parwcc spotlight

The Premier Professional Associationfor Résumé Writers & Career Coaches

Since 1990!

SPOTLIGHT

NOVEMBER2009

Columns

What's New From HQ...............P. 2

New CPRWs...............................P. 2New CEIPs..................................P. 2New CPCCs................................P. 2

PARW/CC Board.......................P. 3

In This Issue

Professional Association of

Career Coaches&RW

CCRésumé Writers

PA

Feature Articles

CPCC In The Spotlight #10...............P. 4by Diane Burns

It’s Time to Redefine!........................P. 6by Jay Block

We Don’t Care Who Gets TheCredit..................................................P. 9

by Don Orlando

Résumé Magic..................................P. 11by Melissa Kasler

NOVEMBER 2009 – PAGE 2

What's New From HQby Frank Fox

PARW/CC Executive Director

John M. Singer, CPRWChandler Hill Partners

Tucson, AZ

Michelle Mayo, CPRWMonroe Community College

Rochester, NY

Pam Miller, CPRWMonroe Community College

Rochester, NY

Anne Hughes, CPRWMonroe Community College

Rochester, NY

Vanessa Cohen, CPRWCV Specifics

Antibes, France

Robert Forbis, CPRWWadsworth, IL

Please join us incongratulating this month’s new

certified members

- Frank

Edward McGoldrick, CPRWRésumé Expert Writers

Clearwater, FL

Cassie Lenth, CPRWPongo Software

Northborough, MA

Catharine Craig, CPRWGraceland University

Lamoni, IA

S. Thea Kelley, CPRWOakland, CA

Carrie Christiano, CPRWRaleigh, NC

Francis de la Cruz, CPRWNew York, NY

Bridget Barzman, CPRWHarrison, OH

John N. Leggatt, CPRWBellingham, WA

Karen Huller, CPRWCharésumé, LLC

King of Prussia, PA

Michelle FittingDevon, PA

Ophelia Sam, CEIPCareer Bench

Ghana

Miguel Gonzalez, CPCCU.S. Marine Corp

Camp Pendleton, CA

Nathalie Thompson, CPRWAldie, VA

George Franks, CPRWChandler Hill Partners

McLean, VA

Brian Munger, CPRWAllen & Associates

Maitland, FL

Web Site Enhancements

We’ve made a few changes to thePARW/CC web site in the past fewmonths.

You can now renew your member-ship online by clicking on “MembersOnly.” You don’t need to login...you’ll see the Renewal optionright on the first screen. So in the

future, when you receive your an-nual dues notice from us in themail or by email, you can use oursecure server to renew online.

We’ve also added online regis-tration for PARW/CC’s certifica-tion programs through our secureserver. You can get informationabout the CPRW, CEIP, andCPCC programs by clicking“How to Join” on our web site:

www.parw.com. The PDF information filesinclude a registration form for each pro-gram, or you can click the “order online”option.

And just a reminder: I update the onlineMembership Directory every Wednesday.If you have any changes or corrections toyour listing, just send me an email and yourupdated information will appear the nextWednesday.


PARW/CC 2009-2011Board of Directors

CPRWElaine Wilder, CPRW, CEIPLewisville, NC 27023Ph: 336-403-3306Email: [email protected]

The E-LISTMaryann Riggs, CPRWLevittown, NY 11756PH & FAX: 516-938-5649Email: [email protected]

Career CoachingDiane Burns, CPRW, CEIP, IJCTCBoise, IDEmail: [email protected]

EthicsMakini Harvey, CPRW, CEIP, JCTCMenlo Park, CAEmail: [email protected]

The PARW/CC Spotlight is published monthly by The ProfessionalAssociation of Résumé Writers & Career Coaches. All contents ©2009 Professional Association of Résumé Writers & Career Coaches(PARW/CC), unless otherwise stated. PARW/CC invites its readersto submit articles and materials pertinent to this industry for publica-tion in the Spotlight. Send correspondence and article submissions to:PARW/CC, 1388 Brightwaters Blvd., N.E., St. Petersburg, FL 33704,Ph. (800) 822-7279. Fax at (727) 894-1277, via email [email protected]. Or visit our Web Site at: www.parw.com.

