Federal Job Search

Preparing a Private Sector Resume

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If you have made a decision to leave the federal government for the private sector, you’ll need a private sector resume. A private sector or corporate resume is much different than the resumes you may be used to seeing in the federal government.

Here are some of the more significant differences:

  • Resume length – Private employers are not under the same type of obligation to review your credentials as are Federal agencies. You can be sure that a ten-page resume will quickly find its way to the nearest waste basket. Therefore, resumes should be concise; just long enough to tell your story but not too long. Two pages is the maximum for private sector resumes.
  • Level of detail – Unlike federal resumes, private sector resumes do not require the name of your supervisor, the number of hours worked per week, or the detailed descriptions typically found in federal resumes.
  • Formatting – While federal resumes are typically devoid of most formatting, private sector resumes can effectively use color and other formatting tools.
  • Applicant Tracking Software (ATS) – The vast majority of private sector companies use ATS. While there are currently more than 50 kinds of ATS in use at the present time, there are a few standard features.

In addition to the above, most private sector employers are looking to understand how you can help them—what is called your value proposition. Who are you and what do you bring to the table? The content of your resume should point to that goal. Without this focus, your resume will be mediocre at best. Great resumes are ones in which every piece of information supports your professional value. If you’ve already established your value (in writing, not just in your head), you’re prepared to write your resume. If not, you need to spend some time establishing your goals.

As you write your resume, keep your value proposition in mind. This will help you decide what to include, what to leave out and will help target your resume. You may want to write your goal on a separate piece of paper and weigh each item in your resume against your goal. If it isn’t clear how the item relates to your goal, then strongly consider eliminating it.

A resume is not a literary document, it is marketing one. The rules of grammar are different from formal writing. Complete sentences aren’t necessary. Avoid the use of “I,” as the subject of the resume is assumed to be the person named in the heading of the resume. Resumes are written in what is called “telegraphic style;” this means that articles such as “the” are typically not used. Avoid long narratives; remember that your resume may be one of the dozens, hundreds, or even thousands that are submitted to an employer.

10 Questions to Help Decide if It’s Time to Leave a Job

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All of us fantasize about leaving our jobs at some point. Before doing anything rash, it’s a good idea to think why you want to make a change. Here are 10 things to think about before deciding to call it quits:

  1. Is it really our job that’s the problem or something else? There are ways to improve your relationships and/or situation at work that do not require you to up and leave.
  2. Are you required to do something you can no longer do? For example, traveling 3 weeks out of 4 might have been fine when you were younger, but it’s wearing on you now
  3. Can you see yourself still doing your job for the next several years? Or does it fill you with dread?
  4. Is the job making you physically ill? Are you being bullied? Harassed? Something else? Yes, you could stay and fight but there is definitely a psychic cost to that.
  5. Are you overwhelmed all the time? Can you no longer handle the responsibilities or volume of work expected? Is this a temporary situation or one likely to go on for the foreseeable future? No job is worth making yourself sick over.
  6. Are you appreciated by your bosses and/or peers at least some of the time? Do you like the people you work with? Or is your work thankless? This is not just about money…thank you’s are nice too!
  7. Are you staying in the job because you’re afraid to change? If so you may want to discuss this with someone you trust.
  8. Are your skills being used? If not, is there the potential for your skills to be used at some point? Is that possibility enough?
  9. Is there new leadership or a new boss? Are you aligned with their vision? Have you given it time to actually decide?
  10. Do you have a Plan B? If you need to work, do you have another job? Are your career documents up to date? Its always better to look for a new job when you have one.

If any of the above apply to you, its time to think about your next steps; you need to update your career documents and start networking! Begin to think about what you want in your next job or career. Write it down and hold yourself accountable. Make sure that you moving toward something better and not just running away from your current situation.

What Should Federal Workers Expect in 2018?

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While many of you may have heard that budget is policy, and some of the budget proposals (if passed) have the potential to impact our benefits, I think it is also important that we look at what the Administration is saying that they want to focus on vis-à-vis the federal workforce.

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OPM Asking Agencies to Prioritize Continuous Professional Growth

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In its 2018 Federal Workforce Priorities Report OPM has said it wants agencies to provide employees with ample opportunities for continuous professional growth and skill development. Regardless of the extent to which agencies make new opportunities available, it’s a worthy goal and one you should be take seriously.

