As a resume writer and interview coach, I am blessed with wonderful clients that run the gamut from entry level to senior executives. Some have a great handle on how to self-promote; most do not. And surprisingly this isn’t always related to stature, experience, or education.

Business depends on growth, and growth depends on the cumulative impact of each employee’s individual performance. Your performance of a key function absolutely impacts the bottom line. Knowing yourself, your character, strengths, talents, and skills, relating these to your performance, and then demonstrating how your performance influenced your company’s year-end performance report, is an essential aspect of career management that impacts not only the interview, but also your annual review and other business conversations.

Your character, strengths, talents, education and skills—your credentials or value proposition—must be articulated clearly. They must be connected, in your interview conversation, to your employer’s bottom line. In relating stories of how your performance improved a previous employer’s business, you establish yourself as an employee who provides a return on investment. That is, investing in your pay will produce a return through your performance.

So many cannot articulate these workplace stories, and indeed, have no idea of what kind of return they offer. And what of you and your return? Any ideas?

The next blog will launch wholeheartedly into this topic. Until then, I encourage each reader to create a list of five or more aspects of their current or last job, a list of responsibilities or accountabilities that contribute to business growth or sustainability. If you are an administrative assistant, you must be organized and organize others; a network administrator, you must proactively keep the network humming along; a salesperson, you must not only keep existing accounts, but you must add new ones. Challenge yourself to create your list and tune in next month to see how to relate these to bottom line impact!

Passion is a term defined as strong emotion.  The term is hardly synonomous with job search.  But in these days when job seekers outnumber jobs by six to one, passion is precisely the emotion that bears harnessing if you want to distinguish yourself in the job market. 

So what does it take to harness passion.  Words like enthusiasm, energy, engagement, excitement, eagerness, elation, exhilaration, esprit, and élan are apt terms to describe the characteristics hiring managers are likely to look for when narrowing down the list of best candidates.   Passion is the essence of your persona and your organs are the tools required to effectively demonstrate the essence of who and what you are.  Your passion should be evident and abundant in all that you do in your job campaign.  Let me elaborate.

Brain – The chief operating organ or COO.   The brain is the central source of your knowledge, intuition, intellect and memory.  Use it well and use it often. It is a requirement when you are writing your resume, cover letters and thank you notes.  It perhaps is most useful in interviews and should be employed liberally to demonstrate knowledge, wisdom and common sense.  Warning: do not use it to overwhelm, intimidate or obfuscate. 

 Mouth, Vocal Chords and Larynx – You talk with them and produce a voice.  Your voice should emanate authority, authenticity and enthusiasm.  If your voice is clear, strong and decisive, you will likely capture the undivided attention of your interviewer.  Attenuating your voice to emphasize facts, figures and feelings can amplify your energy and heighten interest in what you are saying, particularly if the interview is by phone. If the interview is in person, the quality and tone that you employ, combined with good eye contact, can communicate the energy of your personality.  Note well:  active voice trumps passive voice.

Eyes – Keep them open and use them.  Eyes are the windows on the mind and communicate a lot about a person.  If you are in an interview use your eyes to look into those with whom you are speaking.  If your eyes wander, gaze and generally avoid contact, those with whom you are speaking certainly will wonder why the lack of connection.  Game over.

Ears – There is a reason you have two.  Listen and hear.  The words may seem like synonyms but have subtle differences that matter.  Use your ears to hear so the brain can listen and absorb what is being said or asked of you or about you.  Refrain from using your voice until you have comprehended the words you hear.  The brain is required here and should be consulted often in the process.

Heart – Speak from it!  The heart is an essential partner of the brain, mouth and voice.  And speaking from the heart can be a confirmation of your sincerity and integrity.  Speaking from the heart can also add just the right amount of emotion that validates your authenticity.  I cannot emphasize too much that the brain also plays a critical role here.  The knowledge from the brain gives the heart the intellectual ammunition for authenticity.  So, be real!

Torso & Limbs – The torso contains all the body parts and connects the limbs.  The torso is an important vessel for it houses all of the essential organs required for a successful job search.  It also connects the limbs you need for self mobility.  And when used together as a unified body in harmony and synchronicity, they can telegraph a great deal about attitude, personality and transparency.  It is called body language and must be used in concert with the heart and brain.