Submission Guidelines:Article Topics: Any subject related to the career coaching and/orrésumé writing industry including: Sales & Marketing, Manage-ment, Pricing, Formats, Interview Techniques, Profit Centers,Internet and Technology Resources and Techniques, etc.

Feature Article Length: 1,200 to 1,500 words.

Submissions Format: All submissions to be sent as a Word file(“.doc”) or as an Email "Paste-in."

Please Note: All submitted materials (i.e., hard copy, disks,photos,etc.) will become the property of PARW/CC.

Résumé Writers Wanted:NEEDED IMMEDIATELY - PROFESSIONAL RESUME WRITERS

An exceptional opportunity for talented, experienced résumé writers.

If you have outstanding writing talent, extensive résumé writing experience, and an ability to work to tightdeadlines, we want to hear from you.

Excellent client liaison skills are essential, and a proven track record of delivering superior products tosatisfied customers is a must. A professional résumé writing certification is preferred. However, if youhave the skills, we want to see your work.

We compensate well, and you will not find a better work at home opportunity in today’s marketplace. Asone of the premier résumé writing organizations in the country, we can keep you as busy as you want tobe.

Please send a letter of introduction and at least four samples of your résumé work to:

[email protected]

We look forward to hearing from you.


By Diane Burns, CPRW, CEIP, CPCC, CCMCCareer Marketing Techniquesemail: [email protected]

CPCC In The Spotlight - #10

Rashaud R. Smith

This month I have the pleasure of introducing Rashaud R. Smith, Director, Airman& Family Readiness Center, Osan Air Base, Republic of Korea. Rashaud is afederal employee and began his federal career as a Work/Life Specialist for theDepartment of the Air Force, Airman and Family Readiness Center, Yokota AirBase in Japan (2006), and was promoted and moved to Korea in 2008, where henow supervises a staff of Community Readiness Technicians and Consultants.Previously, he was employed as an Employment Consultant / Trainer for the GeorgiaDepartment of Labor in Georgia, and as Personnel Specialist for the US Air Force(Active Duty). Rashaud was also employed as an Adjunct Instructor at CentralTexas College. Rashaud’s Credentials

Rashaud has a Master of Science in Guidance & Counseling, a Bachelor of Artsin Psychology with a Minor in Human Development & Family Studies; he is aCertified Professional Career Coach, Certified Professional Résumé Writer,Certified Employment Interview Professional, Global Career DevelopmentFacilitator, Certified Myers-Briggs Type Indicator Practitioner, and an Accredited Financial Counselor (PendingCertification). He has also received nearly a dozen notable awards including Mission Support Squadron Airman ofthe Year (2002), The Air Force Commendation Medal, Georgia Department of Labor, Macon Center Team Player ofthe Year Award, and Mission Support Squadron, Airman and Family Readiness Center Counselor of the Year (2007),among others.

Rashaud describes himself as a dynamic professional with experience advising, consulting, counseling, training,facilitating, and instructing clients. He has a global perspective based on international assignments and travel abroad.His professional focuses include Transition Assistance, Career / Job Readiness, Relocation Assistance, EmergencyAssistance, Employment Assistance, Volunteer Coordination, Personal Financial Management, Outreach, Team andStaff Development, Consultation, and Counseling.

The Client Population

Rashaud works primarily with soldiers stationed in Korea who are on unaccompanied tours (approximately 96% ofhis clients are on unaccompanied tours), transitioning out of the military (separating or retiring), and military spouses(the office serves about 9,000 clients annually). The spouses who do accompany their soldiers can only work on thelocal military base; they are not allowed to work off the base due to SOFA agreements, consequently there areminimal opportunities for employment for military spouses (only about 200 US civilian positions are available in theregion). Rashaud said that the office encourages military spouses on the base to obtain their $6,000 military spousegrant for education and complete college courses while they are stationed in Korea. The office also offers othersuggestions for opportunities for professional development and gaining licenses or certifications.