Yes, assignments might take you outside your comfort zone (that’s a good thing), and yes, those assignments might be collateral to your existing duties. However, they can also be growth opportunities that will enhance your exposure to others in your organization as well as teach you new skills. And to maximize the effectiveness of those opportunities, research has shown that those experiences are most effective when:

  • You had one-on-one meetings with your immediate manager to discuss how to apply the development in your specific role.
  • You perceived that your manager endorsed and supported this specific opportunity.
  • You expected to be recognized or in some other way rewarded for applying what you learned.

Perhaps that list will jog you imagination as to what to look for. Also, don’t forget that volunteer leadership or growth roles can provide the same benefits. Just because it’s not formal training, does not mean that it doesn’t “count” or can’t help you move forward in your career.

In fact, consider this quote from Michael M. Lombardo and Robert W. Eichinger and the Center for Creative Leadership’s The Career Architect Development Planner, a classic book on how to become an effective leader:

“Development generally begins with a realization of current or future need and the motivation to do something about it. This might come from feedback, a mistake, watching other people’s reactions, failing or not being up to a task – in other words, from experience. The odds are that development will be about 70% from on-the-job experiences – working on tasks and problems; about 20% from feedback and working around good and bad examples of the need; and 10% from courses and reading.”

In essence, what this is saying is that adult learners learn best by doing. This does not render formal training ineffective, however, we should not ignore the very real and positive effects of developmental assignments, details, task force assignments, and the like, on our learning.

What’s your behavior “style”? Career assessment tools can help you figure out your next move, Part 2 of 4

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Personality-driven career assessments can help you plot your next career move, but exercise caution with them and don’t take anything at face value: they’re merely assistive tools, not prescriptive ones.

Here are some additional personality-driven career assessments. You may want to consult with a certified career counselor for additional assistance.

Carolyn Kalil’s Personality Assessment (True Colors) is a personality system that is modeled as a graphical presentation of both Keirsey’s Temperament Sorter and the Meyers-Briggs Type Indicator. True Colors differentiates the four personality types as Gold, Blue, Green, and Orange.

This free assessment asks you to choose one of two ways to finish 36 statements. When finished, you will be provided with web-based results in terms of four colors, with one-paragraph descriptions of each. The results can help you define your skills and talents — and possibly direct you to various career paths.

DISC is a needs-motivated, observable behavioral profiling system which measures the energy put into approaching problems and challenges, influencing and coping with people, steadying and facing the environment, and complying and justifying rules and details. DISC measures our underlying emotions, needs, fears, and the primary concerns that drive behavior.

This assessment breaks down four core behavior styles, each represented by a letter:

  • Dominance: The “D” style places emphasis on accomplishing results.
  • Influence: The “I” style places emphasis on influencing or persuading others.
  • Steadiness: The “S” style places emphasis on cooperation.
  • Conscientiousness: The “C” style places emphasis on quality and accuracy.

This assessment contains 28 groups of four words or statements. Through self-selection, you choose words that are most like you and words that are least like you, and through those responses, the report reveals your behavioral style and communication preferences. Not only does it describe the real (natural) you, it also identifies your style and preferences as you display them according to your perception of the demands of your environment (your adapted style).

One of the most widely-used assessments by professionals in the career services industry, the DISC Career Management Report provides value to jobseekers who are starting their careers, returning to the workforce, or in transition and unsure about the best career path.

Research conducted by Gallup, Inc. revealed that people are more productive, perform better, and are more engaged when they identify their natural talents and develop them into strengths.

The assessment measures your “talent DNA” based on the order of 34 themes of talent, which are sorted into four domains:

  • Strategic Thinking: How you absorb, think about, and analyze information and situations.
  • Executing: How you make things happen.
  • Influencing: How you influence others.
  • Relationship Building: How you build and nurture strong relationships.

Your distinct combination of the 34 CliftonStrengths themes is your personal code — the pattern of talents that make you unique. In fact, Gallup’s research has proven that the odds are 1 in 33 million that someone shares the same “top five” combination of themes as you!

This online assessment, which takes about an hour to complete, asks you to choose from 177 paired statements the one that best describes you. When you complete the CliftonStrengths, you will receive a personalized report, resources, and tools.

Our final article will discuss interest, rather than personality-based assessments.