Torsos and limbs vary greatly from person to person.  So take that into account.  How they are wrapped is a critical element to successful job campaigns.  The material employed to cover the torso and limbs should be attractive to the interviewer and or hiring manager for maximum effect.  If the job interviews are in person, the torso and limbs should be appropriately dressed in garb that reflects your professionalism, style and passion and complement the culture of the organization for whom you wish to work.  If you are a public relations professional, a bit of flair in your garments could be an important ingredient in communicating your passion and creativity.  If you are an accountant, perhaps a blue suit or skirt with a white shirt or blouse is adequate.  You be the judge.  If the interview is by phone, PJs will suffice.

Constitution – It better be strong and enduring.  I know that the “constitution” is not an organ.  But you have one.  We all do.  And you need it to be courageous, fearless and enduring.  During the job search you will encounter people that are inspiring, encouraging and supportive.  Hopefully they will offset those who are not.  You will also surely face rejection, ignorance, complacence and arrogance.  The constitution is wonderful in that it will help you get past the morass and give you the passion and fortitude to drive forward.

Age is relative and the definition of an “older worker” is expanding. The labour market is dramatically shifting into a new phase, with the percentage of Canadians in the workplace who are over 50 doubling every decade. If you are an older worker, you are quickly becoming a valuable commodity in a market that needs your expertise.

Older workers have much to offer the current Canadian marketplace. This is very meaningful for you, as it indicates that qualified workers are already highly in demand, and the need for experience is only becoming more prevalent.

Consider yourself as a product and your next employer as the purchaser. In the past, older job seekers often reported that employers sometimes seemed discriminatory, in that they appeared to favour younger candidates over more mature ones. But this is all changing.

There are two key forces in action that are shifting employers’ perception of older candidates:

1. The supply of experienced workers is decreasing. As boomers retire from the workforce in greater numbers, we are creating a talent drain within our labour market.
2. The demand for experience in the labour market is increasing. The talent drain is creating an unprecedented need for people who have applied knowledge and expertise.

As the pool of knowledgeable workers is dwindling, if you are skilled and qualified through actual work experience, you are quickly becoming indispensable. According to a labour force projection study published this year in Statistics Canada’s Canadian Economic Observer, although many baby boomers will retire from the workforce by the year 2021, we can expect the proportion of people in the labour force who are 55 and older to double what it was during the mid-1990’s, to up to 20% of the workforce. This dramatic increase will predicate your future potential within the Canadian job market.

The laws of supply and demand tell us that if there is a shortage of highly experienced employees, then you, as a mature candidate, are worth more to employers than less experienced workers. You are now heading from a buyer’s market into a seller’s market where you maintain quite a bit of power. The excess of demand over supply in the coming years will work to your favour.

Employers want to hire older workers because older workers often have many qualities that younger workers cannot offer. There is great value that comes from maturity. You bring:

1. Experience from a lifetime of work.
2. Adaptability coming from the transitions in your career.
3. Expertise with a deep understanding of your industry.
4. Professionalism to present a favourable first impression.
5. Maturity to deal effectively with tough business issues.
6. Leadership to mentor other employees.
7. Integrity that is displayed through your values.
8. Dedication shown through your reliability.
9. Commitment to remain loyal to your job and employer.
10. Vitality that comes from loving the career you are in.

The laws of supply and demand naturally put you in a better position to negotiate your employment terms, compensation, and benefits. You offer an excellent return on your employers’ investment. By hiring you, employers will decrease the costs associated with recruitment, training, and turnaround. Plus, you will be able to create almost immediate results in increased productivity and profitability because you know the job so well. You have a powerful voice. Start taking advantage of this great opportunity right away – you won’t be sorry.

Outlook 2010, a national survey conducted by Graham Management Group determined that agism is considered a primary barrier for six-figure Canadians. Sharon Graham is Canada’s Career Strategist. For a summary report and analysis of the Outlook 2010: Competitive Career Intelligence Survey email info@grahammanagement.com

When I first entered the careers field as an executive talent agent a decade ago, I asked those with expertise and experience for their words of wisdom and advice. Universally, at some point in the conversation, the colleague offering advice about executive careers would say that the candidate’s resume could make or break their campaign. I carefully researched and discussed differing resume writing styles with experts and soon found out what made some writers better resources, in my opinion, for my executive clients. Along the way, I learned to recognize different stylistic preferences and grew to respect, even revere, various approaches.