Many of the clients Rashaud coaches do not know what they want to do when they get out of the military, they donot know where they want to live, they do not have a résumé, and they do not know how to look for a job. “They also


PARWCC

do not have easy access to employers when they are trying to find a job from overseas. My clients are sometimeslimited to communicating with employers through email, internet, and telephone,” Rashaud said. The Airman andFamily Readiness Center provides military clients and their spouses with as many opportunities as possible to helpthem seek employment from long distance, including video / tele-conferencing availability for job interviews. Rashaud’soffice provides comprehensive career planning for their clients.

Special Programs

Under Rashaud’s leadership, the Airman and Family Readiness Center is implementing several programs to helpservice members make a successful transition from military to civilian. Some clients struggle with applying theirmilitary experiences and skills to Corporate America, according to Rashaud.

For example, the office is developing and implementing 10- and 15-year mark seminars for career military (as mosttransitioning service members do not plan much before one to two years in advance). Those who will retire from themilitary can attend special pre-retirement seminars 10 years and five years before they leave the military, to learn howto be prepared in advance for retirement. According to Rashaud, these personnel are encouraged to construct arésumé and add to it over the years; and develop a list of goals and plans for retirement that includes what they mightwant to do when they retire, and where they might want to live.

Other programs include the first Career Explosion Seminar for military and spouses, focusing on the full realm ofcareer management from interest inventories to interviewing skills and everything in between.

Additionally, the Airman & Family Readiness Center offers services not always found in a traditional careeroutplacement office: Information & Referral, Transition Assistance, Employment Readiness, Financial Readiness,Family & Life Education, Emergency Assistance, Volunteer Resource Services, Casualty Assistance, and RelocationAssistance.

Career Coaching & the CPCC Program

“I have always had an interest in helping people build inspiring lives. I was drawn to career coaching when Iworked for the Georgia Department of Labor,” Rashaud said. He engages in the full spectrum of career coachingfrom reviewing résumés to interviewing, dressing for success, salary negotiations, career assessments, online jobsearch, military-to-civilian transition, and military spouse employment.

Rashaud completed the CPCC program and personally applied the Networking section — he wrote a list of everyonehe knew in his past employments (and currently), sent them an email to touch-base, and now connects some of hisclients to his personal network to help put people in contact. He also teaches networking classes including SocialNetworking. Additionally, Rashaud said he references content in the CPCC program when coaching his clients totransition from the military, and he applies the career coaching competencies in the Work Center. “The career coachingcommunications has helped me the most in working with the military,” Rashaud concluded. Bottom-line for Clients

If I can offer my clients only one piece of advice: “Follow your heart and follow your dream,” says Rashaud to hisclients. He encourages his clients to follow their passion and do what they love to do—the money will follow in time.He believes that it is important to link your interests and work values with the world of work! Contact InformationYou can reach Rashaud atwww.osan.af.mil


It’s Time to Redefine!by Jay Block, CPRW, CEIP, CPCC, JCTCThe Jay Block Companies - W. Palm Beach, FL

email: [email protected]

Of all the world’s languages, estimated at over 2,600, the English language has more words than any other! Accordingto traditional estimates, German, the language that has the second most words, has a vocabulary of about 185,000words and the French language has fewer than 100,000. The Oxford English Dictionary lists more than a half millionwords and, if you consider slang, scientific and technical words that are not included in the Oxford English Dictionary,there are well over 750,000 words available to you and me as writers, marketing professionals and business men andwomen. In fact, an organization called Global Language Monitor guestimates that there are more than 900,000words in the English language – with more being added every day. I happen to own Webster’s Third New InternationalDictionary that contains 2,662 pages of words; each page divided into three columns with about 45 words percolumn. This single volume requires almost two people to pick it up and a powerful magnifying glass to read themicroscopically embedded words. I have to admit that when friends visit us and play Scrabble, they take one look atthis monstrosity and quickly recommend we play gin rummy instead.

