Employers use resumes to screen people out, and those with wacky work history usually go first! People have talent that’s worth paying for, even if they’ve never taken the class or done the job, but employers can’t see past the red flags. So, part of our adventure is to “mine for gold” in the life of the client. Without the formal experience and education that makes resume writing easy, it can look a little dim, but we ask our most hopeful and reliable questions, then look for the glimmer of qualifications and proof. Sometimes we get distracted by fool’s gold, bright shiny stories and examples that turn out to causes more problems than they solve. Other times, with a simple question about their daily routine, a family event or a current life struggle, we strike gold… a mother load of quantifiable, verifiable proof that they can do the job.

Here are some lessons from our experience writing honest, effective resumes that help people with wacky work history (none, little or no legal, too many jobs or short blocks, lots of relocations, gaps, negative reasons for leaving, decrease in responsibility or pay, quitting or being fired, etc.), and other barriers (convictions, little or no qualifications/proof from formal sources, worker’s comp. claim, new to area or field, etc.).

The purpose of the resume is to get the interview. So, effective resumes reduce concerns that could get the client screened-out, highlight strengths to prove they can do the job, and make the employer want to meet them! We recommend a skills-based resume that focuses on the job they’re going for, pulls qualifications from their whole life, and minimizes issues that could get them screened-out (sample, www.worknetsolutions.com).

Prove It! Once the client has clarified the job they want and identified the employer’s top needs for it, they must prove they’ve got what it takes. We recommend pulling qualifications and proof from their whole life, because the employer gets it all! This includes non-employment and non-paid experience such as hobbies, natural talent, family and life experience, volunteerism, responsibilities from prison, government or other programs, etc. (examples below). Ask about their daily life, involvement in PTA, a 12-step group, worship community, family projects, and more. If it proves they can do it, use it… unless it causes more problems than it solves (which is rare!), or they don’t want to use it. Then, develop quantified selling points to prove they can meet the employer’s most important needs for the job. This is the focus of the top 2/3 of the 1-page resume.

~ “Caregiver for the Elderly, 2003-2005, Private Home, Milwaukee, WI” (she was caring for her grandmother until she passed away, not paid, not full-time, 15 months, 11/03 – 3/05).

~ “Computer Lab Ass’t, CDC, Corcoran, CA, 2004-2006” (work assignment, prison, CA Dept. of Corrections).

Listing “Experience” Near the bottom of the resume, give a chronology of experience (paid & non-paid, employment & non-employment) to account for time and show where they gained some of their qualifications. For each experience, list a title, company (or self-employed, private home, etc.), location and dates. List these details in the order that markets the client best for the job. List them in the same order for each experience.

Which markets best for a hotel or motel “Front Desk Attendant”? “Housekeeper, Marriott…” and “Breakfast Attendant, Hampton Inn…” –OR– “Marriott, Housekeeper…” and “Hampton Inn, Breakfast Attendant… ” Clearly the second because it shows field knowledge and experience, without the distraction of making the candidate look like a cleaner rather than a customer service agent.

To minimize gaps, state the dates using years only, and place them in the middle or tack them at the end of the line (not off to the far left or right). Or, add up several short stints of experience. Allow for non-work and non-paid experience by using the heading “Experience” (rather than “Paid, Employment or Work” “History or Experience”).

~ “Driver, Cintas, 2005, Flint, MI”

~ “Customer Service, various retailers, Las Vegas, NV, 2.5 years”

Listing Education Near the bottom, list any education (formal, on-the-job, seminars, self-study) that qualifies them for the job, will impress the employer, or fills a gap. For each, list the topic, institution, accomplishment (degree, coursework, certificate), and dates in the order that markets them best. If their knowledge is current but the dates are old, simply state “current.” Don’t list a HS Diploma or GED unless it’s required in the listing.

Resumes can’t get someone a job, but they can get an employer to call or invite them for an interview. This is the goal, and these tips will help. Try them, and let me know what’s working for you!

Photo by Jakub Friedl

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Dear Deb:
The women I am working with have no legal work history, but I was told I must write resumes for them. As a former businesswoman, I know the resumes are ineffective – I wouldn’t hire them! Any ideas?

Good job! At least you are thinking like an employer and can see that the resumes don’t sell – this  should always be our litmus test for any marketing strategy. Remember, the purpose of a resume (or any written marketing piece in the job search) is to get an interview. Additionally, a great resume will build your client’s self-esteem. So far it sounds as if your resumes are doing neither — you must break out of the traditional mind-set, because you are working with non-traditional clients. Here are some ideas for finding marketable skills which prove their abilities and for accounting for some of their time in the past..

Look for skills and experience gained as a volunteer, such as caring for a sick parent, helping at their child’s school, required community service assignments, work they have done around your offices, even prison work experience or other non-traditional volunteer experiences which can prove their skills. Then list them as you would paid jobs under the simple title ‘Experience’ so you are not dishonest.

Help them secure a traditional volunteer position in their Field of Fascination. A great volunteer is often offered full-time work — so teach them to be great! We have information on how to teach business culture to candidates who have never succeeded in it.

Cultivate relationships with employers who offer many entry-level positions. Let them know that most of your women have been stay-at-home moms, housewives, students or ’self-employed’ but now want to work in the workforce. Tell them that you provide training in how to be a great employee and will continue working with them even after they are employed. This will allow you to design resumes using the client’s appropriate life experience, without the employer screening them out. Then begin carefully matching and sending clients to them.

Photo by Lars Plougmann

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