During the intervening years, the world of executive career management including recruiting, and in turn the role the resume plays in a job search has been changing. I think it is not an exaggeration to remark that we are living a revolution. Dramatic changes in communications, technology and the economy all have shifted the relationship between prospective employee and potential employer which in turn, are forcing career industry professionals to adapt. The Career Thought Leaders Consortium is one fine example of this trend

Many in our profession have recognized this sea change and have polished their skills, updated their knowledge, added new services and transformed their businesses.  They  continue to push our field forward and provide the high quality  services that more sophisticated clients demand. Executive clients today are more knowledgeable.  They can get information via Internet search, through virtual communities and online discussions.  Unfortunately for some,  they master this arena by spending their own time in the job market while in transition.

What I am getting around to is that today we are light years away from the olden days of paper resumes and are living with a complexity beyond the days of broadcast faxes and mass emails. Today, a candidate’s competitive advantage is not just a great (but static) resume documenting a fantastic track record of accomplishments. Their future career success stems from how an individual communicates and distributes and makes available their reputation and unique problem-solving capabilities to those who can hire them and offer them additional opportunities to learn and grow their success.  Sounds like a networking process doesn’t it?  Sure, the individual has to have the goods, but just putting it in writing is not enough, just communicating this in one well-crafted document is too little and just sharing this when asked is usually not enough to ensure  a career.

The best possible resume is a good starting point for discussion; a better strategy is not only to build a strong reputation (good resume content,) but to also be visible.  Achievements have always been necessary and still are necessary, but are not sufficient for success.  How an individual communicates their value has broadened from just a “dam good resume” occasionally distributed when the candidate was actively looking or asked to submit their credentials to being a full time, non-stop personalized PR campaign.  This means being visible and searchable online.

We’ve been learning that having a personal website or online portfolio or Linkedin profile alone seldom attracts enough attention or generates enough desired contacts from prospective recruiters or hiring managers. These online pieces are major parts of a larger effort that includes an online resume, a marketing presence that is vibrant, updated regularly and contains relevant data differentiate those who get noticed. Think: what did you do today, what will you be doing tomorrow that demonstrates your abilities. It is said that past performance is no guarantee for the future. To be competitive, executives have to prove themselves, visibly speaking, in real time. In addition to producing results, they engage others.  They develop new connections. They interact. They give to others. And when the timing is right, they learn about a new position and make a move. In other words, the resume is now an important part of the overall marketing plan implementation process.  There is an intention to attract attention and pull opportunities towards the candidate.  Contrast this to when all career marketing/job searching efforts were designed to push the candidate to potential employers.

Today’s environment means game-changing strategy and a new style for executing an effective search for candidates and the modern career industry professionals who support them.  The best solution is for every employee to always have the mindset and behaviors of a potential candidate:  maintain their visibility with up to date information and messaging. There’s no worry about anyone discovering they are looking for a new job because they are always open to new opportunities that are able to find them even when they are not actively looking for leads to a new job. They never are out of “job search mode” but their standard MO is inviting connections, sharing  ideas and being approachable.

If you’re a sports fan or lived through the 1980s, you inevitably heard or read about the rivalry between basketball greats Ervin (Magic) Johnson and Larry Bird. A recent documentary highlighted the two stars, and I was struck by the contrast in their personalities and styles.

Magic Johnson is very much the extravert. As a player, he consistently wanted to engage the fans and throngs who sought him out, and he eagerly made himself available. Larry Bird is both shy and introverted. When he left a sports arena, he preferred to find a side door to avoid the crowds. Magic reveled in attention, and Larry shied away from it.

What was most impressive in the documentary was the respect and admiration each man had for the other’s personal strengths. Acknowledging the introvert preference for in-depth relationships, Magic noted that, in Larry, you have a friend for life. Larry commented about the energy and excitement that accompanies Magic wherever he goes. Each wished he had some of the traits the other possesses. Yet each was a successful player, and a successful team leader, despite having such different preferences.

Their rivalry inspired superlative play as each battled for pre-eminence, and their spectacular performances reawakened interest in basketball in the 1980s.

As career coaches, working with both extraverts and introverts, we can help our clients embrace their natural preference and capitalize on the accompanying strengths. In terms of career choice, introversion or extraversion need not be a limiting factor. While many introverts might be drawn to more solitary occupations, others are quite happy and successful in those that require more social interaction (e.g., a man I worked with had a career in sales, with earnings in the neighborhood of $250,000).