Rez-you-May

Of the 750,000 to 900,000+ words in the English language, I find it strange, even discouraging, that we have to usea French word to describe documents most of us write (and use). Most résumé writers don’t even know the correctpronunciation of their own profession. The word is NOT pronounced, re-zoo-may like most people say; rather rez-you-may. And I might add here that the original French word places the accent on the last syllable… so the correctpronunciation is rez-you-May. So, I thought that after 20 years of being in this business, it’s time to set the recordstraight and suggest we all refer to ourselves as we truly are: rez-you-May writers who write rez-you-Mays forclients.

Curriculum Vitae

Of course, if you study the origins of résumés and research the origins and meanings of words as I do, you’lldiscover that a résumé is also often referred to as a curriculum vitae (CV), another French phrase that describes whatwe produce in our industry. My guess here is that collectively, we apparently lack the originality of coming up withour own terminology for our own industry. So to adequately describe our industry association, we actually couldbelong to the Professional Association of Rez-you-May and, Curriculum Vitae Writers and Career Coaches (Youfigure out the appropriate acronym).

Definitions

If you stay with me for another paragraph or so, I’ll get to the purpose of this article. But first, I must point out toyou that there are conflicting definitions between a résumé and a curriculum vitae. And, sadly, neither properlydefines what should be properly defined – namely what the heck these documents are and what they’re supposed todo – especially in today’s globally competitive job market, plagued with high unemployment, and saturated withmillions and millions of rez-you-Mays!

Definition of a résumé: (From Wikipedia and Webster’s Dictionaries)


Résumé: a summary; or a document that contains a summary of relevant job experience and education. The résuméis typically the first item that a potential employer encounters regarding the job seeker and is typically used to screenapplicants, often followed by an interview, when seeking employment.

Definition of curriculum vitae: (From Wikipedia and Webster’s Dictionaries)

curriculum vitae: (loosely translated as course of life) provides an overview (account) of a person’s life, qualificationsand biography. A shorter alternative is simply vita, the Latin word for “life.”

The Point of this Article

As the leading résumé industry association in the world, don’t you think it’s time we, as industry professionals,redefine the definition of a résumé - where a consensus of industry professionals can agree on a proper, effectiveand contemporary definition, so job seekers fully understand what this document is and is supposed to do ?

Today, in a troubled economy plagued with high unemployment and employee dissatisfaction, “résumés,” as definedin the past and in current dictionaries simply won’t get the attention of hiring authorities. Hiring authorities, includinghuman resource professionals, executive recruiters and hiring managers, don’t have time to read stacks of boringbiographies (chronological obituaries) from strangers. They want to know quickly what specific contributionscandidates can make and the results they can produce.

So, I offer the following definition of a rez-you-May – to you, my colleagues – in hopes that maybe we can, as acohesive professional industry association, redefine what needs to be redefined!

Definition of Résumé

A self-marketing document, prepared for potential employers or organizations, that effectively communicatesone’s ability to produce significant results and meet specific performance goals and objectives better than otherqualified candidates.

Five Benefits to Creating a Résumé:(A good handout for your clients)

1) Market Value:The process of creating a résumé must result in job seekers being able to effectively identify andcommunicate their VALUE to prospective employers. In other words, résumés must clearly communicatebottom line results and organizational contributions job seekers can produce and deliver as well, orbetter, than other qualified candidates.

2) Differential FactorWhen job seekers strategically develop their résumés, they must also define the differential factor. Thedifferential factor represents highly valuable skills, qualifications and other “employment assets” that seta job seeker apart from other well-qualified candidates; that make them STAND OUT. Often times, thedifferential factor is what tips the hiring scale in a job seeker’s favor! For instance, if a job candidate hasan industry-wide reputation, that reputation might be the differential factor. If a job seeker is a Black Beltin Six Sigma; that may constitute the differential factor. When you help your clients identify theirdifferential factors, you’ll provide them with a distinct advantage in landing a job quickly in the toughestof job markets.

