.

    ConvincedclinicalandITmanagerstopurchaseplatformupgradesdespiteexistingonsitecompetitor;managedrolloutatCountryHospitalDistrict.

    SalesManagement

    Managed11sales,technicalsupport,andadministrativeemployeessellingprintingequipmentandservicestohealthcarecustomersin23statesinEasternU.S.

    Achievedhighestrevenuesoffirstyearsalesmanager;rankedintop10%ofsalesmanagersinemployeesatisfactionratings,2000

    Directedteamclosing$12millionnationalagreementwithColumbia/HCA.

  • ProjectManager

    Proposedprint/documentstrategywithsavingsof$20millionperyear. ManagedCRMprojectwithcustomersatisfactionimprovementfrom67%to89%. DeliveredBusinessPrinterAdvisorCDbasedconsultingtoolforU.S.salesforce.Exceededfunctional

    objectiveswhileachievingaheadofscheduledelivery. Developedsales/marketingcampaign;awardednationalqualityawardbasedonSixSigmacriteria.

    MarketingandBusinessDevelopment

    Developed,implemented,andtrackedresultsofmarketingandsalesstrategiesforteam;mentored11teammembers.

    Coachedsalesandtechnicalsupportteamtodevelopmoreinnovativemarketingandsalesstrategiesincreasingsales20%peryearperterritory.

    Consultedwithkeydepartmentstodefinetechnologyandproductdevelopmentneeds,customeracquisition,marketpositioningandpartneractivities.

    Selectedtoworkonteamdevelopingmarketingcampaignandpresentationstointroducetotalcostofprintingconcepttocustomers.

    WORKHISTORY

    CONSULTANT 20022003ECGCORPORATION 20002001Director,BusinessDevelopment20002001SeniorProgrammeManager,2000LEXMARKINTERNATIONAL,INC. 19922000SeniorConsultant,EducationandGovernmentSales,2000SpecialAssistanttoDirector,HealthcareSales,19992000DistrictSalesManager,19971999SeniorProgrammeManager,StrategicAlliances,1996SeniorAccountExecutive19941996AccountSystemsEngineer/NationalAccountExecutive,19921993INTERNATIONALBUSINESSMACHINESCORPORATION 19781992AccountSystemsEngineer,19901992PrintingandDesktopPublishingSpecialist,19881990DealerAccountRepresentative,NationalDistributionDivision,19871988

    EDUCATION

    BachelorofBusinessAdministration,Marketing,MagnacumLaudeUniversityofHouston,Houston,Texas

  • SampleDirectCompetencyResume

    JEFFREYK.OLDHAM5011RedBridgeRoadHouston,TX77087(281)2237047

    [email protected]

    SUMMARY

    DistrictSalesManagerwithtrackrecordofachievingresultsinbusinessdevelopment,solutionsalesandtechnology.Significantexperienceinnewproductmarketing:productlaunchandmarketingstrategy,strategicalliancebuilding,projectmanagementandconsultativeselling.Skilledatrelationshipbuilding,channelandOEMsales,contractnegotiations,andclosingsales.Consistenttopperformerwithrecordofachievingresults,generatingrevenue,exceedingsalesquotas,anddeliveringexceptionalcustomerservice.Excellentinterpersonal,organizational,presentationandwritingskills.

    KEYCOMPETENCIES

    AchievingResults

    RecognizedforexceedingsalesgoalsatIBMandLexmarkwith: LexmarksWinnersCirclefortop2%ofU.S.salesprofessionals. SalesDirectorAwardastoprankedsalesperformerinU.S.healthcaredivision,twoconsecutiveyears. AccountExecutiveoftheYear,threeyears. AreaSystemsEngineeroftheQuarter,fourquarters. IBM100%Club.

    Achievedhighestrevenuesoffirstyearsalesmangers;grewrevenuesinnewhealthcareterritoryto$2.6million

    intwoyears. IncreasedsalestoShellandTexacofrom$500,000to$2millionintwoyears. DevelopedsalesandmarketingcampaignawardednationalqualityawardbasedonSixSigmacriteria.

    CustomerFocus

    Rankedintop10%ofallsalesmanagersinemployeesatisfactionratings,1998. Convinced clinical and ITmanagers to purchase platform upgrades despite competition form onsite vendor;

    managedrolloutatCountyHospitalDistrict. Recognized for quality of customer servicewhileworking as keymember of team introducing total cost of

    printingconcepttocustomers. ManagedCRMprojectwithcustomersatisfactionratingimprovingfrom67%to89%.