What’s important is recognizing what aspects of a job – or a work environment – may be draining for someone and what aspects will be energizing, and then identifying additional strategies or opportunities for the individual to “re-energize.” For example, introverts may need to seek solitude in the middle of a highly social day; extraverts, in contrast, may need to seek out a group of people to recharge with if they work in more solitary occupations or environments.

Being mindful of the choices people make and the “energy costs” associated with those choices will contribute to our clients’ job satisfaction and success.

“Introvert” is not a four-letter word – so why do people have so many negative associations with it? For example,

• I was asked in an interview, “If you’re an introvert, is it the end of the world?”
• A man told me he wanted to buy a book on introversion for his wife, but he was afraid she’d be insulted.
• A woman questioned whether it was possible to be both successful and an introvert.

That got me thinking about synonyms, stereotypes, and stigmas. What words do you associate with “introvert”? The Microsoft Word thesaurus offers “recluse.” Ewww! The negative connotations that word has are practically palpable. Along those lines, I frequently see “loner” connected with “introvert” and occasionally “antisocial” (and, sadly, often in stories about people who have committed horrific crimes). There are some words that are less negatively charged – “reserved” or “quiet” come to mind. But still it’s clear that those qualities go against the norm in our culture.

And then there’s “shy,” which people often confuse with “introverted.” In fact, the Microsoft thesaurus lists that as the first option, and lists “shy” as the first option for “introverted.” Look at the others: Retiring – Withdrawn – Timid – Bashful – Diffident – Inhibited – Reticent – Reserved – Quiet. When people admit to any of those traits, it’s always in an apologetic and embarrassed manner.

Part of our job as career coaches is to empower our clients, and my mission is to spread the word that being an introvert means having some powerful strengths that in fact can contribute to success, leadership, excellent performance, and many other wonderful outcomes. If you do a Google search for “famous introverts” you’ll find lists of highly accomplished people in all areas of life. Also, if you search the biographies of hundreds of well-known people (some of them probably extroverts, in fact), you’ll discover that they are or have been shy but nevertheless are known for some amazing achievements.

Shyness and introversion do not have to stand in the way of success – and can even contribute to it.

So I hope the other 50.7% of the population who are introverts will join me and say it loud, and say it proud – “I’m an introvert!”

One of the things that makes our work especially enjoyable is the diversity of people we deal with. Our clients come from a variety of occupations and bring a wide assortment of career challenges. They come from different backgrounds and have different values and beliefs. And, of special interest to me, they represent an assortment of personality types. I will be blogging about job search, career choice, and career management with a focus on those clients who are shy and/or introverts.

First, though, I’d like to distinguish between shyness and introversion. We use the terms interchangeably in everyday language, and yet they don’t actually mean the same thing.

In psychological terms, the introvert is someone who draws energy from the inner world of ideas and thoughts. By way of contrast, the extrovert draws energy from the outer world of people and activity. Introverts frequently appear to be more quiet and reserved than extroverts, but often that’s because they’re deep in thought. Many are quite outgoing and enjoy interacting with people. They aren’t necessarily shy. And they often don’t know they’re introverted – they may recognize that they are different from others and feel out of sync with society but they don’t know why. They make up slightly more than half of the population.

The shy person feels inhibited and self-conscious and fears being judged or criticized. Shyness is frequently experienced in the presence of strangers and people in authority. About 50% of the population identify themselves as shy, with up to 95% saying they are or have been shy in some circumstances. I think it’s safe to assume that a job search is one of those circumstances, as the hiring process itself consists of judging people. In addition, when people hire us as career experts, we are seen as “people in authority” – and working with us may bring out the shyness in some of our clients. Rather than relate to us as collaborators, they may assume a more subservient role simply because we’re the experts and must know what we’re talking about.

Future blogs will address some of the specific concerns that people who are shy or introverted have raised, and will offer insights into the unique strengths and job search challenges of this segment of the population.

Recommended Resources:

• The Introvert Advantage: How to Thrive in an Extrovert World, by Marti Olsen Laney, Psy.D., Workman Publishing, NY, 2002.

• Shyness: A Bold New Approach: Bernardo J. Carducci, Ph.D., Quill, 1999.