3) Confidence Builder


When you help your clients design and create their self-marketing résumé that communicates value andthose attributes that set them apart from their competition, your clients gain a whole new level of confidencein themselves, their ability to promote themselves, and their ability to remain upbeat and positive throughoutthe job campaign. They will be proud of what they are marketing… namely themselves!

4) Résumés Open the Right DoorExciting, well-presented résumés open doors of opportunity that otherwise would not open for job seekerswith look-alike, blend-in-with-all-the-other résumés. Indeed, their résumés will race to the top of the pilebecause it bellows out to employers, “This is what I can do for you, why I am a good fit for your company,and the best candidate for the job.”

5) Job Seekers Will Become a Stronger, More Effective InterviewerWhen job seekers write their résumés thinking about the interview, they begin developing the key messagesthey’ll eventually want to communicate in an interview to win the job. In other words, when your clientstake the time to properly prepare their résumés thinking about the key messages that will win job offers;doesn’t it make sense that they will then be able to SHOWCASE those messages on their résumé to wininterviews!

In my upcoming book, 101 Best Ways to Land a Job in Troubled Times (McGraw-Hill, November, 2009), I provide12 guidelines for creating effective rez-you-Mays for this difficult job market. I conclude this article by providingthree of the most important ones below.

Guideline #1:_Make Your Case in 15-20 Seconds or Less

Recent surveys indicate that hiring authorities spend 15 to 20 seconds, at most, reviewing a job candidate’s résumé.In that 15 to 20 second window of opportunity, your clients must showcase and headline their value; those qualitiesthat ring out, “I’m a highly qualified candidate worthy of a closer look!” If they don’t, they don’t stand a chance ofthat second look.

Guideline #2: Remember Who You Are Writing the Résumé For

In most cases, your clients are writing their résumés for strangers who don’t know them! Your clients’ mainobjective is to understand what prospective employers are looking for and then to provide that information clearly ontheir résumés. Employers DO NOT want to read a stranger’s biography. They DO WANT TO KNOW how yourclient can contribute to their organizational goals. Before you write a client’s résumé, you must challenge your clientto seek first to understand the needs of potential employers and then communicate, on their résumé, how they canbest meet those needs.

Guideline #3: Résumés without Achievements are Like Report Cards without Grades

Hiring authorities and prospective employers know that a key indicator to future performance is past performance.It’s not what your clients did in the past that determines their hireability; it’s the results and achievements theyproduced that matters. Résumés are not documents where job seekers must be humble! It’s the place to professionallyand confidently show off their past achievements and blow their own horn – loud and clear! For if they don’t… noone will hear them.

How’s this for a starting point for redefining rez-you-Mays?

PARWCC


We Don’t Care Who Gets The Credit...As Long As Our Clients Get The Raise!

By Don Orlando, MBA, CPRW, JCTC, CCM, CCMCThe McLean Group - Montgomery, AL

email: [email protected]

As career coaches, we fight pernicious folklore that keeps people from managing their careers well and gettingpaid what they are worth. In this article, I want to help your clients get the rewards they deserve all through the restof their career. And I want you to have a tool to help them reach that goal while motivating your clients to keep intouch with you regularly—and pay for the privilege.

Have clients use what they learned in kindergarten to help manage their careers (with apologies to RobertFulgum)

Play fair. Share everything. Live a balanced life.

That’s the way you and your clients were raised. But your clients may feel that isn’t the way the world of work runs.Let me suggest you recast those ideas like this: work hard, share your gifts, balance returns on investment. Let’s takethem one at a time.

Work hard…

Give your clients tools to help them work as hard capturing their value as they do creating it. Too often theyminimize what they’ve done or forget about it completely. Sometimes, they let personal pride interfere or are concernedtheir boss won’t know what they’ve done. Please let me address those in order.

First, let me be clear: I’m not asking your clients to brag; I want you to help them capture their usefulness. Whenyou do, everybody wins. Which brings us to the second point.

In the press of business, sometimes bosses don’t remember what our clients do when it comes time for performanceevaluations months later. But there is a way to make sure your client gets credit, that his supervisor sees his contributionsin black and white just when she’s thinking about his performance review.