    InterpersonalSkills

    Managed11sales,technicalsupport,andadministrativeemployeessellingprintingequipmentandservicestohealthcarecustomersin23statesinEasternU.S.

    Coached sales and technical support team to developmore innovative sales strategies; increased sales 20%annuallyperterritory.

  • Facilitated teambuildingand strategy sessions toensure team stayed focusedon closing$12millionnationalpurchaseagreementwithColumbia/HCA.

    Organization

    Coordinatedteamintroducingfirstglobal24by7nonstopserviceandpartsdeliversofferingforNCR,improvedcorporateservicemarketingcampaigns.

    OrganizedmajorclientbusinessopportunitiesacrossU.S. tomaximizehealthcareteamrevenue;exceeded$6milliongoalforincrementalrevenueinfivemonths.

    TechnicalExpertise

    Developedsalesmethodologiesandmanagedaccountsfortechnicaldepartmentstodefinetechnologyneeds,productdevelopmentcourses,marketpositioning,networkdeploymentandpartneractivities.

    Planned and implemented sales/marketing campaign; awarded national quality award based on Six Sigmacriteria.

    WORKHISTORY

    CONSULTANT 20022003ECGCORPORATION 20002001Director,BusinessDevelopment20002001SeniorProgrammeManager,2000LEXMARKINTERNATIONAL,INC. 19922000SeniorConsultant,EducationandGovernmentSales,2000SpecialAssistanttoDirector,HealthcareSales,19992000DistrictSalesManager,19971999SeniorProgrammeManager,StrategicAlliances,1996SeniorAccountExecutive19941996AccountSystemsEngineer/NationalAccountExecutive,19921993INTERNATIONALBUSINESSMACHINESCORPORATION 19781992AccountSystemsEngineer,19901992PrintingandDesktopPublishingSpecialist,19881990DealerAccountRepresentative,NationalDistributionDivision,19871988

    EDUCATION

    BachelorofBusinessAdministration,Marketing,MagnacumLaudeUniversityofHouston,Houston,Texas

  • SampleCompetencyBasedCombinationResume

    JEFFREYK.OLDHAM5011RedBridgeRoadHouston,TX77087(281)2237047

    [email protected]

    SUMMARY

    DistrictSalesManagerwithexpertiseinbusinessdevelopment,solutionsalesandtechnology.Significantexperienceinnewproductmarketing:productlaunchandmarketingstrategy,strategicalliancebuilding,projectmanagementandconsultativeselling.Skilledatrelationshipbuilding,channelandOEMsales,contractnegotiations,andclosingsales.Consistenttopperformerwithrecordofachievingresults,generatingrevenue,exceedingsalesquotas,anddeliveringexceptionalcustomerservice.Excellentinterpersonal,organizational,presentationandwritingskills.

    WORKHISTORY

    CONSULTANT 20022003ECGCORPORATION 20002001Director,BusinessDevelopment20002001SeniorProgrammeManager,2000Results/CustomerService

    Proposedfirstcompanywideprintanddocumentstrategywithexpectedsavingsof$20millionperyear. Developedsales/marketingcampaignawardednationalqualityawardbasedonSixSigmacriteria.

    InterpersonalSkills/OrganizationalAwareness

    Workedwithkeydepartmentstodefinetechnologyneedsandproductdevelopmentcourses,marketpositioning,networkdeploymentandpartneractivities.

    Developedmarketingstrategyforsellthroughandsellwithactivitiesbetweencompanyandpreferredtechnologyvendor.

    LEXMARKINTERNATIONAL,INC. 19922000SeniorConsultant,EducationandGovernmentSales,2000SpecialAssistanttoDirector,HealthcareSales,19992000Results

    SelectedforWinnersCirclefortop2%ofU.S.salesprofessionals. NamedAccountExecutiveoftheYear,threeyears,andoftheQuarter,14quarters. SoldonemillioncustombuiltinkjetprintersafteridentifyingpartnershipopportunitywithMicron.

  • ImpactandInfluence ManagedmajorclientbusinessengagementsacrossU.S.tomaximizehealthcareteamrevenue;exceeded$6

    milliongoalinfivemonths.