Share their gifts…

The only employee I ever heard about who achieved anything without working with anybody was Rumpelstiltskin.In that fairy tale, Rumpelstiltskin was employed as an independent contract spinner, given a room full of straw, andtold to turn it all into gold. His pay was a necklace, a ring—and eternal damnation.

In the real world, every client must work with others. The best make others more capable in the process. When theydo, their value is better known and their companies get more return on their investments (the salary they pay ourclients). In short, when you help clients concentrate on results, not on who gets the credit…they’re the ones who getthe credit (and a raise)!

Live a balanced life…

The balance I’m writing about concerns returns on investments. When a client works hard, she makes money forher company. Her success is tied to her organization’s success.


But she deserves a return on investment, too. Suppose she saved her company $125K last year. I think her bosswould be pleased if she told him she wanted the company to get a 90 percent return on that investment. Where elsedoes one find that exceptional payoff? Nowhere. Except in team members like our clients.

If the company gets 90 percent ROI, shouldn’t your client get the remaining 10 percent? A well run organizationwould agree at once and cut her a bonus check for $12,500.00. They may even challenge her to perform so well nextyear they will cut her next bonus check for $25,000!

There’s no altruism here. If companies don’t reward our clients, they are on their way to the competitor. (And weget a chance to rewrite their résumés!) Our clients take all their skills, all their value, all the knowledge of theircompany, and their ability to contribute dollars to the company’s bottom line. Good companies use that to everyone’sadvantage; bad companies and their employees suffer because they don’t.

Getting the rest of the story…

Many clients rank job satisfaction first in their professional lives. They find such fulfillment readily when theyrecall not just what they did, but how their contributions helped their organizations and customers. Knowing theirtrack record, feeling that they are needed, gives them confidence to do even more. When everybody knows everyoneelse’s value, rewards come easier.

Suggest your clients do the following. Once each week, they are to jot down which problems they solved, how theysolved them, and what the results were. They should push to be sure they don’t confuse the symptom with theproblem.

Here’s an example. When I asked a client what problem he solved, he said he resolved a high scrap rate in thisplant. That’s good! But that’s only the symptom. When I asked what had caused the scrap rate to be high, he told methe company had specified cheaper lubricating oil for a key manufacturing component. They were saving $100 agallon on the oil (and they used 100 gallons a year)…and losing $50K in scrap. My client told me how he trackeddown the difficulty, recommended slightly less expensive oil, and saw the scrap rate fall to two percent…and staythere. That meant the company saved $40K, in the first year alone. If my client proposed the 90 percent ROI Irecommended, he would have gotten a $4K check, just for this one action.

Because he could quantify the results I was able to include this item in his résumé:

Payoffs: Replaced a $10K cost that plagued us for years by eliminating $50K in excess scrap. Problem disappearedand never came back. From thought to finish in just 30 days. Annual savings $40K.

Notice also how I compared his work to a previous situation (“losing $50K a year”). I got even more impact byputting his results in context (“From thought to finish in just 30 days”). Because we took the time to discuss thisstory, my client can use it in the interview. All in all, it’s good news for him.

Now the good news for you. Encourage your clients to email you their success stories each week or so. Give themhints on getting the most from each story, just as you did when you wrote their résumés. Charge for this service!

At the same time you’ll reap the benefit of a continuing relationship that your clients will see rewards them tangibly.

Finally, when it comes time to update their résumés, ask the client for their notes—and your update nearly writesitself!

PARWCC

Putting it all together…

Play fair (with yourself as well as your clients).

Share everything (but make it valuable by charging what its worth).

Live a balanced life (helping balance clients’ professional lives helps your practicegrow…helping you serve more clients).


Résumé Magicby Melissa Kasler, CPRW

Résumé Impressions - Athens, OHemail: [email protected]

PARWCC

Case Study #67: Heather

Challenge: To create a résumé for Heather, a Registered Dental Hygienist, who was applying for a Federal position withdifferent application requirements than are normally required for this type of position. The challenge was really in conveyingHeather’s enthusiasm and passion for her career on paper. Once in an interview, it will be very evident, but I needed it to beclearly shown on the résumé.

Background: Heather works at the dental office where our family goes, and I had originally completed her résumé a year orso ago for another similar position. She is extremely happy in her current position and loves her employer and co-workers.However, she lives a little over an hour away, so the commute is difficult for her at times with a young family and winterweather conditions in Ohio. The position she is applying for is with a VA Medical Center where her sister-in-law is currentlyemployed. She became aware of the position opening through her.

Strategy: Usually, when someone says “Federal application” I immediately send that client to a colleague who specializes inthose...that is an area I do not care to tackle…I leave those to the pros! (Thanks, Camille!) And as soon as Heather sat down inmy office and showed me the application, I immediately handed her Camille’s business card to assist with the KSAs andtransforming the résumé into proper Federal format. However, for some reason, this application was a bit different. WhenHeather contacted the VA, she was told that the KSAs were only to be completed by internal applicants. Anyone applying fromoutside the organization did not need to complete those. I’ve never heard of this before, but took her at her word and proceededwith updating the résumé to ensure that it included the necessary information for this position.

I’ve honestly never met anyone as passionate about his or her chosen career field as Heather. She truly loves what she does.On more than one occasion in my presence, she has stated that dental hygiene is her passion and not just her job. I knew Iwanted to use that prominently on the résumé. So when creating the banner for her contact info, I included that exact quotefrom her to immediately highlight that distinction. Using her two titles to serve as the anchor for the summary area at thebeginning, I followed those with three brief sentences to summarize her background. That section ended with quotes fromrecommendation letters of previous employers.

For someone with a 10+ -year career, I would not normally list education as the first heading. However, Heather’s educationand licensure could very well be what differentiates her from her competition. So this became our first major heading. Followingthat I created a bulleted list of qualifications as related to her career goal. Next came professional experience where I simplylisted the three positions Heather has held in her career. We ended the résumé with professional involvement.

Heather and I discussed the application and position requirements. She wanted to address each item that was discussed in theposition posting because she had experience in every single one. Rather than create a very lengthy description under each ofher positions, I chose to create an addendum to her résumé that listed each of these items. With a heading titled Skills &Experience, I followed the design of the résumé and created a bulleted list addressing each one. I likened it to sort of a hybridKSA in my mind.

The cover letter included the vacancy announcement number and position title as listed in the posting. Rather than beingredundant and listing bullet points from the résumé regarding qualifications, I used the cover letter to reiterate the passionHeather has for her chosen career. A couple of sentences summarizing her education, licensure and years of experience,combined with a paragraph explaining why she is considering leaving her current employer, rounded out the content of thecover letter.

Outcome: Heather was very pleased with the addendum idea and was going to hand-deliver the documents (along with the completed application) the day after she picked them up in my office.


Heather D. Clinton, [email protected]

1234 Hampton Mills Road

London, Ohio 40000

740.123.0000 (home) 740.456.0000 (cell)

October 10, 2009

Department of Veterans Affairs

Jeremy Johnson, Director

Human Resources

17273 State Route 104

Chillicothe, Ohio 45601

RE: Vacancy Announcement No. 09(205) - Dental Hygienist

Dear Mr. Johnson:

Please accept the enclosed materials as my sincere interest in the Dental Hygienist position

currently available at the VA Medical Center in Chillicothe. After reviewing the detailed job

description, I believe I would make a valuable addition to your staff. The enclosed resume and

addendum will provide detailed information regarding my background and experience as it

relates to your position.

my career as a Dental Hygienist/Periodontal Therapist. I thoroughly enjoy educating and caring

for patients from all walks of life to promote their dental health and overall well being. With an

Associate of Health Science in Dental Hygiene, licensure as a Registered Dental Hygienist and 13

dental program.

position with the Chillicothe VA Medical Center would allow me to continue my passion in

my chosen career, but closer to my home. An interview would allow me to share my skills and

to set up a convenient time to meet.