    DistrictSalesManager,19971999SeniorProgrammeManager,StrategicAlliances,1996SeniorAccountExecutive19941996AccountSystemsEngineer/NationalAccountExecutive,19921993Results

    Achievedhighestrevenuesoffirstyearsalesmanagersandrankedintop10%ofallsalesmanagersinemployeesatisfactionratings,1998.

    Managedteamresponsiblefor$12millionnationalpurchaseagreementwithColumbia/HCA. WonSalesDirectorAwardastoprankedsalesperformerinU.S.Healthcaredivision,twoconsecutiveyears. Coachedsalesandtechnicalsupportteamtodevelopmoreinnovativesalesstrategies;increasedsales20%

    annuallyperterritory. Grewrevenuesinnewhealthcareterritoryto$2.6millionintwoyears.

    ImpactandInfluence/Interpersonal

    Facilitatedteamof12employeestodevelopBusinessAdvisorCDbasedconsultingtoolforU.S.salesforce;exceededfunctionalityandstayedunderbudget.

    Mentored11newhiresonsalesteam;developed,implemented,andtrackedresultsofmarketingandsalesstrategiesforteam.

    Workedaskeymemberofteamdevelopingmarketingcampaignandpresentationstointroducetotalcostofprintingconcepttocustomers.

    CustomerService/OrganizationalAwareness

    Coordinatedteamintroducingfirstglobal24by7nonstopserviceandpartsdeliveryofferingforNCR. ManagedCRMprojectforGlobalStrategicSourcing,withprojectedcustomersatisfactionratingimprovingfrom

    67%to89%. ConvincedclinicalandITmanagerstopurchaseplatformupgradesdespitecompetitionfromonsitevendor;

    managedrolloutatCountyHospitalDistrict. Recognizedforsuccessfullymanaging11sales/technical/administrativeemployeessellingprinting

    equipment/servicestohealthcarecustomersin23stateregion.IBMCORPORATION 19871993AccountSystemsEngineer,19901992PrintingandDesktopPublishingSpecialist,19881990DealerAccountRepresentative,NationalDistributionDivision,19871988

    SelectedforIBM100%Club. ImprovedIBMprintermarketshareinterritoryfrom9%to20%intwoyears.

    EDUCATION

    BachelorofBusinessAdministration,Marketing,MagnacumLaudeUniversityofHouston,Houston,Texas

  • REVIEW,REVISEANDPOLISHTHERESUME

    Youshouldfirstreadyourresumeforcontentandthenreaditforcorrectness.Whenyouareeditingyourresumeyoushould:

    Askyourmentor,friends,andpastmanagerstoreviewitandofferfeedback. Lookatitwithfresheyes.Takeabreakfromreadingyourresumeandlookatitthenextday. Useyourspellcheckbutdontrelyonitforeveryedit.Checkeverywordbeforesendingiton.Readingthe

    documentbackwardshelpsyoucheckeachwordforaccuracy. Checkfortoneandlanguagefirst,thencheckforgrammar,nextpunctuation,nextformisspellingsandwrong

    wordusage,nextforconsistencyandthelastforvisualappeal.

    Yourresumeshouldbeaworkinprogress.Itshouldevolveandimproveasyou: Receivefeedbackduringthejobsearch. Developnewcompetenciesandskills. Earnrecognition,honoursordegrees. Applyfornewpositionsandnewassignments. Recognizethatthetraditionalapproachesarenoteffectiveforyoursituation.

    Youshouldalwayskeeptrackofyouraccomplishmentsbecauseyoucanusethisasacompetencybasedfilingsystem.Askyourself:

    WhichofthekeycompetencieshaveIstrengthenedordeveloped? WhatnewaccomplishmentsprovideevidencethatIamcompetentintheareasmyorganizationcareabout? WhataccomplishmentshaveIcompletedthatshowthatIamalsocompetentinotherareas? Youcanusethislisttopresenttoyouremployerwhenyouwanttobeconsideredforanewpositionandbefore

    yourperformanceappraisal.

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HOW TO BRING YOUR RESUME TO THE TOP OF THE PILE BY WRITING A COMPETENCYBASED RESUME Adapted from the book CompetencyBased Resumes by Robin Kessler and Linda A. Strasburg
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