Thank you for your time and consideration. I look forward to hearing from you about this

exciting opportunity.

Sincerely,

Heather D. Clinton, RDH

Enclosure: Resume/Addendum

“Dental hygiene is my passion, not just my job.”




London, Ohio 40000

740.123.0000 (home) 740.456.0000 (cell)

Dental Hygienist Periodontal TherapistSkilled Dental Hygienist offering a successful 13-year career and track record of building remarkable rapport

with patients of all ages. Thoroughly explain procedures to decrease anxiety. Place strong emphasis on

patient education, providing information to improve oral hygiene and overall health.

“ … hard worker and takes pride in servicing her patients by providing great care …

demonstrated strong technical skills … always prepared to perform whatever treatment

necessary for her patients …” ~ Excerpts from Recommendation Letters

Craig Oiler, DDS and Paula Zimmerman, DDS; Grove City Family Dentistry

EDUCATION & LICENSURE

SHAWNEE STATE UNIVERSITY, Portsmouth, Ohio (June 1996)

Associate of Health Science in Dental Hygiene

Licensure

Registered Dental Hygienist – State of Ohio (1996) and State of Florida (1998)

Continuing Education

– Ohio Dental Association (1998)

Completion of training provides approval for dental hygienist to practice in absence of dentist

SUMMARY OF QUALIFICATIONS

Provide education on proper usage of tools for maximum oral health in accordance with patients’ needs

and capabilities

Skilled in providing individualized, comprehensive patient education and positive encouragement

Committed to promoting oral, head and neck and overall health and well-being of patients

Well-developed assessment skills

Enthusiastic, highly motivated and resourceful

PROFESSIONAL EXPERIENCE

Registered Dental Hygienist – RIESTENBERG, LAVELLE & WELSH, DDS, Athens, Ohio (6/06–present)

Registered Dental Hygienist – ROBERT L. SPERO, DDS, Athens, Ohio (3/03–3/06)

Registered Dental Hygienist – GROVE CITY FAMILY DENTISTRY, Grove City, Ohio (10/96–9/02)

PROFESSIONAL INVOLVEMENT

American Dental Hygienists’ Association

Ohio Dental Hygienists’ Association



Addendum to Resume of



London, Ohio 40000

740.123.0000 (home) 740.456.0000 (cell)

SKILLS & EXPERIENCE

Perform deep subgingival and supra gingival scaling; root planing, periodontal probing and charting

Prepare monthly reports for production and treatment visit date if directed by dentist

Perform preliminary dental examinations to screen for periodontal problems

Review patient medical and dental history to evaluate medical complications or medication requiring

alteration of dental hygiene treatment

Examine teeth and supporting structures for presence of bacterial plaque and periodontal disease

Inspect head, neck, mouth, pharynx and throat for abnormalities and oral cancer

Observe, chart and report oral abnormalities and suspicious lesions to dentist

Prepare dental hygiene treatment plan for plaque control, involving assessing patients’ medical and

oral conditions, required oral hygiene care and planning and sequence of dental hygiene procedures for

appointments or series of appointments

Take and interpret periapical, panoramic, bite wing and occlusal x-rays

Identify tooth structure, calculus, periodontal pockets and cavities

Utilize special procedures to provide hygiene treatment for bedfast patient

Remove sutures, remove medications for dry sockets, place periodontal packs, control bleeding by direct

pressure, perform root planing and giving instructions to patients after treatment; change dressings, apply

topical anesthesia and retract oral tissues in surgical procedures

Record oral conditions, results of periodontal exams, treatment planned and treatment completed/

administered and patient no-show

Plan, coordinate and conduct preventive oral health programs for various patient groups

Develop and revise oral health instructional materials and educate patients and other staff groups

responsible for the delivery of oral health care; topics include nutrition, proper dental hygiene, etiology

of caries and periodontal disease, oral habit therapy and patient motivation

Select tray, prepare and mix impression material; place impression material on teeth; remove impression

and construct custom impression trays

Check and maintain instruments, clean treatment room and equipment, order and store medical and

dental supplies and equipment


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